Category Archives: Assessments

Psychometric Assessment Options – Executive Assessment

Thank you for visiting our website. Please feel free to browse our services.

We offer the following psychometric screening tests:

Executive Assessment Battery

The executive assessment battery covers all the dimensions measured in the Management Assessment battery and in addition to that it includes a test of Global Leadership Potential.

The details of the management assessment battery can be seen by clicking on this link.

Global Leadership Potential

The concept of global mindset was developed to help explain the cognitive abilities that help “individuals figure out how to best understand and influence individuals, groups, and organisations from diverse socio/cultural systems.”

Global mindset provides the framework for understanding how successful leaders understand and navigate the needs and nuances of different cultural groups. More concretely, we would define a global leader as one who can combine an openness to and awareness of diversity across cultures and markets with a propensity and ability to synthesize across this diversity.

The global leadership model builds on contemporary leadership studies by combining standard trait theory categories used to predict effective leadership with additional categories used to predict global mindset/outlook and business understanding. The model focuses on four main areas of which global leaders most commonly have to understand and navigate.

GLOBAL LEADERSHIP COMPETENCIES


Interpersonal Understanding

Investigates how the individual interacts with others and builds relationships. People with particularly high scores on this category will most likely enjoy working and collaborating with others. However, this category does not take into account cultural considerations in interacting with others.

It includes the following dimensions:

  • Understanding and Support – Investigates the individual’s general empathy towards others and understanding of “what makes others tick”. People who score high on this dimension are quick to offer support and encouragement to others, and are generally seen as sympathetic, concerned and caring individuals who seek to establish long term relationships. This scale is similar to the Big5 scale of Openness (O), though focuses on openness to people, not ideas, concepts or experiences.
  • Engaging and Outgoing – Assesses the individual’s likeliness to engage and interact with others. Individuals who score highly on this dimension are likely to actively seek out roles which place them in the “limelight”. In addition to this, they are expected to be good conversationalists who readily contribute to group discussions and debates.
  • Diplomacy – Measures the individual’s sensitivity to the nuances of social settings and their motivation to conform to others’ social expectations. People who score highly on this scale are likely to be diplomatic and tactful and are likely to adjust their behaviour to closely fit whatever social situation they find themselves in.
  • Collaboration – Assesses the individual’s preference towards taking part in team activities. People who show this preference are generally more open towards involving others in their work and accepting others’ input. This personality preference is likely to support the ability to collaborate with others and integrate into teams.

Global Outlook (Cultures) 

Measures the individual’s openness to diversity and other cultures. It combines personality scales for openness to other cultures and experiences.

It includes the following dimensions:

  • Cultural Curiosity – Measures the individual’s openness to experiences and other cultures. High scorers on this scale indicate an appreciation of new and different things. This scale is similar to the Big5 scale Openness (O), though focuses on openness to experiences and cultures.
  • Tolerance – Measure the individual’s energy and ability to deal with frustrations. Individuals with a high score are more likely to approach situations in a positive, optimistic way. They are more likely to be able to deal with uncomfortable situations which often result from travel and integrating into new cultures or from working with people from other cultures.

Decision Making (Concepts)

Concerns the thought processes used to make decisions. The dimension combines cognitive reasoning abilities with learning and thinking styles in order to investigate the individual’s ability to process a wide range of information and make decisions.

It includes the following dimensions:

  • Verbal Reasoning – Measures the ability to understand and accurately draw logical conclusions and inferences from complex reports. Consequently, it forms a key assessment for managerial and professional roles which require accurate interpretation of written reports and rational decision making.
  • Numerical Reasoning – Measures the ability to understand and critically evaluate a wide range of numerical data and draw logical conclusions from this. Consequently, it forms a key assessment for managerial and professional roles which require the ability to understand financial, numerical and statistical information.
  • Abstract Reasoning – Measures the ability to understand abstract logical problems and use new information outside the range of previous experience. This is the purest form of mental ability and is least affected by previous education and achievement. It is therefore ideally suited to assess individuals of various educational backgrounds and cultural groups. As such this is considered to be a core ability for strategic thinking.
  • Holistic Thinking – Assesses a preference for focusing on the broader picture, and for developing a conceptual overview of things. People who show this preference are likely to be open and flexible in their approach to problem-solving, and to enjoy the challenge of resolving problems as they occur.
  • Openness to Ideas – Assesses the individual’s openness to learning new concepts and ideas. Having an extremely strong interest in intellectual matters, people who show this preference are likely to greatly enjoy participating in theoretical debates and are likely to be strongly motivated to ask profound, penetrating questions that focus on core conceptual issues. This factor is similar to the Big5 scale of Openness (O), though does not include the influence of interpersonal factors such as empathy or tender-mindedness as these are unnecessary for openness to ideas and concepts.

