A bad hire often exhibits behaviors and symptoms that disrupt the workplace and hinder team dynamics. They may engage in quiet quitting, doing only the bare minimum required and showing little enthusiasm or commitment to their role. Their unproductive habits can drag down overall team efficiency, as tasks are either delayed or poorly executed. Such individuals may also become sources of conflict, stirring tensions and misunderstandings among team members, which can escalate into ongoing disputes.

Additionally, their presence can contribute to low morale, as colleagues may feel frustrated or burdened by the need to compensate for their shortcomings. Office politics may intensify, with the individual either actively engaging in divisive behavior or becoming a focal point for gossip and dissatisfaction. Over time, this creates a toxic work environment where trust erodes, collaboration weakens, and overall team performance suffers. These patterns highlight the far-reaching impact of a poor hiring decision, affecting not only the individual’s output but the organization’s culture and productivity as a whole.

Traditional hiring methods, such as interviews, resume reviews, and reference checks, often fall short in predicting a candidate’s performance or long-term fit within an organization. Interviews can be influenced by unconscious biases, rehearsed responses, and the interviewer’s subjective impressions. Resumes provide only a snapshot of past experiences and accomplishments, often failing to reveal deeper traits like adaptability, emotional intelligence, or problem-solving skills. Even reference checks, while valuable, are limited by the perspective of the referee and often highlight only positive aspects of a candidate.

Just like a thermometer to give you quantitative insights, Psychometric tools are assessments designed to measure individuals’ cognitive abilities, personality traits, and emotional intelligence.

This data-driven approach enhances the likelihood of making informed hiring decisions, improving the overall quality of the workforce and fostering long-term success.

Psychometrics in hiring offers objective insights into candidates’ abilities and traits, aiding in informed decisions, reducing biases, and optimizing the match between individuals and job requirements.

During the recruitment or selection process, psychometric assessments offer insights into candidates that traditional methods, like interviews alone, may struggle to capture accurately.

• Basic Report
• Type Report
• Critical Core Skill (CCS) Report
• Career Coaching Guide
• Career Development Report 
• Career Recommendation Report
• Work as a Team Report
• Emotional Quotient (EQ) Guide
• Resilience and Adaptability Guide
• Communication Style Report
• Diversity and Inclusion Guide – Accepting New People
• Diversity and Inclusion Guide – Fitting in to new places
• Personal Success Report
• Managerial Competency Report 
• Leading Style
• Recruitment/ Interview Guide
• Sales Style Report
• Thinking and Learning Style Report
• Comparison Report
• (Occupational Report) How can I be a better fire fighter by understanding my personality?

“This is to confirm our satisfaction on IDENTI3 Profiling Tool.

IDENTI3 has a user-friendly pictogram that quickly and easily present a great amount of information that allowed the management to assess individual’s strength, competency for personal development and understanding of behavioral for change management.”

– Shari Boston, Planning Director, Merck Sharpe Dome

“Our team had an awesome time during yesterday’s IDENTI3 session.

It was extremely insightful and useful as a tool for us to better our work and people relationships.”

– Tzu Bing, VP of Private Bank I Raffles Place, UOB Bank

“The IDENTI3 tool has helped me understand my team members very well, their inclination, values and preferences. It has helped me hire the right employees and also help me resolved conflicts in my team.”

– Kelvin Kong, Sales Capabilities Leader, SEA, Unilever