Online Psychometric Assessments

Psychometric assessments of candidates for recruitment, development and succession planning.

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Our assessments meet the highest psychometric standards while being a positive experience for test-takers and enhancing your company brand with applicants.


ONLINE PSYCHOMETRIC ASSESSMENTS

Innovative, scientifically validated best-in-class assessments designed by international leaders in the online assessment field.





Why Assess

Scientific Assessments are powerful tools used by organizations for the selection, development and management of people.

The science behind the art of recruitment

5 reasons to use psychometric testing


Better than Gut Feel
Human instinct has little better ability to predict who will be successful than rolling a dice, and interviews a predictive validity similar to putting applicant names in a hat and pulling one. Good psychometric assessments however can give a predictive validity of around 0.6 – 0.7. They can reliably predict who will be your best performers. In practical terms, 17 of the 20 best performers on the tests will prove to be above average job performers. Definitely better than gut feel.

Education level may not indicate abilities
Psychometrics are standardised. They give all candidates the same opportunity to demonstrate their reasoning abilities, skills and behavioural competence, regardless of where they obtained their matric or degree from. Psychometrics ensure that all candidates are treated fairly and measured against a common yardstick.

Organisational Gains
The use of psychometrics can lead to substantial gains for an organisation in terms of increased output and efficiency, better quality staff, higher morale, more effective performance, lower training costs and reduced turnover. Independent studies show that those using assessments in both pre-hire (talent acquisition) and post-hire (talent mobility) see:
- Revenue +12 % and profit + 11 % per FTE **
- 47 % greater hiring manager satisfaction
- 15 % greater 1st year retention
- 18 % greater new-hire performance
**Full-time equivalent (FTE) is a unit that indicates the workload of an employed person in a way that makes workloads comparable across various contexts. An FTE of 1.0 is equivalent to a full-time worker, while an FTE of 0.5 signals half of a full work

Creates a Positive Employer Brand
Globally, 52% of organisations across 14 countries now use online assessments.
A fair selection process creates a powerful first impression of an organisations brand. As does a professional, easy to use, technologically streamlined online assessment process. Use both to help to position you as an employer of choice.

No Psych Babble
Our psychometric reports are designed to provide data on the key behaviours and abilities required for success in the role. They are not full of psych babble. They are beautifully designed, succinct and relevant to the role. They include a talent match score, based on your organisations decision model, comparing candidate results against those criteria identified as key. The clearly reported results, talent match score and summary of key strengths and limitations in the role makes it easy for you to make informed decisions.


If you are not yet using psychometric assessments for your talent decisions, it’s time to get in touch with us at Equinox.



Aptitude and Ability

Ability or aptitude tests are consistently shown to be the best predictors of workplace effectiveness.
Using the right ability tests as part of a recruitment process can bring a significant return on investment by helping to ensure the right person is chosen for the role.

Our aptitude assessments are from a comprehensive portfolio of tests used for a range of roles. They clearly measure a variety of abilities depending on the role requirements. The portfolio includes measures of verbal, numerical, diagrammatic, abstract logical, error checking, spatial, administrative and mechanical aptitudes that predict the ability to work with words, numbers, systems, logic, details, designs and equipment.

Our tests offer:
  • A positive candidate experience
  • Shorter completion times with high validity
  • Modern content and design
  • User-friendly reports
These assessments identify high-caliber talent quickly, efficiently, accurately and securely. Highly effective in predicting job success, they objectively measure the aptitudes or abilities identified as important for success in the role.

Our range includes:
(please note that samples given are only an indication of the test type and are not the actual test. The actual test will vary depending on the level and type of position)

Verbal Reasoning
Ability to evaluate the logic of various kinds of argument as presented in written form. The test measures the ability to determine the support for conclusions drawn using content that typifies a variety of work settings. The test emphasises understanding, using and evaluating verbal information rather than language usage, spelling or grammar. Candidates who perform well on this test tend to have the capacity to readily understand reports and documents.



Numerical Reasoning
Ability to make correct decisions or inferences from numerical or statistical data. The test is intended to measure the ability to work with numerical data in a realistic workplace context. The emphasis in these tasks is on understanding and evaluating data rather than on computation. Candidates who perform well on this test tend to have the capacity to understand numerical data and interpret numerical information correctly.


Diagrammatical (logical) Reasoning
Able to understand complex concepts and assimilate new information outside of previous experience. This test measures the ability to work with incomplete information and create solutions to novel problems from first principles. Candidates who perform well on this test will have a greater capacity to reason logically and flexibly.