Organisational Impact (Organisations/Systems)

Investigates the individual’s ability to effectively influence the actions and opinions of others in order to achieve organisational objectives.

It includes the following dimensions:

  • Ambition – Measures the individual’s level of personal drive and energy. High scores indicate a strong need for achievement and desire to succeed. Such individuals are more likely than most to be become excited about possibilities and opportunities and are likely to have the drive to pursue their ambitions.
  • Results Orientation – Assesses the individual’s diligence and resolve. High scores indicate individuals who are able to strive to overcome challenges. While similar to “ambition” on-the-surface, this dimension is different in that it focuses on the action of “doing”; getting things done and achieving results rather than “wanting”.
  • Influence – Measures the individual’s ability to influence and motivate others. People who score highly on this dimension are likely to be persuasive speakers.
  • Empowering Others – Measures the individual’s ability to delegate tasks. It investigates the individual’s views on how power and authority should be managed/shared. High scores indicate that the individual is neither highly passive nor extremely dominant in his/her attitude towards delegation and empowerment, where they are open to responsibly delegating power and authority, though are not overly credulous as to be taken advantage of.
  • Accountability – Measures the individual’s self-discipline and attention to detail. This is an essential scale for all roles and provides some of the highest correlations to general job performance. This scale is similar to the Big 5 scale Control (C).

Please contact Coen Welsh at coen[at]capacitytrust.com to request a quote or for more information.

Psychometric Assessment Options – Management Assessment

Thank you for visiting our website. Please feel free to browse our services.

We offer the following psychometric screening tests:

Management Assessment Battery – The management assessment battery consists of a personality, values and high-level reasoning tests.

Personality & Values

Based on an extensively researched model, the personality and values test provides an in-depth assessment of the full sphere of human personality. It has been developed to ensure culture and gender fairness and has been adapted into over 20 languages.

Building on the most current research, the personality maintains the breadth of the original personality and values factors first identified by Raymond B Cattell. It sets new standards for reliability and validity.

Having been completed by hundreds of thousands of people worldwide, the personality test is supported by an extensive evidence base attesting to its reliability, validity and culture fairness. It provides an in-depth assessment of a person’s strengths and development needs and is a powerful tool enabling you to select the right person for key positions in your organisation.

The reports consists of profile charts and in-depth expert narrative reports for decision-making and feedback. These describe an individual’s typical interpersonal behaviour, thinking style and ways of coping with stress.

Extended reports include preferred Team Roles, Leadership, Subordinate and Selling Styles, and Career Themes.

In addition, the results of the test comprehensive cover the following areas:

  • Competency,
  • Emotional Intelligence,
  • Grit, and
  • Derailers (Risk)

Competency Domains
The competency domains included in the Competency Framework are=

  • Integrity – is defined as the tendency to be reliable and honest.
  • Creativity – is defined as the tendency to think in a creative and innovative manner.
  • Logical and Analytical – is defined as the tendency to approach problems in a rational, intellectual manner.
  • Interpersonal Skills – is defined as the tendency to build positive working relationships with others.
  • Resilience – is defined as the tendency to cope well with pressure.
  • Persuasiveness – is defined as the tendency to communicate in a persuasive, confident manner.
  • Planning and Organising – is defined as the tendency to organise one’s own and others’ work and to plan for all contingencies.
  • Quality Orientation – is defined as the tendency to attend to detail and produce work that is accurate and of a high standard.
  • Energy and Drive – is defined as the tendency to have high levels of drive, energy and enthusiasm.

Critical Reasoning Ability

In addition to the personality and competency tests, the test battery includes a test of critical reasoning:

Critical Reasoning is an ability that is central to all roles that require the incumbent to take logical decisions based on complex information. The critical reasoning test comprises two sub-tests which measure verbal and numerical critical reasoning. These can be administered either individually or together.

  • Verbal Critical Reasoning measures the ability to understand and accurately draw logical conclusions and inferences from complex reports. Consequently, it forms a key assessment for managerial and professional roles which require accurate interpretation of written reports and rational decision making.
  • Numerical Critical Reasoning measures the ability to understand and critically evaluate a wide range of numerical data and draw logical conclusions from this. Consequently, it forms a key assessment for managerial and professional roles which require the ability to understand financial, numerical and statistical information.

