Psychometric Testing
Work Behaviour Inventory
Identifying the work behaviors, or work styles, of individuals is key to effective employee selection and development. Research has shown that for many types of jobs, the work styles of employees are far more important than cognitive ability or even proven successful prior experience. But, how do you determine whether individuals have the right work styles for your jobs?
Big Five Personality Factors
- Extraversion characterized by a preference for sociability, energy, influence, and a desire to lead others.
- Agreeableness characterized by concern and consideration for others, politeness and tact.
- Openness to Experience characterized by a preference for change, continuous learning, innovation, analytical approaches, making difficult decisions.
- Conscientiousness is divided into Achievement, Striving (goal setting, initiative, results orientation) and Dependability (attention to detail, rule following, responsibility)
- Emotional Stability characterized by thoughtful consideration before action, not losing one’s temper, resilience to stress and setbacks, confidence in one’s abilities and future chances for success.
WBI is Relevant to Work Settings
The WBI has these key features of relevance to work settings:
Job Relevant—it has been specifically designed for work settings; all items and scales are relevant to the world of work.
Wide range of jobs—it is appropriate for employees in entry-level to senior executive jobs and in any work setting.
Easy to complete—respondents indicate the extent to which behaviors are descriptive of themselves on a 5-point scale. Average time to complete is 30-45 minutes.
Highly sophisticated measures of Response Distortion—it uses leading-edge tools to identify whether individuals are providing accurate self descriptions.
Key Features of the WBI
Through extensive research across many organizations, the WBI has been shown to have these features:
- Reliable—WBI scales have markedly higher reliabilities than typically found in personality tests (WBI median reliability of .85 vs. a median of .75 for personality tests).
- Valid—the WBI scales have been shown to be valid for measuring their underlying constructs.
- Correlation with the Big Five—WBI scales are grouped according to research evidence on the “Big Five” personality factors. All Personality Inventories MUST show correlation with these or they are not considered to be objective predictors of personality. (Correlation .93)
General Intelligence Assessment
The Applied Reasoning Test (ART) is a general intelligence assessment which enables you to assess the level of verbal, numerical reasoning and problem solving capabilities of job candidates in a reliable and job-related manner. It helps measure an individual’s ability to reason and to learn new concepts easily and understand complex or subtle relationships.
The ART is available on line and is more accurate and reliable by at least 10% than paper and pencil versions. The computer program provides precisely the same amount of time to each candidate and the scoring algorithm automatically calculates the results directly from the candidate input…no mistakes in transposing data.
Abilities being checked
- Verbal Reasoning: This assesses the individual’s ability to read, comprehend, and interpret written information. This test assesses reasoning and problem solving with verbal information. It is most relevant to work in which individuals must read and interpret written information.
- Numerical Reasoning: This assesses the individual’s ability to comprehend, interpret, and draw conclusions from numerical information. This test is most relevant to work in which individuals must evaluate, interpret and make informed decisions using numerical information such as budgets, inventory, forecasts, and billing/purchasing.
- Abstract Reasoning: This assesses the individual’s mental agility for situations in which they have limited previous experience; their ability to identify patterns and logical sequences with a set of abstract symbols. This test is most relevant to work in which problems need to be solved, but the problems are non-recurring and constantly changing and patterns or relationships must be identified.
- Overall Reasoning: The combination of Verbal, Numerical and Abstract reasoning. This is relevant for work in which all three forms of problem solving are required.
Selling Styles Inventory (SSI)
Hiring sales staff with the “right stuff” and matching their characteristics to work requirements are two of the most important decisions that organizations make. Making the wrong decisions can cost thousands of dollars in training, reduced productivity and missed business opportunity.
Identifying the selling behaviors, or work styles, of individuals is a key to effective employee selection and development. Research has shown that for many types of jobs, the work styles of employees are far more important than cognitive ability or even proven successful prior experience. But, how do you determine whether individuals have the right work styles for your jobs?
Sales Effectiveness
The SSI identifies those who are more likely to be successful in sales roles. There are 3 basic selling and influencing styles:
- Dynamic
- Analytical
- Interpersonal
Dynamic—selling is based on energy, drive and an emotional style; is ambitious, assertive, persuasive, and competes to win. Strengths: dynamic and enthusiastic sales presentations, effective at asking for the order (closing). Good fit: where cold calling is extensive and for first time customers who buy based on emotion or impulse.
Analytical—selling is based on facts and analysis; is logical, analytical, and emotionally controlled. Strengths: planning a sales strategy, anticipating follow-up to questions, well prepared to answer questions, can explain features and benefits. Good fit: in businesses where customers buy complex or high-tech products, when customers want to understand the pros and cons.
Interpersonal—selling is based on personally connecting with others; is warm, sincere, cordial, and diplomatic. Strengths: excellent in building interpersonal goodwill and trust, great follow-up and loves customer service. Good fit: Customers buying a long-term relationship and not just a product, customers who must implicitly trust the seller.
Contact us
If you want to discuss your recruitment needs, please contact:
Tom Sorensen
Partner
T: +66 2 205 8240
E:
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