Talent Assessment

The Jasper Flexible Talent Assessment Technology (TAT) Platform

The Jasper Flexible Talent Assessment Technology (TAT) Platform

A Complete Cost Effective Hiring and Development Solution for Your Organisation

Psychometric tests are a standard and scientific method used to measure an individual’s mental capabilities and behavioural style. Psychometric tests are designed to measure candidates’ suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). They identify the extent to which candidates’ personality and cognitive abilities match those required to perform the role. Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview.

We have multiple approved psychometric testing instruments and a British Psychological Society Qualified Psychometrician. We can accommodate small one-off testing or larger batch or group testing

All of our tests are registered and not available off the shelf unless administered by a qualified person.

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A Complete Cost Effective Hiring and Development Solution for Your Organisation

Psychometric tests are a standard and scientific method used to measure individuals’ mental capabilities and behavioural style. Psychometric tests are designed to measure candidates’ suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). They identify the extent to which candidates’ personality and cognitive abilities match those required to perform the role. Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview.

Ability tests (or aptitude tests) are standardised methods of assessing an individual’s performance in different work-related tasks or situations. They measure potential rather than just academic performance and are frequently used by employers as indicators of how people will perform in a work setting.

Behavioural tests measure behavioral competencies. The combination of skills, knowledge, and traits in an individual cumulatively form behavioral competencies. Behavioural competencies are a job’s components that reflect in behavior and are observable in the workplace.

Psychometrics, motive and ability tests are used to judge a likely behavioural style or outcome in a work situation. They are never used in isolation but in collaboration with other data such as interviews, cv, and qualifications.

We have multiple approved psychometric testing instruments and British Psychological Society Qualified Psychometricians. We can accommodate small one-off testing or larger batch or group testing

All of our tests are registered and not available off the shelf unless administered by a qualified administrator.

Our AI cloud-based HR tools help you to:

  • Utilise the latest tech innovations for assessment & development initiatives
  • Assess talent across a broad range of job roles and levels by leveraging our world-leading assessment products
  • Create an engaging and virtual candidate experience
  • Automate your talent management processes
  • Develop tailored and focused assessment & development programmes
  • Assess securely and safely worldwide at anytime

Seamlessly Assess Throughout the Talent Lifecycle

End-to-end assessment solutions are accessible and configurable through a single assessment platform, providing an enterprise-wide platform for us to manage your complete testing based hiring and development needs on a project-by-project basis.

Strengthen Your Employer Brand

Personalisation options from start to finish mean candidate experience is prioritised, creating a seamless and world-class experience for either internal or external candidates.

Configure to Your Needs

Using our modular assessment approach allows us to create tailored assessment journeys – whether using multiple assessments, creating custom test batches, or leveraging virtual assessment centre approaches.

Tests Available

  • 16PF-6
  • 15FQ+
  • Personality & Values Questionnaire
  • Occupational Personality Profile
  • Jung Type Indicator
  • Values & Motives Inventory
  • Work Attitude Inventory
  • Adapt-g
  • Graduate Reasoning Test
  • General Reasoning Test
  • Critical Reasoning Test
  • Abstract Reasoning Test
  • Clerical Test Battery
  • Technical Test Battery
  • Occupational Interests Profile +
  • Learning Style Inventory

We have multiple approved psychometric testing instruments and British Psychological Society Qualified Psychometricians. We can accommodate small one-off testing or larger batch or group testing

All of our tests are registered and not available off the shelf unless administered by a qualified administrator.

To ensure that professionals using tests are appropriately qualified, the British Psychological Society has developed qualification standards defining the knowledge and skills that should be held by anybody using a psychological test. All of our tests require qualified administrators to administer them. We provide Occupational Psychologists who hold the requisite qualifications.

 


Contact us for more information using the “Please leave a message” application bottom right of this page.

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The 16PF+ Psychometric Testing Instrument

The 16PF+ Psychometric Testing Instrument

PSI 16pf® Sixth Edition

Backed by 70+ years of psychometric science, this single assessment unlocks a variety of application-specific reports designed to measure 16 Primary personality factors and five Global factors that predict on-the-job success.

Science with a proven history meets powerful modern technology.

