RECRUITMENT RESOURCES

Temperament and Positivity Assessment

The NEURO-M Temperament Assessment reveals more critical information about behaviours and impact on others than you’re used to. Because it draws on neurobiology as the basis for behaviour, it is inherently more accurate than assessments that simply group and make assumptions about habits.

Use it to accurately predict how people will behave at work in most situations, and to better understand what frame of mind someone is in during employment, whether they speak up or not. This assessment is also extremely useful in understanding suitability for role, appetite for pressure, need for structure, quality of work, sociability and drive to achieve.  This is the most essential pre-employment assessment available.

Work Preferences, Risk Tolerance & Personal Integrity

This assessment allows candidates to express themselves and describe how they like to work across 8 different areas. This information is useful for understanding things like appetite for career growth, assertiveness, compliance and flexibility. There are some outcomes that are immediately obvious – for example, if someone being considered for a team-based role prefers to work independently, that raises a question about their likely longevity in that role.

Attitudes toward risk are also measured. In finance and dangerous goods, a low score might be ideal, but for sales and marketing a high score is more likely to be suitable. Crucially, this assessment also provides insights into honesty during the assessment itself, informing you how reliably you should treat the results AND what you can expect from the candidate during their employment. This unique assessment provides insights not as easily or reliably accessible through any other means.

Motivation

The Motivation at Work Assessment compares and quantifies intrinsic motivators as a guide to the potential for productive work and social engagement. It also measures current fulfilment, giving you invaluable insights into what the candidate wants more or less of to become most engaged and fulfilled at work.

Finally, this assessment also compares front-of-mind motivations, looking for consistency with deeper drives, so you can know what someone was hoping for when they first applied. This section also considers pay and conditions, which is useful for better understanding motives and predicting the potential for engagement.

The NEURO-M Motivation at Work Assessment is unique in concept and provides insights you would simply not have otherwise. It’s also a great companion for the NEURO-M Temperament Assessment – it seems obvious that behaviours reflect motivations, but due to common human “maladaptations” and gaps in self-awareness, actions and desired outcomes often misalign. This comparison makes those gaps and similarities immediately apparent.

Conflict Style

This assessment is recommended for candidates in roles that involve customer interaction, group creativity, team problem solving or supervision. Because upsets, stresses and differences in views triggers primal brain regions, conflict-coping is most often a reaction (and therefore follows a pattern) rather than a carefully considered response.

The NEURO-M conflict style assessment provides useful insights into how people typically approach interpersonal differences. There is no perfect response to every situation. Speaking plainly and openly helps clarity but can also intimidate. Giving in can keep the peace but risks feelings of being ignored or treated poorly. Negotiating can be useful for each person to get what matters most to them – but only if both really achieve that. Collaborating seems ideal but requires skill, is very time consuming and often impractical.

Clearly, although there are boundaries of usefulness, there is no singularly perfect chart. The ideal chart is usually one that fits a preferred culture and the specific requirements of the role. Knowing this information can help to avoid and minimise problems from the start.

Leadership Resilience

When the pressure is on, the team looks to its leaders for emotional and rational guidance, energy and support. For leaders, how they respond to the biggest setbacks and challenges can create their reputation and define the amount of respect and support they receive. For organisations and groups, a leader’s capacity to step up is essential.

The NEURO-M Leadership Resilience Assessment directly addresses the ways of thinking and acting under pressure that are most likely to contribute to resilience in a leadership or independent, performance-oriented role. It doesn’t judge intentions – rather, it simply considers what actually happens. It also breaks that down into categories – for example, tenacity, rationality, and engaging others. For some roles you’ll want high levels of collaboration at these times, where in other roles you’ll need the person to problem solve alone.

When considering candidates for a leadership or autonomous high-performance role, these are essential insights.