The majority of employers will still determine whether to interview a candidate from their experience and skill set relative to the requirements of the position they are recruiting for.

This being said employers are increasingly using psychometric testing as another method of trying to establish a candidates behaviour in the variety of circumstances they anticipate the individual being faced with in the job.

Where skill sets and experiences are similar a positive test can often tip the balance in favour of one individual over another.

Robinson Toms Recruitment are now able to provide candidates with the means to identify your own strengths and weaknesses prior to interview to enable you be aware of and manage these areas to your advantage.

• Your internal and external profiles, ie your true motivations and your perception of the type of behaviour you should project


• A summary of the above and your shift pattern ie how you modify your character to suit requirements.


• Also provided are your strengths and weaknesses , your level of stress and how you simulate behaviour types to suit current conditions.


• Lastly is a detailed 2 page report on decision making, communication style, motivation, management style and the style of management you respond best to