Assessment

Discover Your BehaviourDNA™ — The Assessment Behind Our Book Series

Secrets of a Professional Headhunter: Job Hunting in the Age of AI

by Forbes Rutherford of Rutherford International™

The tools we use, accurately assess the behavioral components critical to effective performance; and have been applied and tested in the world of organizational design, career advisory, competitive athletics and partnership matchmaking. Our methods determine who has the psychological “Right Stuff” to function at elite levels of performance. We are able to reliably predict whether or not a person can stay focused and keep their emotions under control, which are core elements of performing well under high-pressure conditions.

Access The Hidden Job Market Using Executive Search Methodology

Bundle Includes: 16 course instalments + 3 Bonus Section on AI + The RutherfordINTEL Assessment™ (the same assessment we use to identify high-potential C-Suite Executives)

Secure the Complete Bundle — $100 USD

Why Most Personality Assessments Fail You — And What the Science Actually Requires

Most popular personality tools measure fluctuating preferences. They ask you how you like to work, how you prefer to communicate, what energises you on a good day. Then they assign you a type and present it as self-knowledge.

That is not self-knowledge. That is a mirror held at the wrong angle.

The industrial psychology research is clear: assessments built on self-reported preferences have a predictive accuracy ceiling of approximately 55% for job-specific performance. Barely better than a coin toss. The reason is straightforward — people do not assess themselves accurately under pressure, and they do not answer questions the same way twice.

The RutherfordINTEL™ Assessment takes a fundamentally different approach.

It does not ask how you prefer to work. It measures how you are actually wired — across 85 statistically distinct behavioural dimensions, benchmarked against verified high performers in your functional category and specific job title. It applies actuarial mathematics to produce an empirical score rather than a narrative type label. And it maps the zero-sum trade-offs in your behavioural profile — the dimensions where optimising one trait inevitably suppresses another.

Personality is largely fixed by age 24. What you receive from this assessment is not a snapshot of your preferences today. It is a map of your permanent behavioural architecture — how you process ambiguity, handle deadline pressure, default under conflict, and perform when the stakes are real.

That map has an 85% predictive accuracy for job-specific performance. That is not a marketing claim. It is a validated actuarial calculation derived from four decades of executive selection data across 1,500+ role profiles.

85 behavioural dimensions measured against verified executive performance data
85% predictive accuracy for job-specific performance — versus the 55% industry average

RutherfordINTEL Talent Solutions

The only way to achieve a meaningful appraisal of an organization’s talent capital is to benchmark the team against the market. Post-merger, pre-acquisition or at critical points in a company’s growth, our talent solutions provide a science based decision support tool that mitigates human capital risk.

We Build High Performance Teams

Rapid cycling of “boom/bust” market conditions and the need to meet corporate objectives will quickly reveal the capabilities and limitations of your executive and management team members. Our systematic assessment of individual and team “attentional” and interpersonal characteristics help identify leadership, personal development targets, identifies gaps, improves selection for hiring and succession planning efforts.