Cotan recently assessed the Work-related Personality Questionnaire (WPV) as once again one of the best personality tests in the field of Human Resources Management (HRM). Cotan is the Dutch Institute of Psychologists’ committee for testing purposes and is known as one of the strictest of its kind in Europe.
The ITS is specifically designed to map the interest profile of adults. Interest questionnaires for adolescents provide insight into suitable courses or further education. Interest questionnaires for adults also indicate interest in specific tasks and sectors. This added value is provided by ITS.
We have just published three new tests developed to measure intelligence at VMBO/MBO secondary school level.
Integrity is an important concept in staff recruitment. The damage that dishonest behaviour causes can be enormous. It varies from behaviour that impacts productivity, such as turning up late or petty theft, to serious fraud. The newspapers regularly feature organisations that have sustained serious damage and have even gone belly-up due to integrity violations.
Scientific research has shown that integrity tests contribute to the predictive value of an assessment. Organisations in general benefit from subjecting staff to integrity tests. Below we discuss three integrity tests that can be applied for this purpose.
Generally speaking, personality questionnaires come in two formats: ipsative and normative. An ipsative questionnaire requires you to choose which of two statements appeals to you the most. A normative questionnaire asks you to indicate how much you agree with a statement to which a Likert scale is attached.
Which type of question should you ask – and when? What are the traits and benefits of the two formats? A poll in the Assessment and Development Centre Practitioners on LinkedIn provides clarity as to the pro’s and cons. Let’s consider the distinctions between the two.
Literature research and discussion with colleagues in our field has led to the development of a Reintegration Intake questionnaire. This provides a quickscan of the factors crucial to reintegration. This is why we want to research this issue. Would you like to join us?
Coming up with the right name for the scale of a personality questionnaire is a challenge in itself! The scale name needs to reflect its full width and breadth. In addition, the name should generate the correct association so that it is intuitively understood. Some of the chosen names appeal immediately to the imagination while others are harder to place. Repeated comments about a particular scale name is all we need to zoom in on the name and review its effectiveness. That is the case with some of the scales of the Career values questionnaire.
During my Psychology degree at Erasmus University I researched the effect of emotional intelligence (EI) on commercial skills by conducting a webcam test. A summary of my findings appears in this blog. A key finding was that two aspects of emotional intelligence can predict commercial skills. The Commercial webcam test proved to be reliable.
The Quinn competitive values model distinguishes between four organisational modalities:
flexibility, control, internal orientation and external orientation. These succeed each other according to the circumstancxes within which an organisation operates. ‘Quinn’ is a useful model for coaching and Management Development.
In an internationalising environment, we are often asked if immigrants can be assessed with our capability test material and if our tests would be applicable abroad. I would like to comment on my experience with this subject in this blog, and make recommendations on how to be careful when making a choice between capability test materials.
The Work-related Personality questionnaire is partially based on the Big Five theory. The factors of the Work-related Personality questionnaire differ from those of the Big Five because the Work-related Personality questionnaire was specifically designed for practical application in advice and selection processes that are part of Human Resources Management. We are often asked to outline the relationship between the Work-related Personality questionnaire and the Big Five, and I am happy to do so.
It is always a good idea to test a candidate’s intellectual ability, particularly when the job in question requires a certain amount of brainpower. But why? And if we do so, which tests should we use? And even more important, where do we draw the line?
I’d like to run you through three cases that illustrate the strategic importance of intelligence tests at three companies. You will better understand how intelligence works after reading this article – and hopefully apply intelligence testing during selection processes.
Most of the trainers in the field of teambuilding and team effectiveness use Belbin’s Team roles. For years, however, I have been a fan of the model of Eduard de Bono; the six thinking hats. I would like to discuss the differences and promote the six thinking hats approach, because it is is fun and effective!