Delivered exclusively on PSI’s industry-leading talent management platform, the new PSI 16pf® Sixth Edition combines over 70 years of psychometric assessment science with innovative cloud testing technology to create an engaging candidate experience and empower global businesses with the right data to make better human capital decisions.

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16pf® Sixth Edition

Backed by 70+ years of psychometric science, this single assessment unlocks a variety of application-specific reports designed to measure 16 Primary personality factors and five Global factors that predict on-the-job success.

Science with a proven history meets powerful modern technology.

Delivered exclusively on PSI’s industry-leading talent management platform, the new 16pf® Sixth Edition combines over 70 years of psychometric assessment science with innovative cloud testing technology to create an engaging candidate experience and empower global businesses with the right data to make better human capital decisions.

Trusted for reliable science. Enhanced by advanced technology.

Already one of the most widely-used, highly-reliable assessments, the 16pf® Sixth Edition leverages the latest in emerging technologies and data science to enhance the user experience and insight accuracy with a mobile-friendly assessment, secure global cloud-based delivery, and the implementation of Computer Adaptive Testing (CAT).

Now better than ever, the PSI 16pf® helps hiring managers:

  • Understand a candidate’s behaviour patterns through personality traits
  • Identify key personality characteristics that contribute to on-the-job success
  • Provide clear insights into a candidate’s expected performance
  • Create a legally defensible hiring process
  • Recognise a candidate’s potential for leadership and preferred leadership style
  • Conduct interviews and create employee development plans, based upon individualised assessment results

Build your perfect talent solution.

Through our versatile assessment platform, the 16pf® can easily be combined with other assessments we offer or integrated with any number of our innovative HR tools such as video interviewing, True-to-Life™ situational judgement tests, and virtual desktop simulations to create a holistic solution for your organisation’s specific needs.

Assessment details

  • Measures 25 work-related competencies across 16 primary factors and 5 Global factors used to predict on-the-job success
  • 155 multiple-choice personality items
  • 10-20 deductive reasoning items delivered via computer adaptive testing (CAT)
  • 20-30 minute approximate time to complete assessment
  • Normed on a stratified random sample of more than 2,528 adults based upon the 2015 American Community Survey published by the U.S. Census.
  • Instrument Language: English – US, UK, AUS*
  • Report Language: English – US Only*

*Additional languages are available.

We have multiple approved psychometric testing instruments and British Psychological Society Qualified Psychometricians. We can accommodate small one-off testing or larger batch or group testing

All of our tests are registered and not available off the shelf unless administered by a qualified administrator.

Psychological tests are used in all walks of life to assess ability, personality and behaviour. A test can be used as part of the selection process for job interview or to assess children in schools. Tests may be used to assess people with mental health issues or offenders in prisons, and are also used in the National Health Service.

To ensure that professionals using tests are appropriately qualified, the BPS has developed qualification standards defining the knowledge and skills that should be held by anybody using a psychological test.

Contact us for more information using the “Please leave a message” application bottom right of this page.

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The 15FQ+ Psychometric Testing Instrument

The 15FQ+ Psychometric Testing Instrument

The 15FQ is based on 15 of the 16 core personality dimensions that were first developed by Cattell and his colleagues in 1946. … This provides a more occupational orientated personality test as an alternative to the ‘Sixteen Personality Factor’* series of tests which are traditionally more clinically based.

The 15FQ+ is a normative, trichotomous response, a personality test that has been developed as an update to the original 15FQ. The 15FQ is based on 15 of the 16 core personality dimensions that were first developed by Cattell and his colleagues in 1946. The 15FQ applies Cattell’s personality dimensions directly to the workplace. This provides a more occupational orientated personality test as an alternative to the ‘Sixteen Personality Factor’* series of tests which are traditionally more clinically based. Since its development in 1991, the 15FQ has been used widely throughout the world and enhances its reputation as one of the most well-researched assessments of normal personality available today.

The 15FQ+ incorporates the same 15 core personality factors as in the 15FQ as well as a number of recent psychometric innovations. The 15FQ+ includes the additional measure of Factor B (intelligence) which was originally excluded from the first edition of the 15FQ.

