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LHH Vietnam

Assessments

The instrument follows the decision, not the other way round

Most assessment conversations start with a tool somebody has heard of. That is the wrong end. What matters is the decision you are making, because a personality questionnaire that is excellent for a coaching conversation is the wrong instrument for a shortlist, and using it there is how organisations end up defending a hiring decision they cannot evidence.

Tell us the decision you are making

How we work

  • Six instrument families, chosen for the decision rather than the brand
  • Certified practitioners, with debriefs rather than reports emailed out
  • Delivered in Vietnamese or English
  • No obligation to run a programme with us afterwards

Start with the decision

  • Selection and hiring

    You are choosing between candidates and need something defensible. Ability and structured behavioural measures, not type indicators.

  • Promotion and succession

    You are deciding who is ready for a bigger job. Here the risk is not who looks strongest today, it is who comes apart under pressure later.

  • Development and coaching

    The person already has the role. The instrument exists to start an honest conversation, so depth matters more than speed.

  • Team effectiveness

    The individuals are capable and the group is not. You want shared language, not individual verdicts.

The instruments we use most

Six families rather than a catalogue of report variants. Which report inside a family is right is a conversation, not a choice you should have to make from a list.

Hogan Assessments

Hogan Assessments

The leadership standard. Predicts how a person is seen by others, not how they see themselves.

What it measures

Personality as it shows up at work, the values and motives underneath it, and the derailers that appear under pressure. Reports run from a six-dimension leadership view through to raw scale data for a certified practitioner.

When we reach for it

When the decision is senior and the cost of getting it wrong is high. Hogan is the one instrument in common use that was built to predict derailment rather than describe strengths, which makes it the right tool for succession, for a first executive appointment, and for the coaching conversation nobody has been willing to have.

Time to complete
30 to 60 minutes
Reports available
10
Used for
Selection and hiring · Promotion and succession · Development and coaching

Saville Wave and Aptitude

Saville Assessment

Behaviour and cognitive ability in one family, which is what makes it work for volume hiring.

What it measures

Wave measures behavioural style across up to 108 facets, with performance prediction and culture fit. The aptitude tests measure verbal, numerical, diagrammatic and abstract reasoning, including an executive-level version with strategic content.

When we reach for it

When you are assessing more than a handful of people and need something defensible and fast. Focus Styles runs in about fifteen minutes and Professional Styles in about thirty five, so a shortlist can be screened without becoming a project. It is also the family we use when a role genuinely requires reasoning ability rather than only fit.

Time to complete
15 to 40 minutes
Reports available
17
Used for
Selection and hiring · Promotion and succession · Development and coaching

MBTI and the Myers-Briggs suite

The Myers-Briggs Company

The shared language. Best where the problem is how people work together, not who to appoint.

What it measures

Type preference at Step I, and twenty personality facets at Step II. The suite around it covers conflict style through the TKI, communication, decision making, stress, careers and work engagement.

When we reach for it

When a team needs a common vocabulary for difference rather than a verdict on anybody. MBTI is deliberately non-judgemental, which is exactly why it works for building understanding and exactly why we do not use it for selection. If somebody asks for MBTI to screen candidates, we will say no and suggest Saville or Hogan.

Time to complete
15 to 45 minutes
Reports available
13
Used for
Development and coaching · Team effectiveness

PROFILOR 360-degree feedback

PDI

Structured 360 feedback, with a separate version for each level of leadership.

What it measures

Leadership competence as rated by the people around the leader. Five versions, from individual contributor through first level and mid-level leader to business unit leader and senior executive, so the competencies match the job rather than a generic list.

When we reach for it

When the gap is between how a leader believes they are performing and how their organisation experiences it. It takes longer than the self-report instruments because raters are involved, so it belongs in a development programme rather than in a hiring process.

Time to complete
45 to 60 minutes for each rater
Reports available
5
Used for
Development and coaching · Promotion and succession

Everything DiSC

Wiley

The most practical of the behavioural tools. Twenty minutes, and people use it the next day.

What it measures

Behavioural tendency across four styles: dominance, influence, steadiness and conscientiousness, with tactics for working with each of the others.

When we reach for it

When a group needs something immediately usable rather than something deep. DiSC is the one we run when a workshop has to produce a behaviour change by Friday, and it is a good first instrument for an organisation that has never used one.

Time to complete
About 20 minutes
Reports available
1
Used for
Development and coaching · Team effectiveness

APOLLO Profile

Apollo

Thirty four work factors in forty minutes, for mid-level screening and benchmarking.

What it measures

Thirty four work-related factors covering task management, social style and the intrinsic drivers behind them.

When we reach for it

When you are screening for mid-level roles and want a normative view against a benchmark rather than a rich developmental picture. It is the pragmatic middle option between a fifteen minute screen and a full Hogan.

Time to complete
About 40 minutes
Reports available
1
Used for
Selection and hiring · Development and coaching
Tell us the decision you are making

What we will not do

We will not run a personality type indicator as a selection screen. MBTI is explicit that it is not designed for hiring, and a decision made that way is difficult to defend if it is ever challenged. If you ask for it, we will say so and suggest an instrument built for the purpose.

We also will not send a report without a debrief. An unread assessment report is an expensive PDF, and the value is in the conversation that follows it.

How it runs in Vietnam

Assessments are administered and debriefed by certified practitioners based here, in Vietnamese or English. Where an instrument has a validated Vietnamese version we use it; where it does not, we say so rather than administering an unvalidated translation.

Most instruments here are completed by the participant online in under an hour. The 360 is the exception, because it depends on raters rather than on one person.

Common questions

Which assessment should we use?

It depends on the decision, not on the role. For a shortlist, an ability measure and a structured behavioural instrument such as Saville. For a senior appointment or succession, Hogan, because it was built to predict derailment. For team working, MBTI or DiSC. Tell us the decision and we will recommend the instrument.

Can you assess in Vietnamese?

Yes. Assessments are administered and debriefed in Vietnamese or English by certified practitioners based in Vietnam. Where an instrument has a validated Vietnamese version we use it, and where it does not we tell you rather than administering an unvalidated translation.

Can we use MBTI to select candidates?

No, and we will decline to run it that way. MBTI is explicit that it is not designed for selection, and a hiring decision made on a type indicator is hard to defend if challenged. For selection we would use an ability measure with a structured behavioural instrument instead.

How long does an assessment take?

Most take between fifteen and forty five minutes for the participant. The exception is 360-degree feedback, which asks 45 to 60 minutes of each rater rather than of the subject, so it needs scheduling into a development programme.

Do we get the raw results, or an interpreted report?

Either, depending on what you can use. Interpreted reports are the norm and always come with a debrief. Raw scale data is available for Hogan where a client has a certified practitioner in-house who will interpret it themselves.

Do we have to run a programme with you afterwards?

No. Assessment is a capability in its own right and plenty of clients engage us only for that. Where the results point at development work we will say so, and it remains your decision whether that work happens with us.

Tell us the situation, not the service

Describe what you are dealing with. If we can help, we will explain how.

Tell us the decision you are makingAsk us a question