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Psychometric Testing
So many tests available, how do you decide which to use? Should you choose one of the easy access sites that requires minimal training?
We can offer advice on which is the most appropriate to use.
We can provide test administration and undertake sensitive, in-depth feedback sessions. This can be followed up with a discussion of implications and recommendations.
Denise is level A and B qualified and able to use a wide range of psychometric tests including the OPQ, 16PF5, MBTI, Firo-B, Firo Elements, Strong Interest Inventory, Thomas Kilmann Conflict mode assessment, Highlands Ability Battery and Saville Consulting Wave plus access to literally hundreds of ability tests for use in recruitment.
Psychometric testing can be used in recruitment (to find out more about the individual and to use to follow through in interview) and development to help people increase their self knowledge.
To enable you to significantly increase the likelihood of taking on or promoting the right person, we can provide an independent, objective assessment. We can:
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administer appropriate psychometric tests
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provide sensitive feedback to candidates in an in-depth interview
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provide a personal profile report
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discuss with the client the implications and recommendations
Read about Denise's experience in this area >>
For a more detailed discussion please contact Denise >>
The 16 Personality Factor questionnaire is the most well known of all psychometric questionnaires and has been in existence for over 50 years. It is used in recruitment and personal development.
The MBTI (Myers Briggs Type Indicator) is a self-reporting personality inventory, designed to help individuals understand themselves. It helps people comprehend their natural preferences, motivations, and potential areas for growth. It aids in understanding others, particularly those with different types.
FIRO-B is a brilliant partner to the MBTI. Where the MBTI sorts your natural thinking style into some well-recognised patterns, FIRO measures your actual behaviour against three dimensions - inclusion, control and affection. In each case you will identify how much of each you want to receive, and also how your behaviour is congruent, or not ,with what you actually want. It is the start of a in-depth understanding of behaviour and whether you want to (or not) make changes. If you choose not to make changes you will have raised your awareness of the consequences.
The Strong Interest Inventory questionnaire provides a solid, dependable guide for career development and is the most valid, powerful and up-to-date measure of its kind. It has recently been revised and is useful if you are at a career cross roads, and seeking to find out which type of job might really suit you.
The Thomas-Kilmann Conflict Mode Instrument identifies five different styles of conflict management. Each one has its place, but most of us have only one or possibly two 'default' styles. Knowing which they are is the start of developing a more effective repertoire of skills in managing conflict.
Highlands Ability Battery enables you to find out your natural abilities and help you to become better motivated in your current work or get another job which suits you more.
Saville Consulting Wave is the most significant advancement in assessment in thirty years. It goes beyond personality, beyond motivation and beyond culture. If you want an assessment for sophisticated applicants, this is the one to choose.