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The role of Psychometric Assessment at the Boardroom Table

Posted on: 22 August 2011 at 07:18 SAST

± minute read

It is a well-known fact that organisations need people to make them work (Kets de Vries, 2001) and that getting the right people on board – and keeping them- significantly impacts on the sustainability and competitive advantage of any business. The results of Psychometric Assessments are used widely in organisations to select individuals or provide information on how to develop them. We believe that the systematic implementation of an assessment policy across the organisation, as well as an integrated and strategic approach in terms of the use of these results will provide the best return on your company’s investment. Contrary to popular belief, a high quality, effective and appropriate assessment process is a strategic cost-saving mechanism since its utilisation can:

  • Improve the fit factor of the employee to the organisation and the position
  • Minimise promotional and general employment risk
  • Increase retention
  • Add focus to skills development initiatives
  • Contribute to the overall effectiveness of individuals and teams

At JvRC, we strive to be a trusted advisor to our clients. This has often placed us in the privileged, but high-risk, position of being much more than the assessment expert where leadership assessment is concerned. Our philosophy of assessing  the entire person in context provides a full psychological profile of the individual which becomes very useful when tough decisions regarding people need to be made. The diagram below provides an overview of the typical process and outputs that many of our clients trust us to deliver on.


Should you have any queries, or would like to engage with us in this regard, please do not hesitate to contact Renate at renate@jvrafrica.co.za

For more information, please contact us on +27(0) 11 781 3705/6/7 or send an email to

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