Please contact Coen Welsh at coen[at]capacitytrust.com to request a quote or for more information.

Psychometric Assessment Options – Standard Assessment

Thank you for visiting our website. Please feel free to browse our services.

We offer the following psychometric standard assessment:

The Standard Assessment Battery consists of the tests used in the basic screening tests plus a comprehensive test of personality.

Please view the basic screening tests by clicking this link.

In addition to the tests above the Standard Battery includes a comprehensive test of occupational personality.

Developed from extensive research with major organisations, the Occupational Personality test provides a focussed assessment of nine personality traits of central importance in most entry-level and pre-management type roles. The questionnaire is written in a straight forward and direct style that is accessible to people of a wide range of abilities.

Providing a detailed assessment of interpersonal style, thinking style and patterns of coping with stress, the personality dimensions measured by the OPPro have been selected for their occupational relevance. These characteristics are crucial in determining productive and counter-productive behaviour in your organisation.

For example the OPPro can identify people who:

  • Are moody and irascible
  • Are tactless and blunt
  • Are Negative and defeatist
  • Are submissive and avoidant
  • Avoid challenges
  • Are rigid and unbending
  • Are disorganised and chaotic
  • Are naive and candid
  • Are shy and retiring
  • Destroy trust
  • Are stress prone
  • Are sensitive and gullible

versus people who are:

  • Are stable and composed
  • Are diplomatic and persuasive
  • Are optimistic and persevering
  • Push for action
  • Rise to a challenge
  • Are adaptable and flexible
  • Are systematic and meticulous
  • Are socially astute
  • Are lively and gregarious
  • Foster trusting relationships
  • Are resilient
  • Are Tough-minded and realistic

The report results are generated with detailed profile charts and in depth expert narrative reports outlining how an individual solves problems, relates to others and copes under pressure. 4

Reports cover

  • Team Roles,
  • Career Themes,
  • Leadership and
  • Selling Styles.

Please contact Coen Welsh at coen[at]capacitytrust.com to request a quote or for more information.

Psychometric Assessment Options – Basic Screening Tests

Thank you for visiting our website. Please feel free to browse our services.

We offer the following psychometric screening tests:

Basic Screening Tests:  Work Attitude (Integrity) & General Reasoning Ability

General Reasoning Ability

  • Verbal Reasoning measures basic vocabulary, verbal fluency and the ability to reason using words. This test is appropriate for all jobs which require a general level of verbal ability (e.g. junior sales and administrative positions, clerical jobs).
  • Numerical Reasoning measures the ability to use numbers in a logical, efficient way. This test is appropriate for all jobs which require a general level of numerical ability (e.g. accounts clerks and technical roles).
  • Abstract Reasoning measures the ability to understand abstract logical problems and use new information outside the range of previous experience. This is the purest form of mental ability and is least affected by previous education and achievement. It is therefore ideally suited to assess individuals of various educational backgrounds and cultural groups.

Work Attitudes Inventory

This solution assesses attitudes and behaviours that are difficult to elicit using other methods. It measures an individual’s personal integrity and ethics in a work context. It uses an innovative format to minimise response bias and is designed to help reduce counterproductive work behaviours that can result in shrinkage, etc. A number of field trials and experimental simulations have demonstrated its ability to predict meaningful criteria.

The Integrity measure investigates attitudes towards workplace issues such as:

  • Following rules and regulations
  • Being respectful of authority
  • Conducting oneself according to high moral standards and having a strong sense of right and wrong
  • Conducting oneself in an honest manner
  • Avoiding self-serving behaviours or benefiting from others mistakes

Although workplace integrity is the main focus of the solution, it also provides additional insights into the following workplace measures:

  • Meticulousness – describes the importance candidates place on being systematic and orderly in their work.
  • Perseverance – describes the importance candidates place on completing tasks and persevering in the face of setbacks.
  • Industriousness – describes the importance candidates place on workplace productivity and efficiency.
  • Agreeableness – describes the importance candidates place on being kind and considerate, and on emphasising the needs and sensitivities of others.
  • Stress Tolerance – describes the importance candidates place on being able to cope well under pressure and take most stressful situations in their stride.

Please contact Coen Welsh at coen[at]capacitytrust.com to request a quote or for more information.

The Value of Psychometric Testing in Hiring Decisions

more to follow

Read more ...