Found 31 results

Our personality assessment is based on six major dimensions of personality i.e. HEXACO model. The factors that make up the HEXACo model: Honest-humility
Emotionality
eXtraversion
Agreeableness
Conscientiousness
Openness to Experience
We provide three different types of reports which can be used by interviewers. Please refer to the reports section for further information. We provide lots of support to help our clients use our tailored assessments, including full debrief sessions before interviews commence to answer any questions arising and to do a deeper dive into the candidates’ personality, ability, and derailment reports.  Note: The SOVA Cognitive ability tests (verbal, numerical, and logical) are timed tests although the time is not present on screen. Therefore, we ask candidates to work as accurately and as quickly as they can – remember, ability tests measure maximum performance.

This test provides your candidates with an opportunity to demonstrate the style and approach they prefer to take towards challenges at work. The picture they provide will help us understand how they see themselves in relation to working in a graduate or managerial role.

They will be presented with a sequence of scenarios describing a situation or challenge. They will also see a selection of possible approaches that they could take to respond to the situation or challenge described in the scenario.

For each scenario, they will be expected to tick the most effective or least effective approach they would take in each fictitious scenario.   

Provides a realistic job preview

Map competencies to your organisational framework providing candidates with a more realistic job preview compared to relying on interviews alone.

Eliminates hiring bias

Measure how well candidates respond to a host of work related scenarios, allowing you to find the most competent candidates for the role.

Saves time & hiring resources

Allows candidates to self select out if they realise the job isn’t a good fit for them - saving you valuable time and resources.

When used alongside other psychometrics, such as personality questionnaires or cognitive ability tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Are you looking to develop bespoke situational judgements tets or looking to host your own test on our platform? 

We are Business Psychologists with over 25 years of experience in developing tests. Our Psycruit platform is ready to host your own test. Please contact us by support@talentgrader.com who will be able to help you with your enquiry. Talent Grader is one of our authorised partners in the UK. 

The Prevue Assessment was developed by Professor David Bartram and Dr Pat Lindley. It is a high quality comprehensive psychometric measure which assesses:

• Abilities - 3 areas + an overall measure
• Motivation and interests – 3 areas
• Personality – 13 areas

The Prevue Assessment has been designed to be quick and easy to use. It is useful for all occupations and can be used comfortably from age 15+.

What does the Prevue Assessment Measure?

It measures Abilities, Interests and Personality in one straightforward measure which takes about an hour to complete if handled in one sitting.

Abilities - Verbal, Numerical and Spatial Abilities – combining these to produce a general abilities scale

 Motivation & Interests - the extent to which the individual is interested in working with people, data and with things

Personality – 12 scales around 4 core themes (from the “big 5” model) – Independence, Conscientiousness, Extraversion and Stability. (The subscales measure cooperativeness, assertiveness, innovation, organisation, group orientation, outgoing ness, poise and excitability.)

 Social Desirability - The extent to which the individual presents a favourable picture of themselves

Mental Toughness describes the mindset that every person adopts in everything they do. It is closely related to qualities such as character, resilience, grit, etc. It is defined as: “A personality trait which determines, in large part, how people respond to challenge, stress and pressure, irrespective of their circumstances”. Most personality models and measures assess the behavioural aspects of Personality (how we act).

Mental Toughness differs in that it assesses something more fundamental – “how we think”. In other words, why we act and respond emotionally to events. It enables us to understand mindset in a very practical way. Research carried out under the direction of Professor Peter Clough of Huddersfield University identified by 2002 the four key components (constructs) of Mental Toughness. These are called the 4Cs. In 2017, work by Doug Strycharczyk, Dr John Perry and Professor Clough, allowed the concept to be expanded to eight factors to be understood and assessed around the 4Cs. This is shown below:

Mental Toughness Scale What does MTQ assess… the 8 Factors

CONTROL	Life Control – I really believe in myself, I can do it Emotional Control – I can manage my emotions and the emotions of others
COMMITMENT	Goal Orientation – I set goals and like the idea of working toward goals Achievement Orientation – I do what it takes to keep promises and achieve goals
CHALLENGE	Risk Orientation – I stretch myself, welcoming new and different experiences Learning Orientation – I learn from what happens, including setbacks
CONFIDENCE	In Abilities – I believe I have the ability to do it, or can acquire the ability Interpersonal Confidence – I can influence others

 

Why is Mental Toughness important?

Published research and case studies from around the world show that Mental Toughness is a major factor in: • Performance – explaining up to 25% of the variation in performance in individuals

• Agility - Positive Behaviour – more engaged, more positive, more “can do”, dealing well with change

• Wellbeing – more contentment, better stress management, less prone to bullying

• Aspirations - more ambitious, prepared to manage more risk It is a major factor in retention, particularly in higher education, employability and is a key aspect of an organisation’s culture.

It has applications in virtually every sector. In the world of work, it is key for leadership and staff development, particularly within change programmes as well as in talent management programmes. It is also widely used for developing young people in education, in youth work and social mobility programmes.

Can we develop Mental Toughness?

We can. We can either help someone change their mental toughness or we can show someone how to adopt the behaviours that a mentally tough person would adopt. Either way, many of the benefits of developing mental toughness can be achieved. 

MTQ48 is a really valuable tool. It certainly makes you think about your performance and positive behaviour – and what you can do about both. We liked the report structure which equipped the manager/coach and the individual with relevant information and practical development suggestions.  -Liz Chandler Director for Corporate Development, Merseytravel

What is the Integrated Leadership Model (ILM72)?

The Integrated Leadership Model is the result of a major study carried out by AQR International in 2005. Carried out by Dr Nollaig Heffernan under the supervision and guidance of Professor Clough and Doug Strycharczyk, CEO.

