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Identify Potential For Today and Tomorrow

Gain insights to identify & groom potential leaders of tomorrow; and while recruiting people for the right fit

One Survey – simple and quick –
many possible reports …

Gain insights to identify & groom potential leaders of tomorrow; and while recruiting people for the right fit

One Survey – simple and quick –
many possible reports …

Insights about Your Current Employees:
  • Measure & Map how they are placed in Relating to others and in pursuing their Goals and tasks
  • Agility to effectively interact with different profiles of people
  • Delve into their proficiency in each of the 5 dimensions under Relational & Achievement Drives
  • Develop them to better perform in their present and prepare them for their future roles
Insightful adjunct while recruiting to:
  • Probe & Assess the candidate during the selection process
  • Assess the component skills of the role, especially Sales Professional Role and a Managerial role – and several other roles
  • Benchmark against standard competencies for a role such as Call Centre, Sales and more
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About ReachAthena Compass
Developing Leadership is the tangible purpose at Athena Compass Consulting. Through Executive Coaching, Skills Training & Business Consulting, we pursue developing leadership at individual, interpersonal and organizational levels.
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PLEASE NOTE: INTENDED USE VS MISUSE.

 

Adding value to recruitment and selection using both Scientific and Interpretive approaches is common practice and is a great use of psychometrics. However, the information provided in either approach should not be how decisions are made, interpreting a report as the decision-making tool would be considered misuse of the tool. There are many reasons why psychometric instruments should not be used as a decision-making tool.

Firstly, it describes a person’s most common natural style, it doesn’t mean they can’t or wouldn’t be able to perform well. Additionally, there are many aspects of a person beyond personality that are equally or more important.

For example, if your organization communicates in a particular language, and the candidate doesn’t speak or read that language, their natural style will be of very low importance compared to the language barrier. This is a simple example, however, there are always many other factors to consider than just personal style so these tools should always be used only as an additional piece of information.

Proper use of any psychometric tool is to provide the recruiter/interviewer with prompts to begin more explorative and purposeful interviewing to help make a more informed hiring decision – not to ‘make’ a decision.

Important Note: The information contained in REACH reports describes certain behavioral preferences and tendencies derived from the participants’ self-reporting. While such patterns of behavior tend to be consistent over time, these can change based on circumstances beyond the scope of what has been measured by this survey. Therefore, this information does not represent a comprehensive measure of psychological traits, nor does it claim to represent a prediction of future behavior. No part of this information is intended to convey a psychological, medical, or psychiatric evaluation, and in no way is this information intended to convey an evaluation of employability. This information is intended to provide insight that is useful in coaching, team-building, and other aspects of professional development and training. No employment decision should be made based, in whole or in part, on the results contained herein, and no indication of suitability for employment should be inferred or implied based on the REACH Survey.