Leading the Service Profiling
Senior-level psychometric profiling for ACFO, DCFO and CFO appointments
Senior leadership roles within Fire and Rescue Services demand sound judgement, effective leadership, and resilience under pressure.
Our senior-level psychometric profiling provides clear, objective insight into leadership behaviour, judgement, and motivation, helping senior leaders and HR teams make confident appointment decisions and plan early development.
What Our Profile Offers
Our approach supports evidence-informed decision-making by clarifying how senior leaders are likely to behave, decide, and respond under pressure. It is used to:
Designed for senior FRS leadership, the Leading the Service Profiling reflects public accountability, organisational complexity, and political scrutiny. It is suitable for recruitment, promotion, and senior leadership development.
What the Service Includes
Our occupational psychologist-led approach combines expert interpretation with evidence-based assessment. The assessments have a typical completion time of just 15–20 minutes each or around an hour in total.
Hogan Assessments (HPI, HDS, MVPI)
We use the full Hogan suite to provide a comprehensive view of personality, potential risks, and motivations:
Hogan Development Survey (HDS)
Identifies behavioural risks that may emerge under sustained pressure. These risks often sit close to strengths and may only become visible at senior levels. Early identification supports performance risk management and development planning. To gain a complete picture, the HDS is complemented by everyday personality assessment, which provides insight into resilience, emotional stability, and other key traits.
Motives, Values, Preferences Inventory (MVPI)
Explores leadership motivation, values, and decision-making priorities, as well as the environments in which individuals are most effective. This supports discussions around integrity, cultural alignment, and long-term fit.
Optional Assessments
Leadership Judgement Indicator (LJI)
A 45-minute online situational judgement assessment using realistic work-based scenarios. The LJI explores how leaders:
- Interpret complex situations
- Choose between leadership approaches
- Adapt their style to situational demands
Rather than promoting a single leadership style, the LJI identifies the most effective response in each context. It is commonly used to support senior leadership recruitment, identify development needs, and inform coaching or post-appointment development.
Aptitude Tests
Optional assessments to evaluate cognitive abilities and problem-solving skills relevant to role requirements.
Why these tools
The assessments are internationally recognised, evidence-based, and trusted for senior leadership use. They provide:
- Reliable insight into leadership traits, values, and judgement under pressure
- Practical outputs for recruitment, development, and coaching
- Early visibility of behaviours that could derail performance
What differentiates this service is occupational psychologist-led interpretation, ensuring findings are translated into clear, defensible insight rather than technical psychometric data. Together, the tools provide a comprehensive view of leadership potential, strengths, and development needs.
Delivery and Outputs
Our occupational psychologists turn assessment data into actionable insight to support senior appointments and leadership development.
- Validation Interview – A one-to-one discussion with the candidate to explore and confirm assessment results, ensuring findings accurately reflect behaviours, motivations, and potential.
- Personalised Report – Highlights key leadership behaviours, strengths, and development areas, and provides practical advice on leadership risk, potential, cultural fit, and targeted interview questions.
- Feedback & Coaching (Optional) – Provides tailored feedback and coaching following the appointment to support onboarding, and offers constructive feedback to unsuccessful candidates to aid their development.
These insights support selection decisions, final interviews, early development planning, and coaching conversations, all delivered with sensitivity, confidentiality, and a strong developmental focus.
