Want to improve your selection and assessment process? This document outlines how our assessment process works along with detailing our range of psychometric tools.

1. Objective Assessment:
The formula for making
successful recruitment decisions

2. If 80% of successful business performance can be attributed
to the best 20% of employees,
how can you ensure you get the best?
Selecting the right candidate is crucial to the success of your business, but the traditional CV-and-
interview-based selection process yields very limited information about the candidates, and can
therefore seriously limit your chances of making a successful recruitment decision.
Using structured assessment techniques can establish more clearly what a person is like, what they’re
like to work with, how they might fit into your existing team and potentially lead your business in the
future. This provides more certainty to decision makers, helps prevent costly mistakes and increases the
chances of employees being successful in their jobs.
By using a range of fair and objective assessment techniques that include psychometric tests, profiling
tools and targeted interviews we can delve beyond the CV to establish capability and potential, thereby:
- enabling you to select the right candidate
for the position
- finding untapped potential
- helping with effective succession
planning within the organisation
“The chances are good that up to
- identifying real and specific 66% of your company’s hiring
development needs among your staff decisions will prove, in the first twelve
- planning for change months, to be mistakes.”
Peter Drucker, Management
Selection & Assessment
Consultant
Process Review
We can review your recruitment process
and make recommendations for
improvements to ensure it represents value
for money and is fair and effective. This
includes addressing diversity related issues
and ensuring that your process
communicates your organisation’s values.
Both qualitative and quantitative
techniques can be
used as part of the review

3. How does our assessment process work?
As business psychology professionals working with organisations of all sizes, we understand that your
organisation is unique; our approach will be flexible and driven by your specific needs. We tailor each
assessment process to your needs for that particular role, whatever level the job is at.
We firstly focus on analysing the job role and identifying the competencies that your organisation
prizes; setting a framework of statements that describes the behavioural of people who are successful
in the role, so that candidates can be measured against these. We then select the most appropriate
tools to see how your candidates match up against these criteria. Our approaches can help you
understand a candidate's:
- personality and values
- motivation
- reasoning ability Delivering the Assessment
- creativity and problem solving abilities
- managerial judgment capacity e can draw upon our pool of
highly experienced psychologists and
Assessment tools used could include assessors to carry out projects whether the
psychometrics, targeted interviews, requirement is for the on line
role- play exercises, group
administration of tests, the profiling of a
discussions, case studies and
senior executive, or the assessment of a
presentation tasks.
number of candidates at an assessment
We offer thoroughly detailed and insightful centre. Alternatively, we can work in
feedback on each candidate that answers the partnership with your team to provide any
questions you need to have answered. Our up-skilling necessary.
approach allows us to give you a more complete
picture of each candidate and how they might
actually perform in the role, together with any
“It’s not experience that counts or
developmental needs they may have. college degrees or other accepted
Throughout our processes we welcome diversity factors; success hinges on fit with the
job.”
and aim to treat all candidates with equal respect
and dignity. The candidate experience is at the
Harvard Business Review
forefront of our thinking.
Armed with this fuller picture, you can
make your selection of candidate with
confidence.

4. Taking it further?
We believe in sharing expertise and working in partnership with our clients. We are able to train you in using
specialised selection and assessment techniques, to enable you to design and deliver objective and effective
assessments. For more details on this, and how we can help you become qualified to deliver psychometric tests,
please refer to our website page.
Further information:
Psychometric tools available
These are a selection of the range of validated tests. As independent practioners, whilst we have views
of the merits of various products, we are able to make recommendations for the tool that best suits your
needs rather than selling a particular product:
- 16PF
- Dimensions (Talent Q)
- EQ-I (Emotional Quotient-Inventory)
- Firo-B
- Hogan Development Survey
- Hogan Personality Inventory
- MBTI
- NEO PI-R
- OPQ (SHL Occupational Personality Questionnaire)
- Wave (Saville Consulting)
How To Contact Us :
Website: www.fjwilson.com By phone:
By email: tony@fjwilson.com
Contact details: FJWilson Ltd
Suite 7 Lyndon House, c/o Fletcher Thompson, 8 King's Court, Willie Snaith Road, Newmarket. Suffolk. CB8 7SG