For Companies

Our service

Psychologist-Danang also offers a service for companies. When hiring the right suitable candidate you can save a lot of money and time. Choosing the right applicant will also save you from stress and frustration. But how do you pick the right candidate? We help you to find the perfect candidate for your company, by setting up an assessment, for your candidates.    

The purpose of an assessment

The purpose of having an assessment for your candidates is to see how they actually behave when they are put in real work-life situations, for example performing an exercise with a group of people under timed conditions. These behaviors will then get compared to the key behavioral criteria which have been specified for that job role. All these assessments together (see below for the options) will give a perfect overview of the strength and weaknesses of your candidate. After the assessment, you will receive a report with all the results and findings.

For whom?

An assessment could be beneficial for all companies who are searching for the right candidate like banks, IT companies, resorts, sale companies, etc.

The benefits of doing an assessment

1. Saving a lot of time and money. You don’t have to waste time to do 20 similar interviews.

2. Getting an overview of all qualities (strength and weaknesses) for all applicants.

3. Assessments are eminently fair and objective.

4. Applicants that are not suitable for a particular job can cause you a lot of stress and trouble. 

What we offer

1. IQ test (verbal and/or non-verbal): Identifies strengths and weaknesses

2. Language test (Vietnamese and or English): Get an overview of the verbal skills.     

3. Group exercise: to test the interpersonal and teamwork skills of an individual.

4. Role-play: to see how the applicant will behave during a fictional scenario related to the job role.

5. Presentation: tests a candidate’s ability to how confident he is in presenting ideas in front of people.

6. Psychometric test: These tests are used to measure how people differ in their motivation, values, priorities, and opinions. Also testing the emotional, interpersonal, experiential, attitudinal, and motivational styles, known as the BIG-5 is optional. More information about the BIG-5 see below.

7. One-to-one interview: To obtain detailed information about personal feelings, perceptions, and opinions.

All assessments are optional. For more information contact Psychologist-Danang.

The BIG-5 and the NEO-PI-R tests

The Revised NEO Personality Inventory (NEO PI-R) is a personality inventory that examines a person’s Big Five personality traits (openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism). In addition, the NEO PI-R also reports on six subcategories of each Big Five personality traits (called facets).

A table of the personality dimensions (BIG-5) measured by the NEO-PI-R, including 6 facets, is as follows:

Company service