Assessment for Employees

Assessment for Employees

At Psychologist Vietnam we offer also an extra service for companies in Danang, Ho Chi Minh and Hanoi. 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 distinguish between 20 or more potential candidates? We help you to find the perfect candidate for your company.

The purpose of an assessment

The purpose of having an assessment for your candidates is to see how they actually behave when they will be 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 who?

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 doing 20 similar interviews.
  2. Getting an overview of all qualities (strengths 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: Identifies strengths and weaknesses, general intelligence
  2. Language test: Get an overview of the verbal skills.
  3. Group exercise: to test the interpersonal and teamwork skills of an individual.
  4. Roleplay: to see how the applicant will behave during a fictional scenario related to the job role.
  5. Presentation: tests a candidate’s ability of 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.
  7. One-to-one interview: To obtain detailed information about personal feelings, perceptions, and opinions.

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