Testing & assessment

Our clients invariably have their own preferences with respect to suppliers of external assessments who employ a variety of different methods. These range from straightforward psychometric tests through to in-depth telephone interviews with psychologists and handwriting analysis.

It is Curtis Murray’s belief that testing should be conducted against a well-defined ‘role-template’, designed in advance, from across a wide spectrum of identical roles and throughout a broad sample of similar organisations. The selected candidates are thus assessed for suitability against an actual role rather than against predetermined personality criteria – criteria which may or may not have any direct relevance to the position for which they are being considered.

We believe that a combination of testing and our own intrinsic assessment of candidates ensure that our clients receive a balanced recommendation for a Short-List