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The 15FQ is based on 15 of the 16 core personality dimensions that were first developed by Cattell and his colleagues in 1946. … This provides a more occupational orientated personality test as an alternative to the ‘Sixteen Personality Factor’* series of tests which are traditionally more clinically based.

The 15FQ+ is a normative, trichotomous response, a personality test that has been developed as an update to the original 15FQ. The 15FQ is based on 15 of the 16 core personality dimensions that were first developed by Cattell and his colleagues in 1946. The 15FQ applies Cattell’s personality dimensions directly to the workplace. This provides a more occupational orientated personality test as an alternative to the ‘Sixteen Personality Factor’* series of tests which are traditionally more clinically based. Since its development in 1991, the 15FQ has been used widely throughout the world and enhances its reputation as one of the most well-researched assessments of normal personality available today.

The 15FQ+ incorporates the same 15 core personality factors as in the 15FQ as well as a number of recent psychometric innovations. The 15FQ+ includes the additional measure of Factor B (intelligence) which was originally excluded from the first edition of the 15FQ.

The Global Factors include:

  • Empathy
  • Emotional Stability
  • Enthusiasm
  • Socially-bold
  • Trustworthy
  • Direct
  • Conventional
  • Self-disciplined
  • Intelligence
  • Accommodating
  • Conscientiousness
  • Tender-minded
  • Concrete
  • Confident
  • Group-orientated
  • Composed

The Global Factors include:

  • Extraversion
  • Openness
  • Conscientiousness
  • Neurotic
  • Agreeableness

Additional Occupational Specific Factors include:

  • Emotional Intelligence
  • Management and Subordinate Styles
  • Team Role
  • Counter-Productive Work Behaviour

Furthermore, the 15FQ+ now incorporates an extensive range of response style indicators that include a dedicated social desirability scale, non-dedicated faking good and faking bad scale, and measures of central tendency and frequency.

Besides producing a standard length test, which contains 12 items per scale (200items in total), the latest version produced a short form, which contained six items per scale (100 items in total).

We have multiple approved psychometric testing instruments and British Psychological Society Qualified Psychometricians. We can accommodate small one-off testing or larger batch or group testing

All of our tests are registered and not available off the shelf unless administered by a qualified administrator.

Psychological tests are used in all walks of life to assess ability, personality and behaviour. A test can be used as part of the selection process for job interview or to assess children in schools. Tests may be used to assess people with mental health issues or offenders in prisons, and are also used in the National Health Service.

To ensure that professionals using tests are appropriately qualified, the BPS has developed qualification standards defining the knowledge and skills that should be held by anybody using a psychological test.

Contact us for more information using the “Please leave a message” application bottom right of this page.

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The Jung Type Indicator

The Jung Type Indicator

An alternative to the Myers-Briggs Type Indicator ®, the JTI assesses personality within Jung’s framework of Psychological Type. In addition to identifying a person’s preferred Type the JTI uses a scaled approach to each dimension, giving a more detailed description of preference than most Type indicators.

What JTI Measures?

The JTI is based on the work of Swiss Psychologist Carl Jung, who identified how our preferences influence how we relate to the world and others around us. Jung’s model of Psychological Type identifies dimensions of preference: Extraversion vs. Introversion (EI), Thinking vs. Feeling (TF) and Sensing vs. Intuiting (SN). The fourth dimension, Judging vs. Perceiving (JP), identifies a person’s dominant preference towards the world as either a judging attitude (T or F) or a perceiving attitude (S or N).

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An alternative to the Myers-Briggs Type Indicator ®, the JTI assesses personality within Jung’s framework of Psychological Type. In addition to identifying a person’s preferred Type the JTI uses a scaled approach to each dimension, giving a more detailed description of preference than most Type indicators.

What JTI Measures?

The JTI is based on the work of Swiss Psychologist Carl Jung, who identified how our preferences influence how we relate to the world and others around us. Jung’s model of Psychological Type identifies dimensions of preference: Extraversion vs. Introversion (EI), Thinking vs. Feeling (TF) and Sensing vs. Intuiting (SN). The fourth dimension, Judging vs. Perceiving (JP), identifies a person’s dominant preference towards the world as either a judging attitude (T or F) or a perceiving attitude (S or N).

