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Helping you make the right decision in hiring, development and succession.

Effective assessment for selection and development

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.

  • Validated online testing provides insight into an individual’s preferred methods of working, motivations and capabilities
  • Face-to-face assessment options provide greater assurance and understanding
  • Bespoke assessment programmes to meet your specific needs
  • A range of reports, including areas for development

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


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

Reports do not require training or accreditation to use.

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


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

Organisations we have worked with

A range of relevant assessment tools

We have a range of tools and methodologies – both online and face-to-face to assist you in making the right talent decisions.


Online tools

Online tools provide insight into your planned hire or potential within your existing workforce. We will work with you to determine the most appropriate tool for your needs and, if necessary, can assist in providing interpretation and participant feedback.


Behavioural preferences or “personality”

Behavioural preferences or “personality”

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.

Motivational drivers *online*


Identifies situations and events that can influence motivation at work.

Results provide an indication of the sources and amount of drive, as well as workplace factors that are likely to have an impact on individual motivation.

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

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

Mindset measurement

Mindset measurement

Looks at the make-up of an individual's mindset by highlighting the strengths and potential development areas in relation to the five core mindset categories.  Can be used to determine if an individual has a mindset conducive to your particular team, organisation or change programme.

Change mindset

Leading mindset

Solutions mindset

Collaborative mindset

Change mindset

Face-to-face 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

Role Play

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 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

In-Tray 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.

Competency Based Interview

Competency 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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