Get an overview of the theory and our view on psychometric assessments.
Learn about the assessment tools we use.
Find out more about our psychometric assessments and strategic approach.
Read case studies about the real-world effect of psychometric assessments.
Most leaders will have seen a person that performed well at interview who didn't perform well in the job. The consequences range from an organisation becoming front page news (for all the wrong reasons) to negotiating a performance improvement plan. There is a financial cost from lost productivity of the person and their team, but also the leadership time needed to address issues. And the more senior the role, the greater the cost of getting it wrong.
Psychometric assessments reduce risk by increasing certainty.
Psychometric assessments are an objective measurement of skills and attributes that directly relate to job performance such as a person's:
Such assessments provide insight into how a person is likely to function in a particular role and environment.
Psychometrics are also used for cost-effective professional development. By identifying key areas for growth, developmental activities can be tailored to individual needs. This avoids spending time and money on already well-developed skills. By tracking progress over time, psychometric data helps organisations measure the effectiveness of their development initiatives. Why waste money on development programs if there aren't delivering results?
Want effective, targeted development? Use psychometrics.
Further information on psychometrics for development is available in the leadership, teams and graduate sections.
Assessments are a useful tool for selection decision-making. But like any tool, they need to be used correctly to be safe and effective. You wouldn't use a saw to hammer in a nail.
We follow these key principles to safeguard clients and applicants:
Want to find out more about commonly used psychometrics for different roles and abilities? Click or tap each assessment to discover more.
Many psychometrics are available but not all are appropriate for selection. Some are best suited to professional development.
Collectively, Kaya staff are accredited in over 20 assessments.
Firstly, we guide clients in choosing the most suitable and cost-effective assessment/s for the essential competencies of a role. An assessment that doesn't provide the necessary answers is a waste of time and money.
Also, the validated assessments needed for selection are not available to the general public. Every assessment requires certification in order to administer tests and access reports. In some countries, such as South Africa, psychometrics can only be used by registered and accredited practitioners.
Most importantly, we translate assessment results into real-world impacts, so that clients understand how well an applicant meets the requirements of a role. Because it is possible to have too much of a good thing.