Advantages

Assessing a person’s preferences and how they impact on areas including thinking style, interpersonal styles and problem-solving, the JTI is particularly effective for personal development, enhancing communication, counselling, guidance and team building. The JTI has excellent reliability and validity and only takes less than 10 minutes to complete. Emphasising the strengths and developmental challenges of each Psychological Type, the JTI is a valuable tool to facilitate training and development programmes.

The JTI Report

Integrated summary and extended reports are available through the GeneSys Assessment platform. These are written in a style which makes them ideal to give directly to the respondent, and are available to users of both the paper-and-pencil and on-screen JTI. The paper-based JTI includes a simple self-scoring mechanism for respondents to score and profile their own Type in a matter of minutes, and includes summary descriptions of the 16 Types.

Use of both the paper-based and on-screen versions of the JTI are supported by ‘JTI: The Sixteen Types’, a booklet which aids exploration of personal Type preferences through giving respondents full descriptions of the 16 Types, including strengths, interpersonal styles, development needs and career themes.

MBTI ® is a registered trademark of the The Myers-Briggs Company

Multiple Languages Available

We have multiple approved psychometric testing instruments and British Psychological Society Qualified Psychometricians. We can accommodate small one-off testing or larger batch or group testing

All of our tests are registered and not available off the shelf unless administered by a qualified administrator.

Psychological tests are used in all walks of life to assess ability, personality and behaviour. A test can be used as part of the selection process for job interview or to assess children in schools. Tests may be used to assess people with mental health issues or offenders in prisons, and are also used in the National Health Service.

To ensure that professionals using tests are appropriately qualified, the BPS has developed qualification standards defining the knowledge and skills that should be held by anybody using a psychological test.

Contact us for more information using the “Please leave a message” application bottom right of this page.

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The Corporate DERAILERS Test

The Corporate DERAILERS Test

The Corporate DERAILERS Test

Narcists or Egomaniacs as they are often referred to present significant risks to organisations who have employed them often unwittingly into key leadership roles. We have seen in 2008 the impact of such characters in the global meltdown of the world economies. Could this have been avoided most definitely had boards of directors not been egged on by investors, had CEO’s had their wings clipped by Corporate Governance and had HR been given the tools to stream these people out, often the Egomaniac is highly manipulative.

Risk is an inevitable by-product of almost any activity. This holds true to the risk factors associated with hiring decisions, which are no more so evident than when hiring managers or leaders. While it is often not possible for organizations to eliminate their exposure to such risks entirely, organisations can work to understand the risks and manage their exposure more effectively by investigating individuals’ tendencies towards counterproductive behaviour. Personality Derailers help identify such challenging behaviours.

The Derailers Report describes respondents’ assessment results in terms of a series of dysfunctional behaviours that can present challenges for organisations in a variety of work settings. The dysfunctional behaviours assessed in this report have been developed from the American Psychiatric Association and the World Health Organisation’s systems for classifying personality disorders and from the seminal work of Theodore Millon on dysfunctional personality types. Despite the origin of these behaviours it should be noted, however, that the report does not assess clinical problems, but rather personality types that can be problematic in work settings.

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Personality Corporate Derailer Types

Along with Narcists or Egomaniacs, there are Corporate Derailerss who offer significant risks to organisations who have employed them often unwittingly into key leadership roles. We have seen in 2008 the impact of such characters in the global meltdown of the world economies. Could this have been avoided most definitely had boards of directors not been egged on by investors, had CEO’s had their wings clipped by Corporate Governance and had HR been given the tools to stream these people out, often the Egomaniac is highly manipulative.

Risk is an inevitable by-product of almost any activity. This holds true to the risk factors associated with hiring decisions, which are no more so evident than when hiring managers or leaders. While it is often not possible for organizations to eliminate their exposure to such risks entirely, organisations can work to understand the risks and manage their exposure more effectively by investigating individuals’ tendencies towards counterproductive behaviour. Personality Derailers help identify such challenging behaviours.

