Assessment tools

Deloitte Development and Assessment Centre offers various types of psychometric assessment tools, partnered with network of respected industry providers.

We can recommend and source psychometric tools to measure aspects of a candidate’s personality, cognitive ability, mental agility, motives and skills, depending on your specific requirements.

Our consultants are on-hand to provide objective and impartial advice on the latest developments in this area to help you make the most informed decisions about how to use which psychometric assessment tool at the different stages in your organisational process.

Personality and behavioural assessment tools

Behavioural assessments are gradually gaining prominence among organisations as it saves time and money through successful job placement, selective interviewing, identifying talent, develop existing staff and much more.

Behavioural assessments measure and provide a clearer insight into individual’s behaviour and communication style. Such knowledge empowers the organisation to manage and nurture their staff more effectively and strategically according to the company’s goals.

Thomas PPA

Thomas Personal Profile Analysis (PPA) provides behavioral assessments designed for use in the workplace. It is applicable for the entire HR spectrum and provides clearer insights into individual behaviour. It helps organisations make objective and educated decisions, be it for hiring, promotion, development or selecting the right incumbent.

Thomas PPA provides specific reports for specific needs and functions such as management, sales, admin/technical, as well as how to manage your individuals based on behavioural preferences, team development, identifying training needs, and many more.

Age range:
18 and older

Administration:
Multiple choice questionnaire
Pen-and-paper or online

Administration time:
10-15 minutes

Format:
Web-based system (administration and feedback)

Ability assessments 

Unlike achievement assessments that measure how much you have learned so far, or skills testing that looks at your current ability, aptitude assessments measure one’s innate learning ability to predict success or failure in a particular task. To the incumbents, aptitude assessments help demonstrate their strengths and identify their development needs. For the organisation, they assist in selecting the most appropriate candidate for the role from the perspective of abilities as well as recognise areas of development

Therefore, the organisation can discern just how much guidance or hand-holding is needed in the adaptability or development of a potential or existing hire.

Objective aptitude tests are normative and based on timed sub-tests. They usually look at general learning ability, as well as numerical, verbal, reasoning and spatial abilities.

Thomas TST

The Thomas Tests for Selection and Training (TST) measures one’s fluid intelligence. It measures how an individual adapts to new and changing environments through sub-tests that look at general literacy, verbal and numerical reasoning, spatial orientation and memory abilities.

The TST is objective/multiple-choice, timed and conducted under controlled environments by qualified Thomas consultants.

Age range:
16 and older

Administration:
Multiple-choice
Pen-and-paper

Administration time:
45 minutes

Format:
Web-based system (administration, scoring and feedback)

Thomas GIA

The Thomas General Intelligence Assessment (GIA) measures one’s fluid and crystallised intelligence. Similar to the Thomas TST, it measures how an individual adapts to new and changing environments through sub-tests that look at general literacy, verbal and numerical reasoning, spatial orientation and memory abilities. However, there is an added component of recognition and retrieval of information from the long-term memory.

The Thomas GIA is a two-part assessment that is objective/multiple-choice and timed.

Age range:
16 and older

Administration:
Online
Multiple-choice

Administration Time:
Part 1 – 30 minutes
Part 2 – 25 minutes

Format:
Online (administration, scoring and feedback)

Emotional intelligence assessments

Emotional intelligence is the capacity to perceive and recognise emotions in oneself and others, to access and generate emotions to support thought processes, as well as to understand such emotions and manage them in everyday actions and relationships with others.

To a large extent, emotional intelligence is relevant in today’s organisation, in terms of management and development of individuals. This is because it allows us to better understand ourselves and others with regards to individual requirements, and how to acknowledge and deal with your own and others’ strengths and limitations.

It is critical to consider emotional intelligence when it comes to human capital planning, job profiling or benchmarking, recruitment, succession planning, leadership/management development, and many others. 

Where personality or behavioural assessments assist in predicting observable behaviour, emotional intelligence assessments digs deeper to explain why they behave so.

Thomas EI

Thomas Emotional Intelligence (Thomas EI) assessment was developed based on Petrides and Furnham’s Trait Emotional Intelligence model, which differs from the Ability (Mayor and Salovey) and Mixed (Bar-On) models. Trait Emotional Intelligence focuses on emotional self-efficacy while Ability Emotional Intelligence focuses on cognitive-emotional ability.

Thomas EI conceptualises emotional intelligence as a personality trait located at the lower levels of personality hierarchy. This simply means that one’s emotional intelligence is linked to his/her underlying behavioural preferences although it is not as permanent as personality, thus, one can change certain aspects of one’s emotional intelligence.

The Thomas EI measurement looks at four factors of well-being, self-control, emotionality and sociability, which then extends further to cover 15 facets.

Age range:
18 and older

Administration:
Online
Self-report

Administration time:
25 minutes

Format:
Online (administration and feedback)

Skills testing

Other than only looking at the soft side of individuals such as personality or innate ability, you can explore another angle when looking at an individual, and that is to measure and verify current skills. These may cover areas such as computer literacy, call-centre skills, typing skills and many more. This can be done through skills testing.

Thomas SKILLS

Thomas SKILLS has over 100 tests available designed to measure hard competencies and skills such as MS Office, computer proficiency, key secretarial skills and call-centre listening skills.

Thomas SKILLS results are a fast and accurate indicator of skills performance. The online tests can also be used to train candidates where a training need has been identified.

Administration:
Online

Levels:
Basic, Intermediate, Advanced

Administration time:
Varies

Format (differs between tests):
Online
Multiple choice, Fill in the blanks, Interactive Choice (all MS office), Copying Scripts, Re-typing of letters and tabulations