Psychometric Assessment (DISC, Driving Forces, Skills & Acumen)


In this new knowledge economy so many of our organisations are reliant on their people to make the difference – to win that new client, to deliver that exceptional project, to prove why their organisation was chosen over a competitor. If we recruit the right people, support and development them well within a rewarding environment, everyone can achieve their own definitions of success. Notice what came first – recruiting and selecting the RIGHT PEOPLE! Can you afford to get it wrong?

This assessment can be used for senior recruitment and/or development purposes of internal staff. It combines 4 sciences to provide a comprehensive overview of Behaviours (DISC) and Motivators (Driving Forces), Competencies (DNA) and Perception (Acumen). It can also be used for development purposes – when a manager has identified a high potential employee and is seeking to maximise their development towards progression in the organisation. Click here to see a sample report.

One hour of Senior HR Consultant debriefing time will be provided to ensure you get the maximum benefit from this report.

SKU: 03 Category:



Measured in four dimensions (Dominance, Influence, Steadiness and Compliance), DISC measures a person’s action preferences, revealing how an individual will behave.

Driving Forces

Discover what motivates and engages a person by examining six unique continuum: knowledge, utility, surroundings, others, power, and methodologies.

Soft Skills

Examine 25 unique personal skills that identify which skills have been most well developed, providing a prediction of his or her strengths and weaknesses in the future.

Acumen Capacity Index

Everyone’s brain has a unique thought process or model through which we filter and assess our views of the world. These patterns of thought determine our acumen: our ability to make good judgments (related to, but different from, business acumen). Understanding our acumen allows us to understand our natural talents and overall potential.




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