The Derailers Report describes respondents’ assessment results in terms of a series of dysfunctional behaviours that can present challenges for organisations in a variety of work settings. The dysfunctional behaviours assessed in this report have been developed from the American Psychiatric Association and the World Health Organisation’s systems for classifying personality disorders and from the seminal work of Theodore Millon on dysfunctional personality types. Despite the origin of these behaviours it should be noted, however, that the report does not assess clinical problems, but rather personality types that can be problematic in work settings.

While extreme personality profiles present significant challenges in most organisational and work contexts, they can also be characteristic of high achievers. (This reflects the fact that high achievers often have quite rare and extreme personality profiles.) Whether such profiles result in functional or dysfunctional behaviour is, in turn, dependent upon the demands of the specific job role, and on the nature of the organizational culture. For example, while someone who has a high score on the ‘Confrontational-Challenging’ behavioural category is likely to create discord, disharmony and destabilise most organizations, such behavioural categories are often found among effective change agents and innovators. Similarly, while someone who has a high score on the ‘Manipulative-Machiavellian’ behavioural category may be prone to destabilise most organizations by acting in a manipulative and self-serving manner, such behavioural categories are often associated with effective ‘political’ operators and negotiators.

Each profile this test produces provides an insight into the individual’s likely behaviour when measured against the above.

DIMENSIONS MEASURED

Definitions of the 12 dysfunctional behaviours are presented below.

DYSFUNCTIONAL WORKPLACE BEHAVIOURS

Eccentric – Absent-minded: Individuals with a high score on this dysfunctional behavioural category have little concern for practical matters. They may also be inattentive to practical everyday matters, be forgetful and drift off onto flights of fantasy.

Appeasing – Acquiescent: Individuals with a high score on this dysfunctional behavioural category lack assertion and tend to worry about what others think of them. As a result, they are prone to say things that they believe will please others and place others’ personal needs over their own.

Suspicious – Mistrustful: Individuals with a high score on this dysfunctional behavioural category are suspicious and prone to doubt others’ motives. Tending to take a cynical view of human nature, they are likely to believe people are out to further their own ends. As a result, they would be expected to have little tolerance for others and are likely to show their irritation and frustration with them.

Volatile – Explosive: Individuals with a high score on this dysfunctional behavioural category are tense-driven and lacking in composure. In addition to this, they may have difficulty controlling their emotions. As a result, they are likely to vent their frustrations without giving consideration to the impact their outbursts will have on others.

Undisciplined – Nonconformist: Individuals with a high score on this dysfunctional behavioural category are spontaneous and flexible in their attitude and approach towards work, and are unlikely to feel bound by organisational rules, regulations and procedures. They are likely to be inattentive to detail and to be prone to make careless errors and mistakes. They may also be prone to rejecting tried and tested methods out of hand, and to break with the past, simply for the sake of rejecting custom and practice.

Detached – Disengaged: Individuals with a high score on this dysfunctional behavioural category have little interest in other people and are likely to be viewed as being cut-off, distant and reclusive. As a result, they are likely to dislikes teamwork, preferring to work on their own, away from what they may see as the distractions of other people.

Rigid – Perfectionistic: Individuals with a high score on this dysfunctional behavioural category are very perfectionistic and maybe obsessive. Consequently, they are likely to be prone to become so focused on details as to lose sight of the bigger picture. As a result, they may be inflexible and ridged in their approach to problems.

Confrontational – Challenging: Individuals with a high score on this dysfunctional behavioural category are direct and may be pointed in their dealings with others. They are unlikely to be diplomatic and tactful, and would not be expected to hold back from saying what is on their mind, even if this might upset others. In addition to this, they are likely to appear forceful and pushy and be prone to be confrontational if challenged.

Manipulative – Machiavellian: Individuals with a high score on this dysfunctional behavioural category are cynical about human nature. As a result, they will be reluctant to deal with others in an open and upfront manner. Being disposed to approach working relationships in a political way, they might be expected to be inclined to respond to events in what they consider to be a ‘politically expedient manner. As a result, they might say things which they believe others want to hear.

Avoidant – Passive: Individuals with a high score on this dysfunctional behavioural category lack confidence and are prone to feel anxious in social settings. Consequently, they would be expected to be reluctant to express their views and opinions. Prone to self-doubt, they may avoid tasking on tasks for fear of making errors or mistakes.

