Cultural Assessment

We scientifically match talent to teams

Our unique, science-based cultural evaluations predict which candidates will most likely succeed in your role and specific team. With a simple questionnaire completed in just 6 minutes, we scientifically measure candidates’ workplace preferences and cultural alignment to drive long-term employee retention and success.

The Science

Predictive power

We measure personality traits aligned to role-related requirements, team environment dynamics, engagement, well-being, and culture – the key factors for maximising performance both at an individual and team level.

The factors contributing to success within your business are distinct. We analyse assessment responses with multiple data sources and constructs predictive performance models for talent acquisition and management, enabling you to recreate successful outcomes.

Personality traits

We evaluate personality traits, using the 16 Personality Factors framework (16PF), which is closely related to the Five-Factor Model (O.C.E.A.N). This measurement of personality profiling is the most widely researched and academically validated model of individual difference.

We use it to model which traits are most effective in job roles and which best support team behaviours. Indicating:

We measure personality traits against role-related requirements to predict job-associated behaviour and career performance. This is because personality traits affect how people perform their jobs over time.

Team environment

We use scenario-based questions to measure the culture and environment compatibility for individuals and teams. We assess 13 cultural constructs which are identified as the core components of organisational culture, to determine commonalities and differences.

Aspects of work composed of specific needs that are important for job satisfaction
Interests and values that reflect preferences for work environments and outcomes
Characteristics of the organisation that influence how people do their work
Physical and social factors that influence the nature of work

A company’s culture and environment are dynamic and can change over time. Sometimes efforts should be made to change the culture of a team deliberately, and other times effort should be made to maintain what keeps the culture and environment special. Our tools are designed to help you understand how potential new hires or restructures could impact this balance.

Engagement and wellbeing

Using the Utrecht Work Engagement Scale (UWES) we assess levels of energy and mental resilience while working, along with sense of significance, inspiration, pride, challenge and concentration in work. These are aligned with three dimensions of work engagement: vigour, dedication and absorption.

In addition, we use the Work Engagement Scale to measure health and well-being – the primary drivers of attrition and workplace stress. These scales are the most academically validated and provide the best data for calculations on discretionary effort, burnout levels, flight risk and productivity

Reliability and validity

Our vendor has an in-house team of occupational psychologists and data scientists who collaborate on our platform and our assessments undergo ongoing norm group research for validation.

Enhance candidate experience

Technical skills alone don’t predict success. When work styles clash with team culture, even the most qualified candidates struggle to thrive. That’s why evaluating a candidate’s suitability to your existing environment promotes better hiring decisions and drives long-term retention.

Supporting companies at every stage

Seed

Early (A/B)

Growth (C)

Scale (D/E)

IPO/Exit

Company

Contact Info.

Phone Number:
+971 58 575 3949

E-mail address:
bobby@oakleighjames.io

Address:
Jumeirah Lake Towers, Dubai, United Arab Emirates