At Taylor Phillips we have a full range of assessment options to provide you with the insight you require for your hiring and people management decisions.
We provide assessments from the full range available on the market today. This ensures you receive the most appropriate assessments for your unique requirements.
Taylor Phillips recommend assessments based on the role requirements, job type and industry, and on the level of expertise required for the role from front line workers, graduates to senior executives. We even get to know your business to ensure we can review assessment results to ensure the candidate is a strong fit for your team and culture.
We know that candidate experience is very important to our clients, so we take the time to ensure candidates complete assessments in their preferred language and offer complimentary feedback on their results.
Our clients are vast and varied from small and medium business to large multinationals, in Australia and abroad.
Just a taste of our assessments include:
How quickly and accurately will the individual problem solve, take on and reason with new information? Learn more about their ability to draw accurate conclusions from mathematical, statistical and/or financial data, as well as your candidate’s ability to draw accurate conclusions from written information.
Learn about your candidate’s personal preferences in the workplace to help you predict and understand their behaviour. What will the candidate ‘look like’ in this role within your organisation. We will provide you with an overview of a candidate’s strengths and areas for development, including potential derailers or red flags.
For more specialised roles, exploring specific skill sets is critical. Assess skills such as mechanical reasoning, spatial reasoning, clerical abilities, reading and comprehension.
Measures of accident prevention, involving the assessment of people’s beliefs and attitudes towards safety. Screen candidates to determine their propensity towards accidents and injury claims. Undertake safety assessments that not only help to identify candidates and future employees at greater risk for accidents and injuries, but more importantly – why!
Assess your candidate’s ability to make rational and logical decisions based on hard data to achieve the best possible outcome. How do they use judgment and draw conclusions from information at hand.
Work Safety – Explore belief and attitude towards safety and identify people at greater risk of accidents and injuries, and why.
The ability to recognise, understand, manage and use emotion based information. Your candidate may be unbelievably and undeniably competent but do they possess the appropriate ‘soft skills’ to succeed long-term as a leader in your organisation.
In addition to learning more about abilities and personal preferences, assessments that focus on vocational preferences such as interests and values are important data for leadership development and career coaching discussions.