Arrogant – Self-centred: Individuals with a high score on this dysfunctional behavioural category are confident in a social setting, and tend to present themselves as being very sure of their own views and opinions. As a result, others may consider them to be arrogant or even opinionated. They are also likely to have little interest in other people and would not be expected to be sensitive to others people’s needs.

Moody – Sullen: Individuals with a high score on this dysfunctional behavioural category are prone to mood swings. Consequently, their colleagues may find them to be changeable and unpredictable in how they react to events and situations. Having lower levels of energy and drive than most people, they are likely to have difficulty dealing with setbacks and failures and may be inclined to give up when faced with adversity.

DEVELOPMENTAL APPLICATIONS

It can be puzzling when a newly-hired corporate leader fails to work out. A person may have all the necessary skills and abilities on paper, but once they’re fully in the mix of a new company culture, the story often changes for the worse.

Leadership development for talent often eludes recruiters and managers. That’s because leaders, like all of us, possess derailing qualities — those personality factors that drag down professional performance and create more discord than harmony if not quickly identified and corrected.

Given that these ‘dark side’ personality traits are part of the human condition, organisations must foster self-awareness and personal growth in order to succeed.

It’s tempting to think of derailer side traits simply as the unattractive qualities we easily spot in people (and that inform our snap judgements). But it is trickier than that: derailer side features can also be seen as overused strengths we lean on when under pressure.

The Derailers Test and Reports can be used as a critical instrument in talent development. So yes it can be used in recruitment but also critically as a Developmental Tool.

RESPONSE STYLE

The Derailers Test contains several scales which measure individuals’ test-taking attitudes and whether they were committed to portraying themselves accurately. Such measures inform practitioners of the degree to which they can trust and rely on the interpretation of respondents’ profiles.

We have multiple approved psychometric testing instruments and British Psychological Society Qualified Psychometricians. We can accommodate small one-off testing or larger batch or group testing

All of our tests are registered and not available off the shelf unless administered by a qualified administrator.

Psychological tests are used in all walks of life to assess ability, personality and behaviour. A test can be used as part of the selection process for job interview or to assess children in schools. Tests may be used to assess people with mental health issues or offenders in prisons, and are also used in the National Health Service.

To ensure that professionals using tests are appropriately qualified, the BPS has developed qualification standards defining the knowledge and skills that should be held by anybody using a psychological test.

Contact us for more information using the “Please leave a message” application bottom right of this page.

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The Resilience Questionnaire

The Resilience Questionnaire

Why Does Resilience Matter?

Most, if not all jobs entail a degree of pressure. However, people differ from one another in terms of how they will respond to this. Resilience has been identified as a key factor in determining how people adapt and, while the sources of such challenges may differ across contexts, how someone interprets and responds to these is vital to ensure that individual and organizational performance is maintained.

Stressors can take on many forms for an employee. For example, some people may experience pressure when their workload increases, an unsettling change takes place, difficulties arise in life outside of work, or where they experience a setback in a task that they are completing. Resilience can help people to adapt and deal with these situations in a positive way.

For an employer, a resilient employee is one who can face difficult challenges and maintain high levels of performance. Whether the context involves a large number of small stressors or a single, notable stressor, selecting employees on the basis of their level of resilience, in conjuncĕon with other criteria, can assist in identifying individuals who are likely to perform well even when faced with difficulties and challenges.

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Why Does Resilience Matter?

Most, if not all jobs entail a degree of pressure. However, people differ from one another in terms of how they will respond to this. Resilience has been identified as a key factor in determining how people adapt and, while the sources of such challenges may differ across contexts, how someone interprets and responds to these is vital to ensure that individual and organizational performance is maintained.

Stressors can take on many forms for an employee. For example, some people may experience pressure when their workload increases, an unsettling change takes place, difficulties arise in life outside of work, or where they experience a setback in a task that they are completing. Resilience can help people to adapt and deal with these situations in a positive way.

For an employer, a resilient employee is one who can face difficult challenges and maintain high levels of performance. Whether the context involves a large number of small stressors or a single, notable stressor, selecting employees on the basis of their level of resilience, in conjuncĕon with other criteria, can assist in identifying individuals who are likely to perform well even when faced with difficulties and challenges.

