

"Psychometric tests provide a valuable and complementary perspective to the exercises used at our Development Centres and in Recruitment Assessments."
Marjorie Hecq,
Associate Director and Coach at Talentee at Eurogroup Consulting France.
At Eurogroup Consulting, Marjorie Hecq is an Associate Director and coach in the Talentee team dedicated to individual support through development centre services, recruitment assessment, coaching, managerial training and support for human dynamics in work during transformations. She regularly conducts individual and team assessments and coaching during which she uses the SOSIE 2nd Generation, Watson-Glaser™ III and TD-12 psychometric tests. The following provides feedback on their use.
Talentee, Eurogroup Consulting's team - dedicated to human capital.
I work for Eurogroup Consulting, a French and 100% independent strategy and transformation consulting firm. More specifically, I work within the Talentee team, which specialises in supporting senior executives and strategic managers. We offer them assessment, coaching, managerial training, and support focusing on the human dynamics at work in the transformation of organisations.
We use our expertise in human behaviour to help our clients' challenges, whether that is for the development of their talents or for the success of their work transformations. The major transitions facing our society mean we positively value the exercise leadership, which takes the responsibility of the leader to its social, societal, and environmental dimensions, and requires new skills. As an Associate Director and coach at Talentee, I regularly carry out individual and team evaluations and coaching. I also lead seminars, as a coach, to promote awareness and the increase in autonomy of the collectives carrying out the transformations, which are intended to be models for their organization.
With my fellow evaluator-coaches, we regularly innovate, train and are supervised in the exercise of our activities.
The use of psychometric tests for all our development centres and recruitment assessments
Our clients call on Talentee for the design and implementation of assessment systems as part of the development and selection of their talent, senior managers, and future managers. Their need is to identify the potential of their managers and their ability to occupy high-stakes positions in the short and medium term, mainly in management. They are also committed to developing their skills and potential.
We carry out our evaluations with a view to development, even if we most often give an opinion on integration into a pool. In particular, we issue personalized development recommendations that will then be used as part of training courses or coaching.
We also carry out recruitment and mobility assessments to provide our clients with decision-making support on high-stake positions.
Psychometric tests provide a valuable and complementary point of view to the other exercises practiced during the assessment process (role-playing, writing and course interviews). They greatly enrich our observations and analyses, and make it possible to provide objective information on an individual’s mode of operation.
Personality inventories and critical thinking assessment tests to further our investigations
We consistently use the SOSIE 2nd Generation Personality Inventory and the Watson-Glaser™ III Critical Thinking Assessment tool in our assessments. We also use the TD-12 Dysfunctional Trend Inventory as part of high-stake recruitments.
The SOSIE 2nd Generation personality inventory allows you to investigate with the test-taker his or her main personality traits, motivations, and values. The results of the inventory correspond to his vision of things and are compared with the observations made during the scenarios. The resulting exchanges are always very rich during the debriefing of the SOSIE and make it possible to specify the person's personality drivers as well as certain potentially excessive behaviours in situations of tension.
The Watson-Glaser™ III Critical Thinking Assessment Test investigates critical thinking and cognitive processes, particularly during decision-making. It sheds interesting light on the capacities of elaboration, analysis and deduction.
The TD-12 Inventory of Dysfunctional Tendencies makes it possible to investigate behaviours that could be inappropriate, particularly in a managerial setting.
All of these tools, systematically debriefed to each of our beneficiaries, contribute to the analysis of their potential for development.
Tests very well received
The entire Talentee team measures the relevance of the use of psychometric tests in our assessment practice. The recipients of the process are generally impressed by the outcomes and analysis we provide from the interactive scenarios and our evaluation of test results.
I recommend the use of these tests in the context of development centres and recruitment assessments. They allow the test-takers to get to know themselves better, to review operating methods and to take a step back to do things differently, if it is useful. At the same time, they allow evaluators or recruiters to refine their perceptions of the individuals profile and to provide them with adjusted feedback, which informs their development.
I have been using the SOSIE 2nd Generation for 10 years as part of development centres and recruitment assessments and it has always been very useful!