In a radically different approach to current psychometric evaluation techniques, The Cambridge Code provides a complimentary online tool that looks at areas that are often under-represented in the corporate Human Capital space.
These elements are often not well understood because they are seen as intangible and difficult to measure with existing psychometric assessment tools. But they are critical to an organisation.
The cost of hiring the wrong person is very high in the corporate world. The Cambridge Code provides companies with the ‘sniff’, skill and wisdom of the most experienced and seasoned recruitment specialist, psychotherapeutic analyst and constructive learning specialist.
“The ability to be able to spot the people risk factors is invaluable for our governance moving forwards”
“finally a tool that allows us to spot potential“
“’easy reports, no jargon, simple and effective’’
A team of Doctors and researchers from Cambridge University have developed the ‘Cambridge Code’ after analysing and tracking nearly 10,000 international high-flyers and building an on-line tool that encapsulates what you cannot see or tell at interview.
Proven to uncover the unconscious latent potentials of both growth and risk that are present in all candidates but lie beyond the reach of established psychological measurement. The results identify risk that lies behind even the best interviews across all industry sectors at all levels.
The model of understanding the way in which people respond in organisations is based on 75 years of combined experience with people and data, 10,000 corporate interviews, 6,000 psychoanalytic sessions and the pooling of research models that have been used down the centuries, including the write-ups of the most advanced practices of the present day.
The focus is on the individual as a unique entity and not as part of a population norm.
The model is not based on the psychological FFM but is a blend of three other domains.
It is not behavioural but relational.
It is not a measurement tool but a means of assessment.
It is not psychometric but non-parametric.