Psychological and Vocational Assessment

We offer a Career Development testing service for individuals and organisations.

For individuals we offer Vocational Assessments that consist of an in-depth 3-hour interview and assessment covering personality, work rewards and work interests. This is followed up with an extensive report and 1-hour face-to-face debrief on the recommendations.

Step 1: An in-depth counselling session, where career history, achievements, set-backs and challenges are discussed along with aspirations, pre-occupations and plans. This session takes a whole-of-life approach as many career issues cannot be addressed in isolation from other parts of your life. Career is personal, and our service is personalised to your situation.

Step 2: Formal career assessment. After the interview you will be asked to complete a range of career development instruments that combine to build a profile covering personality, work rewards, interests, opportunity awareness, approaches towards change and uncertainty and career thinking style. This process is generally completed immediately after the counselling session.

 

Step 3: Personalised report. The information collected in Steps 1 and 2 is skillfully combined into a personalised in-depth report that is generally around 10 pages or more in length. Note this report is written personally by career development professionals, it is not a computer generated report. This guarantees that the report is truly focussed entirely on you and fully takes into account your individuality and your individual circumstances and needs. No two reports are ever the same.

 

Step 4: Feedback coaching session. Approximately 1 week to ten days after Steps 1 and 2, we invite you to come back to our Warriewood office for a feedback session where the report is presented to you. We work through the report with you and discuss any issues or ideas that emerge from the report.

For Organisations we offer testing of staff, climate surveys, organisational diagnostics, outplacement, career transition, and selection testing.

Where required our appropriately qualified psychologists can administer and interpret a range of different instruments to suit client needs. Please contact us for further details of this service through info@brightandassociates.com.au, or as outlined on the contact page.

 

 

We provide assessment used by multinational organisations in developing and performance managing their staff as well as outplacement, career development and coaching based assessments.

 

We also have extensive experience in test development and organisational climate work, here are some examples:

Predicting turnover in call centres.
We tested all of the staff in a leading call centre across a range of personality and aptitude measures. We integrated these with staff performance measures to generate a key competency matrix for the client. Further we followed up six months later and demonstrated how the original psychometric measures predicted turnover at over 90% accuracy.

Development of the Complexity Perception Index and the Luck Readines Index. See under tests on the menu.

Development of a Financial Risk Tolerance Scale.
We have provided psychometric, test development and usability expertise in developing the most extensive web-based Financial Risk Tolerance Scale in Australia. The test has extensive norms (over 5000 people). This work has been reported extensively in the Australian Financial Review, Choice, Personal Investor and Money Management. Jim Bright has been described as having more hands-on knowledge of financial risk tolerance scales than anybody in Australia.

Validation of a leading selection test.
This project involved developing a test validation methodology for a recruitment company using a newly developed computerised personality-based selection instrument. The task was to develop a set of procedures to measure the reliability and validity of the instrument and the usability of the computer system that could be used by the company’s staff on an ongoing basis to maintain the quality of the processes they are using. We developed a design that we tested on the company’s clients. We were able to highlight a series of improvements in the computer presentation of the scale, which added-value to the client.

Evaluation of a CD-ROM-based Hazard perception test.
We tested the CD-ROM with a group of provisional license holders. The CD-ROM proved successful in raising their awareness of traffic hazards.

Evaluation of the use of simulators in truck driver licensing.
We conducted a series of competency-based driving tests using the simulator and compared the driver's performance with their on-road performance. In addition we collected feedback from the candidates on the use of simulators in assessment.

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