Why Use Selection Assessments
Incorporating selection assessments into your recruitment process provides a long-term advantage by uncovering important information about candidates before hiring decisions are made. In New Zealand, organisations use psychometric assessments to reduce hiring risks and avoid costly mis-hires.
What Our Assessments Measure
Psychometric testing and candidate debriefing can highlight traits and capabilities that don’t show in CVs or interviews. Our assessments explore personality traits, cognitive abilities, motivation, behavioural style, teamwork, and leadership potential. They also provide insight into suitability for critical or high-risk roles, promotability, and management qualities.
Our Approach
Eagar People adds validation to your recruitment process with detailed assessments of each candidate — whether you are evaluating a preferred hire or comparing a shortlist. As organisational psychologists and selection assessment experts, we use experience and a range of robust tools, including Hogan, to help you identify the best applicants with confidence.
Our favourite recruitment & assessment tools
Based on the role, behavioural attributes and capabilities you are hiring for, we recommend the most suitable psychometric assessment batteries for each job. We also help interpret the findings and integrate them into your wider recruitment process.
Here are some of our favourite, well-validated assessment tools:
Hogan Assessments
We are accredited and highly experienced in using Hogan Assessments, one of the most widely recognised and robust sets of personality tools globally. The three key instruments are:
-
Hogan Personality Inventory (HPI) – day to day personality and style
-
Hogan Development Survey (HDS) – also known as “the Dark Side”
-
Motives, Values and Preferences Inventory (MVPI) – what motivates a person and the culture they are likely to promote
Hogan tools are valued because their results are accurate, practical and resonate strongly with candidates. Participants often make comments such as, “that description is spot-on – it really reflects how people would describe me.”
👉 Learn more about our Hogan Assessments
NEO Personality Inventory (NEO-PI-R)
The NEO-PI-R is a robust, well-validated personality assessment that has been widely used in high-risk and safety-critical workplaces for many years. It measures the “Big Five” personality factors and provides deep insights into areas such as:
-
Suitability for demanding or high-risk roles
-
Potential risk factors in workplace behaviour
-
Long-term fit and development opportunities
This tool is valued for the depth and reliability of its insights, supporting selection decisions where resilience, reliability, and interpersonal effectiveness are crucial.
Saville Assessments
We are accredited and experienced users of the Saville suite, including:
-
Saville Wave – one of the most valid predictors of workplace competencies
-
Saville Focus
- Saville Swift Analysis
These tools provide clear, evidence-based insight into the capabilities, styles and potential of candidates for roles.
👉 Learn more about Saville Assessments
Based on the role, the behavioural attributes and capabilities you are hiring for, we will help you to decide on suitable assessment batteries for each job. We will also help you to interpret the psychometric assessment findings and make the best use of the assessment information within your wider recruitment process. However, to give you a taster of some of the tools we use, here are a couple of our favourite assessments.
Our process
When you engage Eagar People to deliver selection assessments, we follow a structured process that ensures fairness, accuracy, and value for both the hiring organisation and the candidate.
Here’s how it works:
-
We begin by discussing the role with you and identifying the attributes and capabilities most important for success.
-
Based on this, we recommend a tailored assessment battery and confirm the timing.
-
Once we have candidate details, we arrange the assessments directly with them.
-
Every candidate who completes testing receives comprehensive feedback from us — typically a verbal debrief, and in some cases written feedback as well.
-
We compile a clear selection report for management and either deliver this in person or send it through for the hiring manager’s debrief.
-
Finally, we meet with the hiring manager and/or selection panel to provide a verbal debrief of the candidate’s assessment results, ensuring the findings are applied effectively in decision-making.