Recruitment and selection
Hiring decisions
A second, comparable source of evidence alongside interview. Most useful for senior or business-critical roles, where interview performance and job performance diverge most.
Assessments
The right instrument for the decision in front of you
Assessment earns its place when a decision is expensive to get wrong and hard to reverse. We have access to more than 120 validated assessment tools, and the useful skill is choosing the right one for the decision rather than applying one instrument to everything.
What this includes
- More than 120 validated assessment tools
- Assessment for recruitment and selection
- Readiness assessment for promotion and succession
- 360-degree feedback, team profiling and debriefs
One portfolio, many instruments
Different questions need different instruments. We have access to more than 120 validated assessment tools across every major category, and choose the one that fits the decision in front of you.
120+
validated assessment tools
Psychometric
Standardised, validated measures of how a person thinks and works.
Personality & behavioural
Working style, motivation and how someone shows up day to day.
Cognitive & capability
Reasoning and problem-solving power relevant to the role.
Leadership
Leadership strengths, potential and derailment risk under pressure.
360-degree feedback
A rounded view from those who work above, around and below.
Team
How a team is composed, where it is balanced and where it is not.
Instruments you may recognise
Among the 120+ validated assessment tools we work with are some of the most widely recognised names in the field. Which one we recommend always depends on the decision in front of you.
- Hogan AssessmentsPersonality, values and derailment risk under pressure
- Saville AssessmentWork-based aptitude, motivation and behavioural style
- Myers-Briggs (MBTI)Type, communication and team dynamics
When clients use assessment
The situation drives the instrument. These are the decisions assessment most often supports here.
Promotion and succession
Internal moves and pipeline
Readiness measured against the requirement of the role rather than against other candidates. Gives succession planning something firmer than tenure and impression.
Leadership and individual development
Development planning
A baseline before a programme and a structure for the development conversation afterwards. Feeds directly into coaching and development planning.
Team development and talent identification
Groups and populations
Understanding how a team is composed and where it is unbalanced, or identifying potential across a wider population before deciding where to invest.
The tools we use
Different tools answer different questions. One tells you how a person behaves under pressure. Another describes how they like to work. Another measures how well they solve problems. We pick the tool that fits the question you are asking, and one tool cannot answer all three.
How we work
A trained practitioner always explains the results in a conversation, with you and with the person who was assessed. Results that sit in a report nobody discusses change nothing.
And if assessment is not the right way to answer your question, we will tell you. Sometimes you just need a proper conversation with the person, not a questionnaire about them.
Work we have done in Vietnam
An international agri-commodities group, Asia Pacific
A leadership team that worked in defined, handover-based functions wanted to understand how differences in working style were affecting collaboration.
A two-day MBTI workshop, Valuing Differences and Improving Team Collaboration, facilitated for the Vietnam leadership group, followed by a written summary of observations for the regional HR lead.
Participants rated the workshop 9.26 out of 10 overall. Every respondent agreed or strongly agreed that they were satisfied with the workshop, that the objectives were clear and that the facilitators were knowledgeable and well prepared; 92% strongly agreed the facilitator had excellent presentation and facilitation skills.
Common questions
When is assessment worth using in a hiring decision?
Assessment earns its place when a decision is expensive to get wrong and hard to reverse. In recruitment it provides a second, comparable source of evidence alongside the interview, and it is most useful for senior or business-critical roles, where interview performance and job performance diverge the most.
Which assessment tools does LHH Vietnam use?
LHH Vietnam holds access to more than 120 validated assessment tools across every major category: psychometric, personality and behavioural, cognitive, leadership, 360-degree feedback and team instruments. These include widely recognised names such as Hogan Assessments, Saville Assessment and Myers-Briggs (MBTI). The instrument is chosen for the decision, not applied uniformly.
Do employees see their own assessment results?
Yes. Results are always interpreted by an experienced practitioner and delivered as a conversation, including with the person assessed, because assessment nobody sees the results of changes nothing. And where assessment is the wrong tool for your question, LHH Vietnam will say so; sometimes a structured conversation is what is needed.
Tell us the situation, not the service
Describe what you are dealing with. If we can help, we will explain how.