Tessera Consulting can help meet your assessment needs by providing cutting edge solutions based upon current psychological research and best practise. We have access to some of the worlds most reliable and valid psychometric assessments, as well as expertise in the design and implementation of assessment centres.

Tessera’s approach to assessment emphasises the importance of following best-practice guidelines, and retaining a level of respect for the candidate. For example, we only use psychometric assessments that are based on a history of scientific research, and have been proven to be non-discriminatory.

Assessment will only work if there is an adequate amount of information to work with. At Tessera, we believe that it is important to use a number of valid assessment techniques rather than just one. Employment decisions cannot be made on the basis of one test alone, and the assessment methods should be chosen with due care.

Psychometric Testing
Tessera has an in-depth understanding of the application and construction of personality measures and ability tests. Our consultants are qualified to use some of the world’s most popular questionnaires:

The Myers-Briggs Type Indicator.®
The most widely used personality questionnaire in the world, this tool provides an easy to understand framework that is non-threatening and inclusive. It is an ideal tool for management and team development.

The California Psychological Inventory.™
One of the most predictive personality questionnaires on the market, this inventory specialises in predicting actual behaviours and becomes an invaluable tool when used for recruitment.

The FIRO-B.™
This questionnaire identifies an individual’s interpersonal needs and can be a particularly powerful tool for team and individual development.

Tessera consultants also have access to a large majority of intelligence tests on the market today, including the most up-to-date structured learning exercises (such as the ABLE™ series of tests). In addition to this, we are also qualified to use interest inventories (such as the Strong Interest Inventory™) which are invaluable for career development discussions and outplacement counselling.

We feel that psychometric testing is a two-way process. Not only do we generate objective and accurate information about the candidate, but the candidate also benefits from receiving constructive and positive feedback on their results.

Assessment Centre Exercises
Assessment centre exercises are role-play exercises that are designed to simulate important aspects of a job. Not only are they relevant, valid and involving, but they also provide the candidate with useful information about the job they are being assessed for.

Tessera has access to a wide variety of assessment centre exercises that have been successfully used in a variety of businesses. Each exercise is set in it’s own particular business context and is designed to resemble as closely as possible the demands of a job. Individual and group role-play exercises can be used effectively to assess non-technical, interpersonal skills, whilst in-tray exercises can be used to assess problem-solving, decision-making and time-management skills.

Though established assessment methods are valued for their standardised approach, companies often require tools that are designed specifically for their own businesses. Tessera can also offer expertise in this area by providing tailored assessment centre exercises. These exercises reflect precisely the competencies that need assessing by using a scenario that closely resembles what the candidate would actually do in the job.

Structured Interviews And Application Forms
The traditional interview is the most popular recruitment method in the world, yet it is also notoriously inaccurate.

A structured interview differs from a traditional, informal interview in two ways. Firstly, the questions are designed to measure rigorously the competencies important for the job at hand, and secondly, the questions are designed to investigate any past successes that the respondent has had in their previous jobs. Structured interviews therefore provide a more objective assessment of the individual’s potential by looking at what the individual has done in the past.

Structured application forms work in a similar way to structured interviews and are also excellent tools for recruitment. Both are bound to a competency framework and require the applicant to give examples from their previous experiences. Both are also rated by a trained individual who can apply a previously agreed rating system to the candidate’s responses.

Structured interviews and application forms work particularly well when used along side psychometric assessments and role-play exercises. They can be used to assess both technical and non-technical skills and are often designed and implemented in close collaboration with the client (particularly when technical skills specific to the job at hand are being assessed).

Would You Like To Know More?
In addition to designing programmes both for assessment and development, Tessera can also tailor competency frameworks and job analysis to suit your company’s specific needs

If you would like to know more about Tessera’s approach to assessment for selection and development, please do not hesitate to contact: Amy Balderson (Click to email)