Error Checking: measures the ability to compare information quickly and accurately. Critical to ensure quality of work.


Information handling: measures information competence in complex situations. The task is to act as a substitute for a project manager and to be responsible for that person's email inbox. The handling of the test is analogue to modern office software; this means new emails arrive whilst completing the test.


Ability to Concentrate: measures the ability to concentrate. The task is to react to different elements in a certain way as fast as possible. Can be used for screening for roles which require concentrated control of details, e.g.: - call centres / service centres, - data entry, - secretariat, - access control, - quality assurance, - monitoring.


Numeracy: measures basic numeracy. Each task of the test consists of an equation with gaps and a given result. The task is to fill the gaps with numbers so that the given result is correct. The test prevents that participants using a calculator get any advantage.


Learning Potential: measures the ability to memorise the right order of shortly shown objects. As the test contains multiple sections, it further measures learning aptitude.


Memory for faces: measures the memory for faces. The task is to select the correct surname of the previously shown persons. Potential analysis and screening for all professions with direct customer contact.


Multi-tasking: measures the ability to perform several tasks simultaneously. The measurement takes place in subsequent segments, so that the gradient of the multi tasking performance can also be measured.


Spatial Reasoning: measures the ability for reasoning spatially. The tasks consist of geometric shapes with labeled areas. The task is to create a pattern which, if folded, forms a shown geometric shape. Potential analysis and screening for: technical and mechanical jobs; - engineer’s tasks; - medical tasks; - drivers.


Mechanical-Technical Understaning: measures the mechanical-technical understanding on several topics. Potential analysis and screening for all for all professions which require an understanding of mechanical and technical contexts such as: - technicians; - mechatronic engineers.


Deductive Logical Reasoning: measures the ability to deduce the missing element, given the rules. The task is to choose the correct operators to receive a certain result. Potential analysis and screening for all jobs and levels in the following areas: IT; Engineering; Electrical engineering areas.


Monitoring Ability: measures the ability to quickly identify the number of moving objects. Potential analysis and screening for all professions which require high monitoring ability as well as high cognition and perception speed such as: Controlling; Safety inspectors; Pilots and air traffic controllers.


Reactivity: measures the ability to react as fast as possible when two equal objects appear on the screen. Potential analysis and screening for activities which require fast reactions, high concentration and attentiveness such as: Call centre / service centre; Data entry; Registry; Admission control; Quality Testing; Controlling. Also to determine general processing capacity and general cognitive performance.


Hand-Eye Co-ordination: measures the hand-eye coordination in a complex control task. The task is to avoid collisions in a tube whilst flying through it and encountering rotating obstacles with openings in the tube. Potential analysis and screening for all professions which require good hand-eye coordination such as: Pilots; Machine operators (crane driver, forklift operator).


Sense of Direction: in each task an arrow will be shown which shows the direction a vehicle is heading in from above. Afterwards, an arrow after a driving manoeuvre will be displayed. The task is to determine the direction of the driving manoeuvre from the driver's view as quickly as possible. This test has especially been created for potential analysis and screening for professional drivers, such as truck, train, bus and other drivers; Machine operators.




Personality Assessments

We use the most powerful, best-in-class personality questionnaires for predicting performance and potential.
Understanding what makes people tick, how they are likely to behave and the personal characteristics they bring to a role, will help make informed, higher quality selection, promotion and development decisions.

Personality assessment offers that insight, and it makes real business impact.

With our best-in-class personality questionnaires, you are able to identify the behavioural competencies that directly impact job performance and the individuals most likely to demonstrate these.

An understanding of an individual’s personality helps you to:
  • Match candidates results to behavioural competency requirements
  • Find the best match and identify the best candidates for a role
  • Predict performance
  • Appreciate how decisions are made, how stress is handled, how interactions are approached
  • Pinpoint development areas for training or coaching
  • Consider how a team may interact
Available Reports include:

Predicting Performance:
Our personality assessments have excellent predictive validities (0.57 & 0.54) …. But what does this mean in business terms?

The higher the predictive validity, the better you will be able to predict from the assessment who will deliver the best job performance.

