Psychological assessment may be used later in a recruitment project to provide additional information and differentiate between candidates already short-listed by other means.
Due to cost and time, a thorough individual assessment process is usually implemented as a final hurdle when the candidate pool has been narrowed down to the top candidates.
Many organisations assess at least two individuals for comparison purposes. Assessing at least two candidates can provide a back-up in case the preferred candidate declines the job offer.
Comparing shortlisted candidates with one another also assists you and your client to assess each candidate’s relative fit with the job and culture and determine their relative potential for growth in the organisation.