JOB INTERVIEWS AND PSYCHOTECHNICAL TESTS: A GLOBAL ASSESSMENT

PSYCHOTECHNICAL TESTS

Psychotechnical tests support the consultants’ analysis approach. They do not claim to deliver absolute truth about the candidate but to support the work of the consultant. They sometimes raise questions not covered in the typical interview setting.

We use several types of tests that can question personality, motivation or skills (Management, technical approach, etc.).

Tests can be carried out in several languages with a final report in one of the following languages: English, French, Italian, German, Portuguese

  We qualify the entire “interview and test” process as an assessment and we consider at TC CONSULTING that one does not go without the other in order to produce a complete evaluation.

We are also very sensitive to the context and the atmosphere in which the candidate or employee is received. If the objective of the exchanges always remains an evaluation, it appears to us to be absolutely essential that the process be respectful of each other’s cultures while being authentic and above all very pragmatic.

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WHY CARRY OUT AN ASSESSMENT?

The usefulness of an assessment is not limited to recruitment situations, it can also be applied to other HR situations:

  • Evaluate a collaborator as part of an evolution
  • Secure the integration of a new employee
  • Validate a recruitment that you carried out on your own
  • Carry out an audit of a company department

At TC CONSULTING our psychotechnical tests come from well-known and recognized specialized platforms, which use tests created by psychologists and neuroscientists and which have proven themselves.

Furthermore, a test of this type is only of interest if it is integrated into the framework of an overall assessment. Thus the results of the test can be explained and weighted, with regard to the exchanges, by the Consultant.

 
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