So if you use a personality assessment with a moderate validity of around 0.3 the following applies:
  • 7 people out of 20 selected will prove to be in the top 20% of job performers
  • 1 person in 10 selected will prove to be in the bottom 20 % of performers
If however you use a personality assessment with a high validity of around 0.6 (ours are 0.57 and 0.54) then the following applies:
  • 10 out of the 20 selected will prove to be in the top 20% of job performers and 17 out of the 20 will prove to be above average performers
  • 1 person in 50 selected will prove to be in the bottom 20 % of performers
So it’s not just semantics what your instruments validity is, it has a significant impact on organisational performance and cost.
Source: Epsom Study: How valid is your questionnaire. 2007 (Saville Consulting Wave®, OPQ®, Hogan Personality Inventory & Development Survey, 16PF5, NEO, Thomas International DISC, MBTI and Saville Personality Questionnaire Compared in Predicting Job Performance) by authors: Professor Peter Saville BA, MPhil, PhD, FBPsS, C.Psychol, FRSA; Rab MacIver BSc, MSc, C.Psychol; Dr Rainer Kurz BSc, PhD, C.Psychol; Tom Hopton BA Experimental Psychologist.


Integrity

Detecting who is going to cause problems in your company
Absence from work, fraud, or dangerous conduct causes a lot of damage. Being able to predict counterproductive work behaviour is of great practical importance in order to save enormous costs.

The emissions scandal that rocked the automotive world is a recent reminder of the damage that can be done to corporate reputations - and bottom line results - by unscrupulous individuals and rogue teams in any organisation. Of course, the vast majority of your employees are likely to be wholly professional and honest but - as we also saw in 2008’s banking crisis in the UK and USA - every business is vulnerable to counterproductive behaviour and unethical actions from a small minority who may intentionally act against the interests of the organisation.

Counterproductive behaviour can include fraud, corruption, sabotage, betrayal of company confidentiality, theft and destruction of property. It can also include harassment and bullying of colleagues, aggressive or other harmful behaviour, illicit absence or malpractice.

This behaviour can stem from factors such as excess pressure, greed, hubris, opportunism, recklessness, boredom or simply from trying to cut corners on quality or maximise short-term returns.

The key question is: can this behaviour be prevented? The answer is yes.


As well as determining whether an applicant has the abilities, the potential and the cultural fit to succeed, organisations should also aim to identify whether they have integrity and strong moral principles; whether they’ll uphold ethical standards and the degree to which they’re vulnerable to counterproductive behaviour.

Over the years, assessment providers have tried to create psychometric tests that will help to identify trustworthiness. Some of these tests ask daftly overt questions, such as ‘Have you ever committed a crime?’ or ‘Are you currently planning mayhem?’. Often, guilt is assumed beforehand and rejected applicants are stigmatised as potential delinquents. In short, ethically dubious.

The good news is that integrity tests can now more accurately assess a candidate’s integrity, reliability, credibility and the degree to which they’re vulnerable to counterproductive behaviour. These instruments reveal a candidate’s propensity for Counterproductive Work Behaviours (CWB) as well as their likely degree of Organisational Citizenship Behaviours (OCB).


Significant research in the areas of dependability and integrity assessment clearly indicate that more conscientious, dependable, emotionally mature and agreeable individuals perform better in most jobs. They tend to be better team workers, score better on customer service measures and deliver work of a better quality. These individuals are typically also less likely to be involved in risky behaviours related to fraud, absenteeism, team conflict and safety incidents.

Studies show they have the same success rate at predicting whether someone is prone to counterproductive behaviour as expert interviewers could achieve in a 60-minute, structured ‘trustworthiness’ interview. In other words, these instruments can simulate the rigour of an in-depth structured interview by trained professionals, giving the same results but in a much quicker, more efficient and more cost effective way. Using these tests to ‘sift out’ the lowest scoring candidates in your applicant pool can increase the likelihood that you’ll recruit individuals who will act in the best interests of the organisation.

A key trend, according to a recent study surveying 2,776 HR, recruitment and talent practitioners across 14 countries, is that integrity tests are one of the fastest growing assessment tools due to a growing understanding that integrity, ethical working, loyalty, honesty, integrity and commitment effect the business and the bottom line.

The OBI Integrity Test was developed by Prof Hennie Kriek and Dr Anna Brown in South Africa for the specific purpose of screening and selecting individuals based on their propensity for corporate citizenship (dependability) and counterproductive work behaviour (integrity risk).

The integrity test can be used as part of the hiring process as a screener or selection tool. The questionnaire is completed online, unsupervised and takes approximately 20 minutes to complete.


