Psychological and Occupational Assessment
 The assessment and evaluation process in the Tema Institute is based on two professional paradigms:
1. Functional-behavioral assessment and evaluation (using the Behavioral Assessment Center, where the organization’s representatives are also present as observers).
2. a psychological evaluation that assesses personality (using a range of IQ and personality tests).
The psychological evaluation is held at Tema as a continuation of the Assessment Center, and offers an integrative and comprehensive picture. Often, after a functional-behavioral profile of the candidate has been obtained (based on the Assessment Center), questions arise concerning personality.
For example, during the assessment stage a candidate may be found to be creative, a natural initiator, with a unique and unconventional way of thinking, but questions have arisen concerning his or her ability to integrate into a framework, accept norms or help members of a team move forward together.
The psychological assessment can offer answers to these kinds of questions, and assess whether this creative candidate also has a stable personality, is ready to integrate into the organizational culture or team and be accepted by them, or whether aspects of personality bar the possibility of benefiting from his or her abilities in the framework of a specific position or organization.
The psychological evaluation provides an accurate quantitative assessment of:
A. IQ: general intelligence, logical analysis, ability to reach conclusions, systematic approach, concentration and ability to multi-task, ability to separate the important from the insignificant, speaking skills and more.
B. Work style: organization and order, methodicalness, diligence, output and pace of work, leading skills, operational abilities, management and administrative skills and more.
C. Aspects of personality: ability to cope with difficult or stressful situations, conformity and integration, independence versus dependency, responsibility, commitment and loyalty, maturity, stability and more.
 The final result of the assessment process is a report that integrates all collected material and offers answers to questions that arose during the assessment process regarding the candidate. It relates directly to questions from the representatives of the organization, and evaluates the candidate’s suitability for the specific position in the specific organizational culture.
The report outlines the candidate’s profile, including biographical details, intellectual abilities, way of thinking, self-expression abilities, work style, aspects of personality, interpersonal behavior, ability to function in a group, management, commercial and marketing skills, motivation for the position and motivation to contribute to and integrate into the organization.
The final Suitability Grade includes:
| A. |
Advantages and disadvantages in the workplace – the potential candidate's day-to-day functioning in the position to be filled. |
| B. |
A quantitative grade of the candidate's suitability on a scale of 1-7.
| Recommendation |
Suitability |
Grade |
| Not recommended |
Very unsuitable |
1 |
| Not recommended |
Unsuitable |
2 |
| Unlikely to succeed in position – not recommended |
Below average |
3 |
| Average chance of succeeding in position |
Average |
4 |
| Above average chances of succeeding in position – recommended with reservations |
Above average |
4-5 |
| Good chances of succeeding in position – recommended |
Suitable |
5 |
| Very good chances of succeeding in position – highly recommended |
Very suitable |
6 |
| Optimally suited to the position – very highly recommended |
Extremely suitable |
7 |
|
| C. |
An integrative summary of all the material. |
| D. |
If the recommendation is positive, the report will include guidance and suggestions for successful induction of the candidate and his integration into the organization (continuing with Tema's services for accompanying candidates in their new place of employment). |
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