World Class online cloud assessment tools for HR and Hiring Managers now available in Thailand

The Predictive Index assessment tools help you select the best candidates and applicants. You can stop guessing; stop trusting your guts, and stop being an amateur hiring manager.

Even small and medium-sized companies can now use the same tools that the world’s largest multinational and conglomerates have done successfully for years and years.

Anyone in your company can be set up with an account in the Predictive Index cloud. Usually the HR department of course The tools are available 24/7. Sending tests to candidates and retrieving up to almost 10 different reports are all managed by you at your fingertips.

With more than 25 million people assessed so far the PI assessments add scientifically validated objectivity to your subjective judgement.

The PI tools are available in more than 60 languages, including Thai of course. This ensures that candidates and employees can complete the assessment in their mother tongue. This is a key and a fantastic feature in PI, which many other assessment tools cannot offer (so they end up checking language skills and not what they think!).

Hiring people with the “right stuff” and matching an employee’s characteristics to work requirements are two of the most important decisions that organizations make.

People are extremely complex. The science-based methodology of The Predictive Index® allows you to understand what drives workplace behaviors so that you can ensure alignment, drive your team’s success.

Job Assessment is where the recruitment begins

The Job Assessment™ is where any recruitment starts. This online job targeting tool allows the stakeholders to give input to a position through an online questionnaire. The objective is to have an agreement on what kind of person you want to hire.

The PI Job Assessment™ is built on proven science and provides data to evaluate your candidates objectively on their behavioural traits and cognitive ability. This will help you match the right person with the job.

Personality Assessment

The Behavioral Assessment™ is a science-based framework that maps personality in four motivational drives: Dominance, Extraversion, Patience, Formality.

The Behavioral Assessment™ is used on candidates to provide insight allowing you to predict needs and behaviour putting you in a better position to match a person to a position.

Knowing ‘what comes naturally’ to a person helps you select candidates who will be motivated by the tasks and opportunities in your job. It increases the probability of success if you hire them.

Cognitive Assessment

The Cognitive Assessment™ measures learning ability, trainability, and general cognitive capacity. It tells you how fast a person is likely to take in information, figure things out on their own, and master navigating in a complex and challenging environment.

The Cognitive Assessment™ is scientifically validated and built following strict standards of test construction by American Psychological Association (APA), Society for Industrial and Organizational Psychology (SIOP), and International Test Commission (ITC).

Call to Action Now: Free Test for Corporates

Contact Tom Sorensen on email, on or to get a free test on behalf of your company.

Perhaps more information on this incredible hiring tool that will add one more crucial piece in the jigsaw puzzle it is to hire people.

Tom is an Associate Partner of Humanostics, a PI Certified Partner authorised to use the science, assessment software, and curriculum of management workshops of The Predictive Index®.

Is there a future for executive search?

Survival of the Fittest perhaps?

Leading executive search firms of the future will be the ones who adapt and fit around expanding technology. Firms who provide a personalised service to clients rather than a “one size fits all” approach which we are seeing with some majors where in the end, the client feels oversold.

The future of executive search is exceptionally bright. Read more. Continue reading “Is there a future for executive search?”

Why headhunters don’t answer your emails or calls

Personally, I absolutely hated headhunters.

Once upon a time is the phrase which begins fairy tales and fabulous stories set in some unspecified moment in the past. Except for the story, you are about to read. There is nothing fairy or fabulous about this real-life experience of mine.

My story starts like this: Once upon a time when I was a candidate myself. Continue reading “Why headhunters don’t answer your emails or calls”

Too many employers treat candidates like dirt

Bad hiring practises ruin your company’s image and brand. Full stop! Why do top executives let this happen? Why does this improper behaviour by hiring organizations and managers continue to be a subject in my articles?

Dear Managing Director, Dear Marketing Vice President, Dear Board of Directors,

You should really be protesting vigorously about these destructive manners, because they are causing great damages to your company’s reputation. Continue reading “Too many employers treat candidates like dirt”

25 things to never put on your résumé

The résumé is a two-page marketing pitch document. The purpose: To get you an interview. And no, the résumé is not to get you a job; it’s the job interview that is meant to provide you with a job opportunity and offer.

The CV is a long-many-page document that I call the Career Balance Sheet. It’s a document you keep for yourself, and from which you copy the relevant information and paste on to a two-page résumé. That way, the résumé becomes a summary of your CV. Continue reading “25 things to never put on your résumé”

A busy September with three speaking events

Thank you AMCHAM, EGN and PMI for inviting me to address your members at three events this September. Subjects: Board of Governors’ nominations; Personal Branding; and Headhunter Secrets.


Should I ever trust my gut feeling when interviewing candidates?

The short answer is no and never! Using your gut is similar to scratching the surface of something; to examine and discover only the superficial aspects of something or in this case a candidate. You would be better off flipping a coin; at least you have 50% chance of getting it right.

We call it the Four A Syndrome, because when you trust your gut, you are assessing a candidate’s presentation skills over business performance and substance. The four A’s are: Continue reading “Should I ever trust my gut feeling when interviewing candidates?”

Top 6 articles I’ve published in 10 years of blogging

Can you remember what you were doing in July 2009 – 10 years ago? For sure, we were not yet talking about AI, IoT, SEO, Uber, Instagram, iPad and it was still very early days for Airbnb, Spotify, GPS on mobile, and even LinkedIn.

But it was in July 2009 that I created my web site and published my first ever story. Read it here. Continue reading “Top 6 articles I’ve published in 10 years of blogging”

AI data on availability of executive talent, global mobility, time to recruit, and remuneration

It is becoming harder to find quality talent, which is continuing to result in a more competitive marketplace and increased salaries in many industries; particularly those with niche skill sets such as technology.

The survey aims to understand the outlook around demand and availability of executive talent, global mobility, time to recruit, remuneration and a breakdown of growth potential by sector. Continue reading “AI data on availability of executive talent, global mobility, time to recruit, and remuneration”