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Leadership Assessments

“It is now possible to comprehensively assess and predict the likely success level of individuals and leadership teams”

Leadership Assessments

Leadership Talent’s methods continuously enhance the quality and quantity of information available for selection, and leadership development decisions.

Our methods include a combination of psychometric tools, and observation and interaction methodologies that are designed to allow measurement against precise business objectives and job requirements. Our ability to assess the capabilities of instinct and intuition exhibited by our candidates allows us to more accurately predict behaviour and performance.

Good Practice

In general, the Leadership Talent Assessments team take the following steps for ensuring good practice in psychometric test usage:

  • Clarifying the reasons and objectives for the assessment.
  • Clearly identifying the job requirements for the roles relevant to assessment (minimum requirements, competencies and proficiencies).
  • Selecting the most suitable test for the purpose and audience, as well as the requirements of the role.
  • Ensuring that test administrators are qualified.
  • Briefing all those involved beforehand and obtaining consent from the test subjects.
  • Ensuring all participants know exactly how the test will be used and who will see the results.
  • Following the administrative protocol for each test to ensure fairness.
  • Ensuring timeous feedback to relevant stakeholders by qualified feedback givers
  • Ensuring that confidentiality is maintained at all times.

Legislation and guidelines

Leadership Talent is guided by the following legislation and guidelines when providing an assessment service: The Health Professions Act, Act 56 of 1974; Ethical Rules of Conduct for Practitioners Registered under The Health Professions Act,1974; The Professional Board for Psychology: The Health Professions Council of South Africa; Policy on the Classification of Psychometric Measuring Devices, Instruments, Methods and Techniques; The Employment Equity Act, 1998; Employment Equity Amendment Act (Act No. 47 of 2013); Basic Conditions of Employment Act 75 of 1997; Basic Conditions of Employment Amendment Act 11 of 2002; Electronic Communications Security (Pty) Ltd Act 68 of 2002; Skills Development Amendment Act 37 of 2008; Promotion of Access to; Information Act (Act No 2. of 2000), and Protection of Personal; Information Act (Act No. 4 of 2013); 5th Edition of the Guidelines for best practice in the use of the Assessment Centre Method in South Africa