This assessment is not a solution to abstain from dealing with a poor operating climate or culture and should not be used as a solution to help employees deal with one. However, using Resilience Assessment can be very helpful in Talent Development as well as Recruitment as discussed below. Our concern with the use of some instruments is one of our needs to toughen them up as opposed to dealing with an Abusive Climate or Culture created by leaders.

The Eight Components of Resilience

Resilience is not a single construct. It comprises a variety of different components which everyone possesses to a greater or lesser degree. Therefore when we talk about someone being resilient, we are actually referring to someone who has a relatively high level of each of these components. A resilient individual may also be very high on certain components, and lower on others.

The Resilience Questionnaire

The Resilience Questionnaire has been designed in response to a number of perceived gaps in the tools currently available to assess resilience and hardiness. Specifically, the questionnaire is occupational in focus. Whilst resilience can be viewed as a ‘life skill’, there is some evidence that it is domain-specific (eg Kaufman, Cook, Amy, Jones & Pittinsky, 1994). Therefore it is important to foster resilience at work with a tool specifically designed for this purpose. Additionally, currently available questionnaires have a limited focus on development, with a number providing an overall resilience score and little information or opportunity for the respondent to develop their resilience in relation to different aspects of this.

The eight components of The Resilience Questionnaire have all shown evidence that they can be developed; therefore The Resilience Questionnaire could be used in developmental discussions or feed into other developmental activities such as coaching and workshops. It can also be used for assessment in conjunction with other selection tools.

The questionnaire also aims to reflect a more comprehensive model of resilience than is assessed by other tools. The scales identified have been based on a thorough review of the literature in this area and aim to comprehensively assess all facets of the construct.

There are eight core components to resilience.

These are detailed below:

 

The Importance of Resilience at Work

A study recently undertaken by Accenture indicates that more than two-thirds (71%) of corporate leaders report that resilience -defined as “the ability to overcome challenges and turn them into opportunities” – is either very or extremely important to decide who to retain (Accenture, 2010).

Issues around definition not withstanding, available research supports the value of resilience in terms of occupational and life outcomes. The most extensively researched area in this respect is stress, with research supporting the value of resilience/hardiness as a buffer against stress (eg Kobasa, 1979) and burnout (eg Strumpfer, 2003). The seminal studies in this area were conducted by Maddi and Kobasa and reported in their book ‘The Hardy Executive: Health Under Stress’ (1984). The book detailed the results of a 12-year study exploring hardiness and experienced stress in an organization undergoing downsizing and redundancy. The objective of the study was to explore the characteristics that differentiated those people who coped with the experience from those who suffered stress-related health problems. They concluded that the differentiating factor was ‘hardiness’, defined as “a particular pattern of attitudes and skills that helps you to be resilient by surviving and thriving under stress” (Maddi and Khoshaba, 2005).

Resilience has also been shown to moderate the relationship between stress and job performance (Westman, 1990), and has been directly related to performance in a variety of different contexts (eg Bartone, 1999; Maddi, Harvey, Khoshaba, Fazel & Resurreccion, 2009; Maddi & Hess, 1992). Research has also shown resilience to be a predictor of key attitudinal variables including organizational commitment, job satisfaction, and workplace happiness (Youssef and Luthans, 2007).

We have multiple approved psychometric testing instruments and British Psychological Society Qualified Psychometricians. We can accommodate small one-off testing or larger batch or group testing

All of our tests are registered and not available off the shelf unless administered by a qualified administrator.

Psychological tests are used in all walks of life to assess ability, personality and behaviour. A test can be used as part of the selection process for job interview or to assess children in schools. Tests may be used to assess people with mental health issues or offenders in prisons, and are also used in the National Health Service.

To ensure that professionals using tests are appropriately qualified, the BPS has developed qualification standards defining the knowledge and skills that should be held by anybody using a psychological test.

Contact us for more information using the “Please leave a message” application bottom right of this page.

 

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Achievement Motivation Inventory (AMI)

Achievement Motivation Inventory (AMI)

Motivation provides insight into what an individual wants to do and what they need from a role in order to be engaged and successful. … Ensuring there is a mutual match between the requirements of a role and the needs of a candidate allows for highly accurate recruitment and development decisions.

