Have you sent your CV to the desired organization to find a good job?
Have you been called and asked for an interview?
Was it successful?
Will you manage the work responsibilities and requirements?

That question is not less interesting for the managers. That is a great dilemma. We all know that appearance is decisive, one interview is never enough.

So.... Leadership development consultancy, the Centre for High Performance Development (CHPD), found the way out. It launched a new assessment tool called Sentio™ that can predict job performance and measure talent.

Developing Sentio™ was accomplished in three years and has been tested with experts in behavioural psychology and leadership development.

According to the SourceWire, the Sentio™ feedback report consists of more than 20 pages. It represents the detailed assessment of the capabilities of the respondent. Business challenges of the new tool are:

• Selecting the right person for a job
• Identifying high potentials within an organisation for accelerated career development
• Getting objective information on which to base the selection of training programmes
• Measuring return on investment on training and development interventions
• Benchmarking management populations

Nigel Guenole, research and psychometric consultant at CHPD, explains: “Situational judgement tests, like Sentio™, have high validity for predicting leader performance, which is great, but we’ve made the product even more useful by including scenarios that are relevant to a range of industries and producing two versions of the test of equal difficulty, which enables you to assess progress of candidates twice, for example, before and after development or training interventions.”

Professor Fritz Drasgow, former president of the Society of Industrial and Organizational Psychology (SIOP) and a former chairperson of the American Psychological Association's Committee on Psychological Tests and Assessments, was involved in the development of Sentio™. He said: “Sentio™ presents candidates with highly realistic work scenarios involving critical problems faced by managers. From a list of four actions that might be taken in response to the scenario, candidates then select the actions they believe to be the most effective and least effective. Research has shown that assessing leadership in this way is a highly valid method for predicting performance.”

References?
http://www.sourcewire.com/releases/rel_display.php?relid=38840&hilite=