Creativity & Innovation Test

Innovation is critical to the business success of many organisations. But knowing how creative and innovative someone is, can be hard to assess.

Innovation is the most critical factor in gaining competitive advantage – whether it’s through improvements to business processes, enhancements to products or services or by entering new markets. But to innovate requires creativity and the ability to put creative ideas into practical use.

Over the years organisations have sought to identify and measure creativity and innovation – in a reliable, valid, practical way. They want to spot potential to innovate early on in the selection process – and they want to do this online.

Until now, this hasn’t been possible, but with advances in technology and AI (artificial intelligence), an online, valid, reliable, objective test of creativity has been created by a leading international test developer, Sparks.

The online creativity test Sparks gives you:
  • A norm-based score of creativity which is objective, reliable and valid.
  • Online administration in 15 minutes and immediate scoring.
  • A tool capable of being used within initial selection processes – or as part of talent development.


Dr Achim Preuss, co-founder of cut-e Group comments, “Identifying those capable of innovation has been somewhat of the ‘holy grail’ in assessment – seemingly sought after but unattainable. Attempts in the past to measure innovation or creativity have resulted in tests being developed which either require strong drawing skills and so unfairly bias against those not so good at drawing, or need an unacceptable amount of time to score – or indeed may just not be measuring what is thought to be being measured. And yet, we know from our conversations with clients, an easy-to-use, quick and reliable test of innovation would form an essential part of a pre-selection range of tests. But it’s different now. With advances in technology – and having access to the capability of the Google websites – means that assessments of creativity can be more accurate and usable.”

The cut-e development team has been able to develop a valid assessment in which test takers are asked to create designs on-screen by combining different line drawings or objects presented to them. They are then asked to give a title to these created pictures. They are scored both on the number of pictures created and the validity of the titles given – and these are checked via a Google API.

Dr Preuss continues. “We’ve reviewed what it means to innovate and identified the key competencies for successful innovation processes – and we then worked out how best to harness artificial intelligent algorithms in combination with the Google website to deliver a reliable and valid online assessment in this area. Only a few years ago, the technology was not advanced enough to support the kind of test that we have created with sparks. We’ve not only tested out the items and their utility within a test, but ensured that the test is highly reliable and stands up to psychometric scrutiny.”



Decision Making Potential

This assessment is intended to identify an individual’s ability to operate effectively at increasing levels of complexity and uncertainty. Ideally there should be as good a match as possible between an individual’s capability and the responsibilities with which they are entrusted. When people are in flow they are energised, they feel they know where they are going, uncertainty is manageable and decisions come readily. When people are either over or under-whelmed by the challenges of their work there is a negative impact on efficiency that the out-of-flow condition can produce.

This assessment provides information on the individuals current capability as well as their likely potential capability in 5, 10 and 15 years, making it an excellent assessment for Development and Succession decisions.







Practice Tests

All you need to know about taking part in Online Assessments

Have you been invited to complete an assessment? Are you curious to know what it is like to do a test?

Especially when it is your first time completing assessments, you are sure to have questions! We have collected the most frequently asked questions around online assessments and have provided you with answers and a range of helpful tips below.

Ability tests are a typical part of the selection process, or for development within the workplace. Getting familiar with the types of questions and timing of the tests will help you feel more relaxed in the real test situation, and give you a better opportunity to show your true ability.

Here we give you the link to two sites that have been created to help you be prepared for tests that are used as a standard by leading employers. These tests may not be exactly like the tests you are asked to complete during your online assessment but they will be similar in their content and form.


www.getstarted.cut-e.com


www.savilleconsulting.com/practicetests

What types of tests are there?
There are several different tests that can be categorised as follows: If the aim of a test is to determine abilities such as concentration, logical conclusions or text comprehension, we refer to them as performance tests. Qualities such as willingness to cooperate, ambition or sensitivity are determined with the aid of personality questionnaires; specific professional knowledge is determined with the help of knowledge tests.

