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Once candidates have completed the tests, we will send you the results by email. We can also provide a more in-depth analysis of candidates’ performance depending on your needs.

It is important to follow best practice guidelines when using psychometric assessments in recruitment and selection.

Interpretation Guides

You can download guidelines for interpreting psychometric assessments here:

Job-fit Report

One of our consultants can review the job description and evaluate each candidate’s fit to the role. The report will identify strengths, concerns and interview questions for each of the candidates. 


Please contact us for a quote or to find out more.


The style and method of feedback will depend on the context of your assessment project.

If you are using ability tests, feedback may be simply letting candidates know how they have performed. With tests of personality, motivation and emotional intelligence, the results can be used to identify potential strengths and concerns in the context of a specific role.

A popular approach is to conduct an interview using the results of the tests to validate the candidate’s responses and to probe more deeply into areas of potential concern. This type of feedback interview should be conducted by suitably trained practitioners who understand the constructs well.

One of our qualified consultants can conduct these feedback sessions for you either face-to-face or by telephone. Feedback may be to the candidate directly or alternatively to an interview panel who will use the results to probe further with the candidate.

Please contact us for a quote or to find out more.

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