PSYCHOLOGICAL EVALUATION

ORGANIZATIONAL AREAS THAT CAN BENEFIT FROM THE PSYCHOLOGICAL EVALUATION:

  1. Well rounding the recruitment process, by evaluating the selected candidates and by minimizing the risk of hiring persons that suffer from psychological vulnerabilities or the risk of not having the suitable personality profile for either the job or the company;

  2. Well rounding the performance management process by identifying the employees’ potential, identifying the obstacles that could interfere in their development and supporting in matching the roles within the company with the right people to perform them;

  3. Evaluating teams dynamic and recommending ways to improve it, where needed;

  4. Offering support in developing career plans.

OBJECTIVES OF THE PSYCHOLOGICAL EVALUATION:

Among the most frequent objectives of psychological evaluation that support the company goals are:

  1. Identifying the specific way in which the employee is acting when relating with the job activities, the colleagues, the clients

  • Identifying the psychological traits that prove the capability of the employee

  • Identifying risk factors such as vulnerability to stress, emotional discomfort or in satisfaction with the career choice;

  1. Indentifying the main psychological and emotional needs, which can afterwards be connected with the way the potential of each of the employees can be released;

  2. Offering recommendations for improving personal vulnerabilities, where these have been identified.

EVALUATION PROCESS:

The instruments we use are validated and accredited for being used in clinical evaluations:

Psychological and Cognitive Aptitudes Test Block (PCATB/BTPAC)

Millon Clinical Multiaxial Inventory-III (MCMI-III)

Young Schema Questionnaire (YSQ)

Attitudes and Beliefs Scale (ABS)

Dysfunctional Attitudes Scale (DAS)

PSYCHOLOGICAL EVALUATION METHODOLOGY consists of:

  1. Applying the evaluation tests – duration depends of the evaluation’s objectives agreed and selected instruments;

  2. An individual face to face interview of an apx of 1h.

  3. Written Evaluation Report: with the results and the information gathered, we will provide you with a summary report that includes the personality inventory with both the strengths and the vulnerabilities of the employee and also recommendations on how the vulnerabilities can be addressed.

EVALUATION CONTENT:

Both the questionnaires and the interview will focus on identifying thinking patterns and particularities and the level of development for certain abilities eg: decision making, learning, numerical aptitude.

Identifying the thinking patterns is an essential part of the assessment because:

  • Thinking patterns is the best predictor for emotions;

  • Dysfunctional believes are the root cause for the emotional problems; most of the stress and emotional problems are actually effects of dysfunctional thinking patterns;

  • If stress and emotional pain are caused by maintaining dysfunctional believes, the best way to relieve these is by modifying these believes;

  • The way we perceive and interpret events and the way we behave are both strengthening the dysfunctional thinking patterns, unless these are identified and changed.