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 organisations for the selection, development and management of people.

The science behind the art of recruitment

(At least) 5 reasons to use good psychometric assessments

Aptitude and Ability

Ability or aptitude tests are consistently shown to be one of 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
• High predictive validity
• Online 24/7
• Mobile-enabled

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)

Situational Judgement Tests: These tests assess an individuals ability to choose the most appropriate action in various workplace situations that they would encounter in the role they are applying for. We have Situational Judgement Tests for a range of levels Including Graduate, Management and Executive.

Personality Assessments

We use the most powerful, science-backed, modern personality questionnaires for accurately 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 assessments offers that insight, and it makes real business impact.

With our predictive personality questionnaires, you are able to identify the behavioural competencies that directly impact job performance in a particular role and the individuals most likely to demonstrate them.

An understanding of an individual’s personality helps you to:

• Match candidates results to the behavioural competency requirements of the role
• Find the best match and so identify the best candidates for a role
• Predict performance in a role
• 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

Discovering Derailers:
When we are tired, stressed, under pressure, distracted we can over-rely on our strengths. It makes sense - our strengths are what come easiest to us. But when we rely on our strengths without awareness, we can inadvertently overplay them and so what is usually a strength morphs into something less than ideal. Let me give you an example. Someone who is usually assertive and filled with conviction may overplay that strength when under pressure and, to others, seem arrogant or grandiose.

Often its others who see our derailers and we are less aware of them. This is what leads to reputational damage.

Situations where derailers might emerge include those involving high stress or change, multi-tasking, task saturation or accomplishment, poor person-job fit, or when an individual feels so comfortable in his or her work environment that little or no concern is given to public image. Derailers have the risk of impeding effectiveness and eroding the quality of relationships with customers, colleagues and direct reports.

Fortunately, being aware of ones derailers is often half the battle won. Once we know our derailers and find ourselves in pressure situations, we can actively manage ourselves and mitigate our derailers.

Organisations around the world rely on the HDS for identifying behaviours that disrupt or interfere with effective performance. HDS has great value in terms of shedding light on critical blind spots, increasing strategic self-awareness, improving team functioning and driving personal growth.

Integrity

Detecting who is going to cause problems in your company
Here is a terrible statistic. One high performing employee is four times more productive than the average employee. One toxic employee (and this comes in a couple of different forms as you know) will cost an organisation the equivalent of two high performers. That’s the equivalent of eight average employees!




Absence from work, fraud, or dangerous conduct causes a lot of damage.

Its important to know BEFORE you hire is an individual is likely to engage in counterproductive behaviour that would have a negative impact on your people and on your business’ success.

Of course, the vast majority of your employees are likely to be wholly professional and honest but 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 risk be prevented? The answer, fortunately, is yes.

We have a range of integrity assessments that reliably predict who is likely to engage in counterproductive work behaviour. Protect your people and protect your business by assessing for this before allowing access into your company.

Decision Making Potential

The Matrices of Intellectual Reasoning assessments, or MIRa, measures an individuals’ capability to perform certain tasks on different levels of complexity/difficulty. Their ability to learn new skills and knowledge are based on their potential capabilities and cognitive ability, as described by Elliot Jacques’ Stratified Systems Theory (1989).

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

THEME OF WORK	MAIN CONTRIBUTIONS
TANGIBLE BRILLIANCE Practical	Making or doing something concrete that can be fully specified beforehand. Technical or procedural in nature. Quality and precision are most important factors of output – often repeated. Practical, based on skill, expertise and concrete knowledge. Managing self and using expertise in a practical way to ensure that time, skills, equipment and materials are employed without wastage or misuse. Manage self by managing own work schedules. Typical jobs include Administrator, Call Centre Agent, Machine Operator, Cashier, Credit Clerk.
EXCELLENCE CLARIFICATION Structured Discretion	Responding to particular situations so as to ensure that the best methods are employed to provide good service. Discretion is used in each situation. Providing service to customers/clients/situations in sensitive response to their needs, as well as to staff in framing and supporting their work. Solving problems where answers are not very clear by using knowledge and experience. Structured and routine based environment with some flexibility of choice. Includes supervisory, 1st level specialists, professionals and service providers. Typical jobs include Accountant, Analyst, HR Business Partner, Pharmacist, Planner, Supply Chain Technician.
STRATEGY EXECUTION Efficient	Maintaining and improving the practices and systems being used to realise the purpose of the organisation. Constant awareness of the goals. Making the most of all resources including people, finances and technology and integrating all parts of the operational unit. Implementing and fine-tuning systems/practices which can adapt to change and ensure viability for the organisation. Encompasses full spectrum of middle management, senior specialists and professionals. Typical jobs include Industrial Engineer, Operations Manager, Sales Manager, Legal Councillor.
STRATEGY CONTEXTUALISING Business Unit Strategy	Developing strategies to keep the company aligned to what is required to be viable and successful in the future. roviding insights and analysis on trends that may impact the profitability of the business in the medium to long term. Leaders at this level usually lead other managers in the organisation. Typical jobs include Client Services Director, Financial Director, Business Development Executive, Managing Director.
STRATEGY CONCEPTUALISING Big Picture	Keeping the organisation viable as a long-term financial and social entity by sustaining the external and internal well-being of the organisation in the light of changes in the socio-economic, political and technological environment. Establishing the organisation within its industry both locally and globally. Scenario planning against the backdrop of a kaleidoscope of continuous change, e.g. market changes, political changes, changes in communities. Disorder and uncertainty are welcomed and used as a resource. Typical jobs include Chief Executive Officer, Managing Director of Multinational, Group Executive

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.


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.

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 Assessments can 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, can be used in many, but not all assessments so be sure to follow the instructions on what device to use.

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.

What can I do to counter nervousness?
Nerves are normal! Being nervous is related to a situation – in this case, taking and performing well on an Online Assessment.

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.

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 so go ahead and try out some tests on the websites - see above

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 environment and sufficient time to work through the test from beginning to end. Be sure to turn off your phone, and inform your family or housemates 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. But, for many positions, multiple tests are required and you don’t need to do them all at once. So take breaks in between. You usually have several days to complete all the necessary tests. It is important that you check the deadline given in your invitation email.

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 us so we can unblock the test for you.

How can you determine if its really me doing my Online Assessment?
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. Many products have proctoring included. Here you will need to give permission for your camera to take intermittent screenshots of you taking the test. 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. Behavioural or personality questionnaires generally are not timed but ability tests will have a set time limit.