WorkPlace Big Five Profile™
Provides insight into behavioural preferences that may influence how a candidate approaches work, communicates, solves problems and responds to different workplace demands.
Find out more →Pre-Hire & Selection in Singapore
Make better informed
hiring decisions
Strengthen your selection process with job-relevant psychometric insights, structured interviews and informed judgement. Understand candidates beyond their resumes while keeping role requirements, fairness and business needs at the centre of your decision.
The challenge
Hiring decisions are difficult when evidence is incomplete
Resumes and interviews provide valuable information, but they do not always reveal how a candidate may approach work, respond to pressure, collaborate with others or adapt to the demands of a role.
Unstructured interviews can also produce inconsistent decisions, particularly when different interviewers focus on different criteria or rely heavily on first impressions.
A carefully selected psychometric assessment can provide an additional, standardised source of information. Used alongside structured interviews, experience, qualifications and other job-relevant evidence, it can help organisations ask better questions and make more effective hiring decisions.
Assessments and capability-building solutions
Match the right person to the right role using validated tools within a structured, job-relevant selection process.
What better hiring looks likein Practice
A structured selection process gives decision-makers clearer and more consistent evidence to select the best candidate for the job.
01
Strengthen decision quality
Add job-relevant behavioural insight to the information gathered from resumes, interviews, work samples and references.
02
Improve consistency and fairness
Use common criteria and structured evidence to help interviewers assess candidates more consistently and focus on factors relevant to the role.
03
Conduct more focused interviews
Use assessment insights to identify areas for further clarification rather than relying on generic questions or first impressions.
04
Support onboarding and development
Relevant insights can be used for onboarding conversations, manager support and early development priorities after appointment.
A four-step methodology, applied to your hiring stack
Step 01 · Define
Clarify what success in the role requires
Identify the capabilities, behavioural requirements and working conditions relevant to effective performance in the role. This creates a more meaningful basis for deciding what evidence to collect.
Step 02 · Select
Choose tools suited to the purpose
Consider the role, organisational context and decisions the tool is intended to support. Not every tool is appropriate for hiring and selection.
Step 03 · Integrate
Position the tool appropriately
Determine when the psychometric assessment should be completed, how results will be used at the interview and what weight they should carry alongside other selection evidence.
Step 04 · Equip
Prepare hiring managers to interpret results responsibly
Help recruiters and hiring managers understand what the assessment does and does not measure, ask relevant follow-up questions and avoid making decisions based on a single score or profile.
Build a selection process you can trust
Talk to our consultants about your roles, current selection process and organisational needs. We will help you determine whether a psychometric tool would add value and how it can be used responsibly alongside your existing hiring practices.
WeiXi facilitated the workshop very well enabling me to interpret the scores of the team psychological safety easily and sharing the facilitation techniques to create that psychological safe space, based on the team results.
Angeline Tan
great program - trainer was engaging and helped bridge theory to application. Overall focus on participants use case over clearing content made sure the experience was relatable. Program also provided a strong platform for networking among peers.
Brenan Koh
Clear agenda and outcome shared. Facilitator took the participants through an engaging workshop to cover stated content and hands-on practice to achieve outcome.
Liza Chang
Weixi is very experienced and shared many examples that help participants less experienced in this field (like myself) to understand the profiling report and use. Thank you to Siew Chin for all her support as well.
Christopher Tan
There were a diversity of people in the room. People were comfortable to add to the discussions. It made it quite interesting. WeixI could easily relate to discussion due to his experiences and many connections with the larger companies and institution's. (RED)
Demetra Xydas
Very useful tool for creating awareness in the workplace
Margaret Yuan
Instructor is very positive and shares good knowledge throughout the class
Goh Guan Hui
I had perhaps the best classroom training ever! Even though my class
only had 3 learners (some more all dudes), Weixi could adjust his
teaching style to be more personalised and engaging to get us four
guys talking non-stop, constructively. We had so much fun learning
from each other and about Psych Safety, despite being the smallest
class size ever (in my life)
Siew Chin was amazing in ensuring our admin work get all sorted out.
Jerviel Lim
Thank you for delivering the workshop for me. Love your energy and the learning is even more value to me.
Kitima Hongsirikarn
Enjoyed the course. Wei Xi did a fantastic job facilitating the session. Thanks for such an insightful, engaging and fun session!