Psychometric Assessment

Psychometric assessment forms the basis of a variety of employment decisions and workplace interventions. Our psychometric assessment tools include a variety of standardised assessment measures registered by the Professional Board for Psychology and adhere to the requirements stipulated in the Employment Equity Act. We promote integrated behavioural, cognitive, technical and personality assessment. We also provide assessment centre services, both in terms of the administration and development of these.

Operators/Entry Level Staff

  • Learning Potential

    Here we focus on learning potential rather than current ability. As educational qualifications are not always comparable for different candidates, learning potential assessments are independent of previous exposure to learning material. We have specific tools to assess even illiterate candidates.

  • Psychomotor Ability

    Assessments for candidates who need to operate machinery such as forklifts and cranes.

  • Integrity

    This critical attribute can be assessed to determine whether employees will be reliable and trustworthy in the workplace.

Administrative/Clerical Staff

Clerical staff requires particular characteristics such as administrative skills, computer skills, etc. At this level, we assess personality, administrative skills, computer skills (such as MS Word, PowerPoint, Excel, and Access) as well as emotional intelligence and integrity.

Our tools can furthermore assess specific skills required for call centre personnel, receptionists, personal assistants, etc.

Technical Staff

In technical positions, personality, technical skills, emotional intelligence, and integrity are usually tested. The specific technical skills we assess include but are not limited to:

  • Verbal Reasoning
  • Calculations
  • Mechanical Comprehension
  • Numerical Reasoning
  • Non-verbal Reasoning
  • Spatial Visualisation

Managerial Staff

At managerial level, we administer personality, integrity and emotional intelligence appraisals in addition to simulation exercises (assessment centres) to assess managerial competencies such as:

  • Task Structuring
  • Planning and Organizing
  • Interpersonal Sensitivity
  • Client Relations
  • Written Communication
  • Initiative
  • Judgment
  • Analytical Thinking
  • Business Acumen

At this level, Cognitive Complexity is also assessed. This involves the ability to deal with situations where guidelines are not always clear and ambivalence is present; in other words the ability to function at a strategic as opposed to an operational level.

Bursary Selection

Companies that award bursaries to scholars or university students need to select the candidates carefully. Candidates that lack the potential to succeed are identified and only the most promising candidates are selected. Instruments include general cognitive assessments, aptitude tests and technical tests. However, bursars often fail to complete their studies, not because they do not have the cognitive ability to do so, but because they lack the emotional or social skills needed to adjust at university. For this reason we also include measures of emotional intelligence in the bursary battery.

We have been involved in bursary assessments for ABI, Xstrata, Glencor and Samancor Ferrochrome.

Career Counselling

We provide career counselling to learners who need guidance for subject or career choices.
Our service offering consists of the following measures:

  • Interest
  • Ability
  • Aptitude
  • Personality
  • Emotional Intelligence

We believe that subject and career choice is not simply a matter of interest and aptitude. One needs to take into account personality and emotional intelligence factors as well. We use some of the latest technology in terms of computer adaptive testing.


We address typical problems with staff development such as:

Interpersonal Relationships – Difficulties with team cohesion and problematic relationships between staff or between supervisors and staff can become a nightmare to manage. We offer insight into personalities and team dynamics that will reveal the reasons and causes of the difficulties.

Succession Planning – At times, office politics interfere with determining who the best candidate is to succeed a manager or who should receive a promotion. Our series of confidential assessments unequivocally and unarguably determine who is the most competent for the job in question. This releases senior management from blame or misjudgments and creates trust with the subordinates in the new appointee and in senior management for using an unbiased third party (LKA). In addition to this, these assessments will contribute to:

  • existing performance management processes and performance reviews
  • creating a platform for further coaching and development
  • establishing opportunities to request feedback on issues, performance and growth
  • creating a measurable baseline of performance against which change and growth can be measured in future, and
  • following up on future assessments.


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