Products

Personality Questionnaires

 

In selection or development, having an image of someone’s personality provides valuable information for deciding how well he or she fits in the company culture or against the job requirements, or for highlighting tendencies, patterns reflecting in strengths and development needs.

 

The Occupational Personality Questionnaire (OPQ)

 

The OPQ represents a series of questionnaires designed to assess the preferred or typical behaviour of individuals in a way that is relevant to the field of work.

Based on self-description, the OPQ measures more than 32 personality traits and is designed specific for behaviour at the work place. The OPQ has a variety of possible applications including selection, development, team building and counselling.

 

Ability Tests

 

Ability Tests are designed to measure current ability and future potential for different types of work skills. In contrast to general intelligence tests, they assess the specific abilities relevant to a certain job.

 

SHL’s ability tests may be applied to assess the competencies relevant to a wide range of occupations; SHL has developed a portfolio of ability tests to assess a range of work-relevant aptitudes across all levels of an organisation, from entry level through to leadership positions.

SHL’s ability tests are based on thorough psychological research – as a direct result of which their psychometric characteristics are valid and reliable. During their development, it was fundamental to ensure that their relevance to the world of work is apparent already at first glance, and that they adequately model the key characteristics of the given job or position to be assessed. It was likewise of crucial importance not to use any overly specialised terms or expressions throughout the test. Last, but certainly not least, SHL’s ability tests are remarkably cost-effective: a large number of mistakes may be eliminated at a minimum of costs – which mistakes might, at a later date, cost the company exorbitant amounts of money

 

Ability tests are most powerful when the tests have been designed to assess specific aptitudes which are relevant to the job for which the candidate is being considered.

The results of an ability test are compared to those of a ‘norm group’ so that a relative assessment of performance can be made.

Ability tests help organisations identify unsuitable applicants, and those most likely to perform well in the job.

 

Please contact us to discuss your needs or to get more information.

 

 

 

Simulation Exercises

 

  Group Exercises

 

In group exercises, a problem is given to seven or eight people who should discuss it in a group. During the exercise participants can learn about their behaviour in a group and also about the possible team-type roles.

 

  Role Play Exercises

 

In role play exercises candidates interact with an assessor playing the role of a customer, supplier or colleague, either face-to face or over the telephone.

 

  In-Tray Exercises

 

In in-tray exercises candidates are given a file of papers providing information about issues that need to be addressed. Tasks include sorting and organising this information, prioritising the different issues, making decisions and writing reports.

 

  Analysis Presentation Exercises

 

In analysis presentation exercises, candidates receive a written brief, a description of the company and several data, based on which they have to perform an analysis and present recommendations and suggestions, followed by answering the assessor’s questions.

 

Please contact us to discuss your needs or to get more information.

 

 

360° Feedback

 

For a modern organization to evolve, the people working within the company need to adapt. For this to happen successfully, they first of all need to know how they are currently performing and what needs to be changed.

 

The traditional “top down” approach, whereby only an individual’s boss or line manager provides feedback in a performance appraisal, has to be limited. In a 360° feedback and development project, there are different feedback providers: managers, direct reports, peers, colleagues and/or customers – and they can each provide a different perspective on an individual’s performance.

 

SHL, as a world leader in the objective assessment and development of people, jobs and organization, delivers through The Inventory of Management Competencies (IMC) a scientifically validated assessment tool for the management level.

The IMC (Inventory of Management Competencies) enables a structured assessment of a person’s performance. The report provides a complete picture of a person’s performance from a variety of different viewpoints, on a 2-page profile. This provides clear and succinct 360° information enabling easy identification of “blind-spots”.

The IMC is a questionnaire completed by the assessed person him or herself and by peers (including team members, line managers and/or subordinates).

 

Psychometric instruments have proven their usefulness in assisting the selection of the most suitable candidates for different positions within a company and providing objective references on how to make the performance of an individual more efficient.

Psychometric Tests can contribute to a selection process by ensuring that candidates are treated equally on properly administered and relevant exercises. Psychometric Tests can be used to challenge stereotyped judgments that can be made during an interview and to enable a more objective analysis than is possible by interviewing alone.

Most importantly, as research has proven, tests have been found to be great predictors of job success, more than any other method of selection.