The study looked at over 50 leadership models and found that all had their origins in the same components - 6 scales which represented the different aspects of leadership style.

This confirmed that the essence of leadership was consistently based on a number of key notions. The study did not develop a new model of leadership, more accurately it “brought order to the chaos that is leadership theory and practice”. Equally importantly it provided an accessible and very practical framework for understanding and developing leadership practice. Further research carried out by Clough & Strycharczyk within the same programme showed that there were three core competencies which are crucial for leadership effectiveness.

An important by-product of the programme was the development of a reliable psychometric measure - ILM72 – which assesses both the specific scales (style) and the global scales indicating leadership effectiveness. These map to almost all leadership models.

Assessing Leadership Style and Leadership Effectiveness

The ILM72 is a seventy-two item questionnaire which produces output on both leadership style and leadership effectiveness factors. The measure produces development reports for individuals, for coaches/managers as well as generating questions for reflection and understanding.

The measure can also be used to assess difference before and after an event to determine where development has occurred. Bringing effective evaluation into the picture.

A tool for organisational development

Importantly it is possible to aggregate data for a group or even a whole organisation, through an OD report, to get a picture of the prevailing leadership style – an important aspect of culture. This enables users to assess whether the given style is appropriate and exactly where leadership style might be developed. This is fundamentally important.

 

Participants report an increased level of selfawareness with regard to their own leadership style. The reports enable them to identify their strengths and areas for development, which are invaluable in their day to day role as a leader and in creating a personal development plan. -Sandra Keith, HRD Bristol

This assessment is designed to mirror the kinds of conversations you would have with colleagues, candidates and clients in your role as a recruiter.

You will be presented with a short message outlining the scenario we are asking you to imagine yourself in. You will then receive a number of messages from colleagues, candidates and clients, which will present you with questions and issues for which you will have to provide a response. For each question you get, you will be given a number of response options to choose from. There are no right or wrong answers; just pick the response which is most closely aligned with your typical behaviour and values.

This assessment is comprised of 12 questions and there is no time limit.

What does this assessment measure?

Message Me assessments help recruiters measure candidate behaviour in relation to the role they’re applying to.

Message Me assessments can provide additional value when combined with Psycruit personality questionnaires. Recruiters will be able to create a more well rounded picture of their candidates, allowing them to find and hire only the best candidates.

This test provides your candidates with an opportunity to demonstrate the style and approach they prefer to take towards challenges at work. The picture they provide will help us understand how they see themselves in relation to working in a contact centre role.

They will be presented with a sequence of scenarios describing a situation or challenge. They will also see a selection of possible approaches that they could take to respond to the situation or challenge described in the scenario.

For each scenario, they will be expected to tick the most effective or least effective approach they would take in each fictitious scenario.   

Provides a realistic job preview

Map competencies to your organisational framework providing candidates with a more realistic job preview compared to relying on interviews alone.

Eliminates hiring bias

Measure how well candidates respond to a host of work related scenarios, allowing you to find the most competent candidates for the role.

Saves time & hiring resources

Allows candidates to self select out if they realise the job isn’t a good fit for them - saving you valuable time and resources.

When used alongside other psychometrics, such as personality questionnaires or cognitive ability tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Are you looking to develop bespoke situational judgements tets or looking to host your own test on our platform? 

We are Business Psychologists with over 25 years of experience in developing tests. Our Psycruit platform is ready to host your own test. Please contact us by support@talentgrader.com who will be able to help you with your enquiry. Talent Grader is one of our authorised partners in the UK. 

Checking tests assess candidate's ability to compare information quickly and accurately, and check the correctness of data. They will be required to learn a set of system rules before applying these to check for errors in a data set. This provides an insight into their level of detail focus and skill at producing high quality work.

Suitable for: 

For roles with a high need for attention to detail, spotting errors in material or inputting data. Test uses multiple choice questions under timed conditions to see whether candidates can quickly and accurately find the errors between two pieces of reference material.

Points to remember:

• Assesses aptitude for attending to detail and spotting errors
• Corroborate information from two sources

Difficulty levels: 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration.This level contains 16 items to be completed in 5-10 minutes. This is an untimed test. 

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

• Numerical 
• Verbal
• Abstract
• Mechanical
• Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Numerical ability test measures how well someone can understand, analyse and perform calculations on numerical information. 

Suitable for: 

For roles where candidates will need to be comfortable with numbers, mathematical functions and interpreting data. Candidates use number-based reference material to answer multiple choice questions involving basic arithmetic, averages, percentages and ratios. Tests are timed and candidates are able to use a calculator throughout (one of their own, not built into test). 

Difficulty levels: 

Expert - Utopia : This suite contains high level reasoning tests for top level managers, professionals or graduates. This level contains 16 questions to be completed in 20 min. 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration.This level  contains 16 questions to be completed in 18 min. 

Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles. This level contains 16 questions to be completed in 15 min. 

Recruitment Industry Numerical Assessment is also available with 8 questions to be completed in 10 min. 

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

• Numerical 
• Verbal
• Abstract
• Mechanical
• Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

This test has been designed to measure the candidate’s ability to understand written information.

Suitable for: 

For roles where candidates will need to have to comprehend, analyse and draw conclusions from written information. Tests present a paragraph of text about a given topic, candidates must then decide if a series of statements are true, false or cannot say by evaluating the information under timed conditions.

Difficulty levels: 

Expert - Utopia : This suite contains high level reasoning tests for top level managers, professionals or graduates.This level contains 16 questions to be completed in 11 min. 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration. This level contains 16 questions to be completed in 9 min. 

Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles. This level contains 16 questions to be completed in 10 min. 

Recruitment Industry Numerical Assessment is also available with 8 questions to be completed in 5 min. 

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

• Numerical 
• Verbal
• Abstract
• Mechanical
• Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.