Differentiating Among Potential Candidates

Businesses make essential personnel changes on a frequent basis. Basing those decisions upon valid and reliable data increases the likelihood of making sound choices rather than costly errors in

• recruitment
• making promotions
• merging departments
• making cutbacks
• any significant staffing changes within the corporation

GPS Psychologists have extensive training and experience in administration and analysis of standardized personality and vocational tests, which are objective and valid measurements of behavioural traits, intelligence, and personal characteristics in addition to measurements of skills and ability. We provide the means to differentiate among seemingly equally qualified candidates who have applied for a position or promotion.

Evaluation of the Corporate Environment

GPS Psychologists are frequently requested to analyse workplace environments to determine what is working well and what could be improved, or to examine specific problem areas with a view to resolving difficult issues. Working with executives and managers, our psychologists develop an individually tailored approach that may include such elements as individual interviews with personnel from all levels; the administration of standardized tests in select cases; and observation and evaluation of functioning and interpersonal relationships.

Formulation of Effective Corporate Policy

When corporate goals are not being satisfactorily met, GPS psychologists examine the mesh between corporate needs and goals, and existing attitudes and actions of both management and workers. Our psychologists appraise the discrepancies between corporate policy and personnel behaviours, and formulate recommendations to provide a sound basis for implementing those changes necessary to achieve goals.

Evaluation of Employee Performance (360-Degree Assessments)

Employee feedback has traditionally been only from supervisor to employee. Assessment approaches utilizing multiple rating sources provide more accurate, reliable, and credible information, however, and frequently a full circle of sources is called upon for appraisal. Rating sources can be a combination of supervisors, co-workers, subordinates, clients, and one's self, depending upon the reason for the assessment.