Why is Online Assessment being used more and more frequently?
Online Assessment have some very clear benefits in comparison to traditional assessments: Firstly, no supervisors or invigilators are needed for Online Assessment. This means that ‘gut feeling’ plays no role, neither while taking the test nor during the assessment so Online Assessments are very objective. Secondly, Online Assessment can also predict with a relatively high degree of accuracy, how suitable a candidate is for a specific position.
Over and above this, there are also some very practical advantages:
  • An applicant can complete the Online Assessment at any time from anywhere e.g. from their home. This saves travelling costs, and it also has the advantage that the test can be performed in the applicant’s own familiar, stress-free environment.
  • The automated evaluation of results saves both time and money.
  • From a company’s point of view, the relatively limited amount of time required is one of the main attractions, as it enables the inclusion of a large number of candidates in the pre-selection process.
What type of computer do I need?
Basically, any computer can be used. You simply need Internet access and a browser (e.g. Google Chrome or Mozilla Firefox). It is best to use one of the newer browser versions because the very old versions are no longer supported. You need FlashPlayer for doing the actual test – this software is often required for gaming sites. (Google Chrome has flash player built it). Smartphones or tablets, however, cannot be used in all assessments.

Do I need any aids?
You don’t need anything except a computer with a browser and Internet access. Other aids are generally not required. However, for some of the tests it is useful to have a calculator or perhaps pen and paper at hand. Some of the exercises, for example, are made up of various steps, the results of which you might want to jot down so as to make it easier to find the solution in the end. If any kind of aid is required or could be helpful, you will be informed accordingly in the instructions to the test.

Is specific prior knowledge required?
You don’t need any special prior knowledge. However, it is a good idea to familiarise yourself with online tests before tackling the Online Assessment.

How can I practise and where?
Two places you can practice are www.getstarted.cut-e.com and www.savilleconsulting.com/practicetests. Here you will have the opportunity to see and practice various typical online tests and familiarise yourself with the use of the functions.

What can I do to counter nervousness?
Getting nervous doesn’t automatically make you a nervous person. Being nervous is related to a situation – in this case, taking an Online Assessment. You are expected to perform, but the performance could be rated bad.

Actors describe the nervousness that suddenly plagues them before a performance as “stage fright”. And most of them don’t really want to get rid of it completely because nervousness can have a very positive effect on their performance.

Remind yourself that nervousness is absolutely normal. A certain amount of pre-test nervousness has a very positive effect: It channels your attention and mobilises your energy. You will probably feel a little better when you know what to expect. You can try various tests on the websites www.getstarted.cut-e.com and www.savilleconsulting.com/practicetests.

When should I do the test?
A great advantage of online assessments is that you can do them whenever you want to. If you’re a night person, there is no reason why you shouldn’t do the test at night. It’s just important that you feel well and alert – don’t do the test when you e.g. come home from work or school and feel tired or after doing strenuous sport.

What else should I keep in mind?
Ensure that there are no interruptions or distractions while you are working on the tests. Once you have started the actual test, you can’t interrupt it and continue later – for this reason it is important that you ensure that you have both a quiet atmosphere and sufficient time to work through the test from beginning to end. Be sure to turn off your telephone and your cell phone, and inform your family or flatmates that you do not wish to be disturbed until you have finished the test.

Can I take breaks?
Once you have started a test, you cannot interrupt it. Please ensure that you are not disturbed during this time.For many positions, multiple tests are required. However, you don’t have to do all of them at once. You usually have several days to complete all the necessary tests. It is important that you check the deadline given in your invitation email or letter.

What do I do if a test is suddenly blocked?
In rare cases technical problems can lead to the test suddenly being blocked, for example if the browser crashes while you are working on the test. But this is not a catastrophe. Simply contact the company who invited you to do the Online Assessment so that they can unblock the test for you.

How can you determine that I really do the Online Assessment myself?
First of all, you should be aware that it is illegal to allow somebody else to do the tests for you. If this should come to light, you would be excluded from the selection process immediately.
Often, retests are performed. This means that often if you are invited to an interview or 2nd Interview after the Online Assessment, you will be expected to complete a repeat module from the Online Assessment. If you cheated in the Online Assessment, it will come to light during the retest, at the very latest. It really isn’t worth cheating!

How much time do I have for an Online Assessment?
Generally you have several days to complete all the tests, and you can do the various tests on different days. However, it is important that you check the deadline given in your invitation email or letter. The individual tests are generally subject to a time limit. The exception is personality questionnaires that, as a rule, don’t have a time limit. This is not done to give us an indication of how you deal with stress situations, but rather for methodical reasons. If there was no time limit, all applicants would get all answers right and therefore all results would be the same, making the test a waste of time. It is quite normal that candidates are unable to answer all the questions in the time allowed.
GOOD LUCK AND PLEASE REMEMBER TO READ ALL INSTRUCTIONS CAREFULLY.