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Personality Tests
Fifteen factor plus questionnaire (15FQ+): Provides information on certain personality characteristics as well as how individuals
work in a team, their leadership styles, management and subordinate styles, emotional intelligence and counter productive work
behaviour.
Purpose: Personality measure for selection, counselling and development
Duration: 40 minutes plus administration time
Occupational Personality Profile (OPP): Assesses a candidate’s characteristic ways of behaving across a wide range of situations including thinking style, coping style and personality patterns.
Purpose: General personality measure for selection, counselling and development
Duration: 15 – 20 minutes
Jung Type Indicator (JTI): Measures a person’s thinking styles and how they deal with information. From the results of this test it is possible to anticipate how a person will normally prefer to act in a variety of different situations and how they would prefer to approach many aspects of their work.
Purpose: Personality measure for selection, counselling and team building
Duration:10 minutes plus administration time
Occupational Personality Questionnaire (OPQ): Provides a profile of the individual’s perception of their behaviour at work. By understanding an individual’s style, information about how they will fit in within certain work environments and teams, and how they will cope with different job requirements, can be gained. The Occupational Personality Questionnaire (OPQ) is amongst the best and most widely used psychometric tools available today.
Sales Preference Inventory (SPI): A quick and reliable test that gives an indication of an individual’s sales performance potential and personal attributes that have been found to impact on sales success. Assesses an existing or potential employee’s likelihood of engaging in a range of sales related behaviours.
Purpose: Selection and development
Duration: 15 minutes plus administration time
Values and Motives
Values and Motives Inventory (VMI): A measure that covers three broad areas of a candidate’s values, intrinsic, extrinsic and interpersonal. Intrinsic values relate to personal beliefs and attitudes which could guide an individual’s decisions in respect of everyday problems. Extrinsic motives are factors which could sustain behaviour in the workplace and interpersonal are those which influence an individual’s approach to relationships with others.
Purpose: Assesses values and motives for team building and development
Duration: 20 minutes plus administration time
Career Guidance and Development
Occupational Interest Profile (OIP): Provides a comprehensive assessment of vocational interest and personal work needs. Simple and uses easy to understand language. Suitable for adults and young people over the age of 15.
Purpose: vocational guidance, subject choice and mid career vocational guidance.
Duration: 20 minutes plus administration time
Learning Style Inventory (LSI): Measures an individual’s most and least preferred learning styles when learning new material. Aims to help individuals to maximise their learning potential by enabling them to tailor their approach to learning to match their strengths and weaknesses.
Purpose: Self development
Duration: 20 minutes plus administration time
Customer Service
Customer Interface Competency Assessment (CIC): A combination of administered personality and ability test results that assess a candidates’ potential for roles that involve interfacing with clients and interprets them in the light of the behavioural and ability requirements for various client interface competencies.
Purpose: Selection, vocational guidance and development
Duration: 1 hour 20 minutes plus administration time
Ability Tests
Clerical Test Battery (CTB2): Designed for clerical and administrative positions. It is a quick and comprehensive computer administered test that measures basic verbal, numerical and spelling fluency. The test also assesses typing and filing ability by measuring the individuals typing speed and their ability to categorise information alphabetically.
Purpose: Assesses clerical aptitudes and skills
Duration: 30 minutes plus administration time
Graduate Reasoning Test (GRT1): Assesses high level reasoning ability and learning potential and can be administered on post graduates and senior management calibre adults. Measures a candidate’s high level verbal fluency and vocabulary, their ability to reason with numbers and complex and abstract information.
Purpose: To assess higher level reasoning ability
Duration: 30 minutes plus administration time
General Reasoning Test Battery (GRT2): Assesses general reasoning ability and can be administered on both adults and young people over the age of 15. Measures a wide range of ability levels including verbal fluency, the ability to use numbers logically and the ability understand abstract logical problems.
Purpose: Can be used for Admin/clerical jobs/accounts clerk and technical roles to assess whether applicants have the minimum ability level required for a particular job.
Duration: 30 minutes plus administration time
Critical Reasoning Test Battery (CRTB2): This test measures verbal and numerical critical reasoning ability levels across a wide range of situations such as their ability to understand semi technical reports and critically evaluate numerical information. Suitable for managers and graduates.
Purpose: to assess critical reasoning ability
Duration: 40 minutes plus administration time.
Strategic Capability
Cognitive Process Profile (CPP): An online assessment that simulates uncertainty and looks at a person’s application of judgment and discretion in increasing complex and strategic environments. It gives an understanding of current and potential strategic capability, core cognitive and emotional styles and an indication of development potential.
Purpose: assesses cognitive functioning, strategic capability and learning potential.
Duration: 2 – 3 hours plus administration time
Integrity
Midot Integrity Test: The Midot is the fastest and most effective instrument used in selecting applicants with integrity and solid work ethics for any position in the organization. The midot system improves the quality and the precision of the screening process and evaluates candidates for integrity, reliability and work ethic.
Purpose: Selection for positions that require a high work ethic and utmost integrity
Duration: 30 minutes plus administration time
Simulated Exercises
Simulation exercises can be divided into three broad categories:
- Individual exercises
- In-tray
- Analysis exercises
- Schedule exercises
- Group exercises
- Assigned role group discussion
- Non-assigned role group discussion
- One-on-one exercises
- Customer interview
- Sub-ordinate interview
The above instruments are available as generic instruments but can also be specifically developed with our client in order to measure specific areas relevant to them. Simulation exercises have proved to be very good predictors of job success.
Purpose: assesses managerial skill.
Duration: 2 – 3 hours plus administration time
Team Roles
Belbin: measures an individual's tendency to behave, contribute and interrelate with others in the workplace in certain distinctive ways within a team role. Enables team members to identify their strengths and weaknesses and to help them identify skills in other team members that complement their own.
Purpose: Guidance, counselling and team building
Duration: 2-3 hours
Strength Finder
The Strength Finder Profile is designed to assist participants identify their talents and build them into strengths and enjoy consistent, near perfect performance. The assessment introduces thirty-four dominant themes that when combined, can provide insight into core abilities and how they can be translated into personal and career success.
Competency Based Interview (CBI)
The competency base interview takes the form of a one-one evidence based interview. The interview provides the candidate with an opportunity to prove their competence against a number of different areas relevant to the position and the specific level.
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