Private Practice
PSYCHOLOGICAL ASSESSMENT
Psychological testing can be a valid predictor of future performance, and a way of helping to identify clinical concerns and progress. This is why selection panels and leaders use psychological testing to aid recruitment and training decisions, and also for clinical interventions. The benefits of testing are impartiality, validity and cost. Psychometric tests minimise costs while ensuring there is a strong fit between the person and a role or organisation, or to maximise treatment.
Psychological assessment is the process of applying objective tests to specific needs. I use valid, reliable tests in combination with structured, focused clinical interviews. Psychological tests do not stand alone as the only selection or assessment method. They are used in combination with a number of tools: resume, interviews, reports, work experience, references.
I use tests to assess emotional wellbeing, personality styles and psychopathology for particular selection, employment, clinical and medico-legal applications. I use some of the best known and respected clinical tests (e.g., BAI, BDI-2, DASS, K10, IES, AUDIT, ADS, EPDS, PIRS, PTSD-C) and objective personality surveys (i.e., MMPI-2, NEO-PI-3, 16PF, YSQ-L3). For example, the MMPI was designed as an aid in psychiatric diagnosis to measure psychopathology and is considered a remarkablly useful test in the description of normal personality. Other objective tests, such as the NEO, 16PF and YSQ are helpful for looking at personality in the normal range and aid in counselling as well as for psychological reports. Reports can be prepared for organisations and patients based on results, a clinical interview and accumulated information.
Client Consent Document for Assessments |
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