As Polyglot has grown as an organisation, we have had the opportunity to meet with a large number of individuals, from job incumbents to job seekers to candidates for promotion, and in doing so we have always placed emphasis on the assessment of both cognitive abilities and personality traits. It is widely accepted that interviews are not sufficient predictors of good work performance, and as such, so that we may source the most suitable individual for a particular role, we choose to undertake varying degrees of psychometric testing to supplement more standard recruitment methodology. Importantly, psychometric testing is arguably one of the most valid methods of appraising person-organisation fit, an abstract concept that cannot be ascertained by evaluating skills and experience alone.

Psychometric testing may be performed as part of our complete recruitment service, or singularly for clients who are dealing with internal restructure and promotion, and hence need not source new candidates. In the latter case, we can deliver results linked to incumbents' potential and motivation that are objective and unbiased, results that companies dealing with their own staff often find difficult to achieve. 

Whilst the validity of personality testing is sometimes questioned, our tools have been deemed to be highly reliable, with each appraisal being tailored to the specific situation and position.

In our psychological appraisal,  we assess, in parallel with the educational and professional background of a candidate, other highly predictive aspects for career success, such as abilities, interests, personality, and motivational driving forces to determine their cultural and behavioural fit to your organisation.