Motivation tools provide information about the type of environment, tasks, and activities that an individual will be motivated to do. Unlike personality assessments which look at what a person can do. Motivation provides insight into what an individual wants to do and what they need from a role in order to be engaged and successful. Ability and personality assessments provide valuable insight into how suitable a candidate is for a role, motivation assessments provide insight into how suitable the role is for the candidate. A candidate that meets all the requirements for the role and seems like a perfect match but is not provided with a role that motivates them will underperform just as badly as a poorly matched candidate or potentially even worse. Ensuring there is a mutual match between the requirements of a role and the needs of a candidate allows for highly accurate recruitment and development decisions.

The Achievement Motivation Inventory (AMI) is an assessment designed to measure factors related to vocational and professional success and is based upon the premise that achievement motivation results from how a broad array of personality components are directed towards performance. Suitable for use in selection and development, the AMI is comprised of 170 rating scale items and can be completed in less than 30 minutes.

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Motivation provides insight into what an individual wants to do and what they need from a role in order to be engaged and successful. … Ensuring there is a mutual match between the requirements of a role and the needs of a candidate allows for highly accurate recruitment and development decisions.

Motivation tools provide information about the type of environment, tasks, and activities that an individual will be motivated to do. Unlike personality assessments which look at what a person can do. Motivation provides insight into what an individual wants to do and what they need from a role in order to be engaged and successful. Ability and personality assessments provide valuable insight into how suitable a candidate is for a role, motivation assessments provide insight into how suitable the role is for the candidate. A candidate that meets all the requirements for the role and seems like a perfect match but is not provided with a role that motivates them will underperform just as badly as a poorly matched candidate or potentially even worse. Ensuring there is a mutual match between the requirements of a role and the needs of a candidate allows for highly accurate recruitment and development decisions.

The Achievement Motivation Inventory (AMI) is an assessment designed to measure factors related to vocational and professional success and is based upon the premise that achievement motivation results from how a broad array of internal components are directed towards performance. Suitable for use in selection and development, the AMI is comprised of 170 rating scale items and can be completed in less than 30 minutes.

What the AMI Measures

The AMI differentiates between seventeen dimensions (achievement orientations):

Dimensions

Description

Compensatory effort

 

Willingness to expend extra effort to avoid failure.

 

Competitiveness

 

Drive to win and be better and faster than others.

 

Confidence in Success

 

Belief in capacity to achieve even difficult goals stemming from a belief in own knowledge, skills, and abilities.

 

Dominance

 

Tendency to exercise power over others, to take initiative, and to control over activities.

 

Eagerness to Learn

 

Thirst for knowledge and striving to learn new things, even in the absence of external reward.

 

Engagement

 

Capacity to maintain a high level of activity, usually work-related, for long periods with little rest.

 

Fearlessness

 

Degree of an absence of a fear of failing at difficult tasks.

 

Flexibility

 

Willingness to accept changes and enjoyment of challenging new tasks.

 

Flow

 

Capacity to maintain long periods of concentration without being distracted; the likelihood of becoming lost to the outside world and absorbed in a task.

 

Goal Setting

 

Tendency to set goals and make long-term plans for achieving these.

 

Independence

 

Preference for making own decisions and working at own pace and tendency to take responsibility for their own actions.

 

Internality

 

Attribution of own success to own actions and efforts rather than to situational variables or luck.

 

Persistence

 

Tenacity and energy are given to task completion.

 

Preference for Difficult Tasks

 

Tendency to seek out challenging rather than easy tasks and desire to seek greater challenges once earlier ones have been met.

 

Pride in Productivity

 

Enjoyment and satisfaction are derived from achievement, from doing their best, and from improving on performance.

 

Self-control

 

Capacity to delay gratification and to organize themself and their work.

 

Status Orientation

 

The desire to attain high status in their personal life and to progress professionally.

 

Each scale has ten items. The items are, for the most part, couched in a work context. Dimension-specific scores are derived, as well as an overall score.

Competencies Focus

Adaptability

 

Courage

 

Influence

 

Initiative

 

Learning Orientation

 

Personal Development

 

Productivity

 

Stress Tolerance

 

 

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