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Accurately determine job fit and potential

Reduce the risk of a poor people decision

Our portfolio of assessment tools and methodologies is designed to help you better understand the potential and capability of potential new recruits, your existing employees and your potential future leaders.

  • Assessment for selection, development and agility using leading edge digital approaches
  • Insight into preferred methods of working, motivation and capability for individuals, teams and organisations
  • Flexible range of assessment options provide greater assurance and understanding
  • Bespoke assessment programmes to meet your specific needs

Our innovative new performance framework

t.Frame is our simple yet powerful framework that allows you to easily understand the behavioural potential and capabilities of your talent.

Agility circle


t.frame logo

Based on today’s new world of work and the need to thrive in dynamic landscapes, we’ve defined our own unique agility model which sits at the very heart of the framework, representing the pace at which assessed potential may be unlocked.

Assessing for individual agility made easy

Agility shapes our approach and determines our success in the business world. Morgan Philip’s agility model measures individual insight, personal performance and growth, and provides evidence of a person’s potential to perform successfully.

Our definition of agility:

The ability to work with insight, flexibility and confidence in response to challenging and changing circumstances.

Agility can be separated into two components:

Inner agility

Inner Agility

How we perceive/think about the business world.

Outer agility

Outer Agility

How we behave in response to that thinking.

Our evidence based range of products

t.insights logo

Online psychometric assessment to select and develop potential

t.assure logo

Comprehensive face to face and virtual assessments to provide greater insight about talent potential.

Commonly asked questions we help you answer

"How do I know what good like looks like?"

"Do I have the right people to help me achieve my organisational goals?"

"How do I get the hire right the first time?"

Our world first psychometric platform

A digital-multi language, online psychometric platform for psychometric assessment and candidate management.

A flexible, cost-effective approach to assessment

We recognise that you will need different levels of insight and assurance depending on the relative importance you attach to your specific recruitment or development project.

Online Assessment

Online
assessment

Quick, efficient and validated online tests to provide fundamental insight into capability.

Reports do not require training or accreditation to use.

Remote assessment

Remote
assessment

Designed to complement online testing, a remote assessor will interact with individuals (via video or phone) to provide more objective behavioural information.

Face-to-face assessment

Face-to-face
assessment

Using assessment or development centres to provide the highest level of predictive validity

Organisations we have worked with

A range of online assessment tools

Behavioural preferences or “personality”

Behavioural preferences or “personality”
*online*

Insight into how an individual’s style and preferences can influence performance at work.

This includes interpersonal style, thinking style, work approach, leadership orientation and emotional style.

Situational judgement *online*

Situational
judgement
*online*

Measures core capabilities such as customer service, team orientation, decision making and problem solving.

Individuals access an ‘inbox’ which contains a range of document and information from which they must make decisions on a wide range of issues.

Cognative ability

Cognative ability
*online*

These tools measure mental ability such as learned skills or knowledge.

Areas include:

Abstract reasoning
The ability to reason with abstract information, work through problems and think laterally under pressure.

Numerical reasoning
Measures an individual’s understanding rather than pure computation skills.

Verbal reasoning
The ability to understand and evaluate the logic of various kinds of arguments

Motivational drivers *online*

Agility
measurement

Measure how quickly potential is reached in a new role

A range of face-to-face assessment tools

The most robust assessment processes include behavioural exercises. Delivered face-to-face, often in the form of an assessment or development centre, these tools allow participants to demonstrate strengths and abilities in ‘real life’ scenarios.

 

Management Role Play

People
Interaction

Participants conduct a one-to-one meeting with a team member or colleague to get a better understanding of key issues, draw conclusions, make decisions and coach the individual towards a better outcome. The topics vary but can include discussing business change, a project update or performance issues.

Analysis & Presentation Exercise*

Analysis &
Presentation Exercise

Participants develop a strategic plan for a fictitious organisation and present to an Assessor. The viability of the plan to achieve specific exercise objectives is assessed together with participant performance dealing with probing questions regarding proposal details and decisions taken.

Group Exercise

Group
Exercise

Group exercises typically require 4-6 participants who address several key exercise challenges. Participants may handle issues associates with financial performance, employee performance, market competition, budget allocation, product manufacturing and the implications of strategy on the direction of the organisation.

In-Tray Exercise

Decision Making Exercise

Simulating information presented in the form of emails, memos, letters, invitations and reports, participants review the information and plan how time will be spent responding to issues of varying priority. Participants must also collect relevant facts relating to a decision, generate alternative options and justify a final decision.

Behaviour Based Interview

Behaviour Based Interview

A structured interview focusing on examples of previous workplace experience, capability and skill. Participants are asked a series of questions that relate directly to professional experiences and outline actions taken, the subsequent results and outcome.

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