- Personality questionnaires are designed to measure how people like to work and their behavioural style, rather than their ability. There are no right or wrong results, but both candidate and assessors can understand more about personality profiles and how that might affect someone's suitability for a role.
- Ability tests look specifically at the extent to which a candidate is able to carry out various aspects of a job. They assess verbal and numerical reasoning for example, at all levels of seniority, from directors and senior managers through to administrative and technical staff. Ability can also be measured in work simulation exercises and in assessment centre programs.
- Motivation questionnaires help you to understand what motivates people and what values they think are important. By using these products employers can find out how suitable a candidate is for the job profile and also how well they might fit with the culture of the organisation. For some major brands the employee 'fit' is of critical importance.
- Interest Inventory tools are designed to identify a person's preferences for specific types of work-related activity. They are aimed at people working at managerial level, as well as at graduate level, where they can help with career planning.
- Competency Assessment products help to match a person with the right set of competencies. It is widely recognised that this can lead to superior performance in a job. The main components are knowledge, skill and experience, aptitude, behavioural style and motivation. Competencies can be measured in a variety of ways and SHL has a comprehensive portfolio of products in this key area.
- Performance management products provide a structure within which organisations can measure and monitor people performance in an objective and consistent way. We have developed a leading web-based performance management system that can be tailored to an organisation's individual requirements.