Posts Tagged ‘
Personality Tests ’
Tuesday, November 30th, 2010
Monday, September 27th, 2010
Identity is a self-perception personality
questionnaire that measures important individual differences
between how people prefer to behave in a workplace setting.
It was developed specifically for the world of work
and is supported by robust research proving its effectiveness
for use in many areas of business and personal development.
The questionnaire is available in English, simplified
Chinese and traditional Chinese.
Developed to be the most comprehensive personality assessment
tool, Identity measures 36 Primary Scales – which
are specific areas of personality related to the world
of work. It is fully validated for making sensitive
selection decisions and found through scientific
research to be more predictive of leadership performance
than even ability tests or interviews.
Sample Cover Page
The PsyAsia logo can be replaced with your corporate
logo if you have your own Identity System. Also note
the PTC logo that confirms Identity is a quality
test registered with the British Psychological Society
Psychological Testing Centre.
This report is written in second or third person depending
on whether you are using it as a feedback report for
the candidate or for the decision-maker. Text-based
narrative reports are the only type of report available
to untrained users. All other reports/graphics require
Quick Look Page
This gives an indication as to the accuracy of the candidate’s
responses and shows you where you need to focus for
additional probing in an interview. For this fake candidate,
the report tells us we need to probe on every competency!
For other candidates you may see “Strong”
and/or “OK” in place of “Further Probing”.
This is the first page of a 2-page chart which provides
the candidate’s score for each scale in Identity. Labels
and descriptions on either side assist in accurate interpretation
of each scale score.
This is a sample page from Identity’s Pre-Interview
Report. Personality test reports should be followed
up with a good behavioral interview. This report assists
in this process by providing example questions to ask
the candidate based on their profile.
Assess aspects of the person such as Jungian Type, Learning
Styles, EQ, Team Roles, Leadership Style and so on.
All of these charts come at no additional cost.
The above are just a few examples of
pages from Identity reports. Identity offers a number
of different reports: Pre-Interview, Comprehensive,
Career Focus and Candidate Feedback. Unlike other psychometric
personality tests, clients only pay once for the candidate
rather than for each report generated.
To download full sample reports, please click here
(note, trained users have access to all of these reports
for a candidate for a single fee!)
Training and Accreditation
If you already hold BPS Level B or a certification
in a substantive personality assessment, you may use
Identity by simply purchasing and reading the manual.
For those who require training, we are pleased to offer
a “new report release” special 15%
discount on our 26-27 October training in Singapore
and 29-30 November training in Hong Kong if you register
by 5 October. This discount increases to 20%
if you send 2 or more people. Use discount
codes IDMAIL15 and IDMAIL20 for the 15% and 20% discounts
respectively when registering
. For clients who are not interested in training
we can offer our psychologist-on-call
or a very limited text-only report.
Free Online Psychometric Testing System
All qualified users of Identity get a FREE online system
- so, you can set up test sessions and produce reports
whenever you want – even at night and on weekends!
If you would like a copy of our fees list,please email us.
View our multimedia Identity Sales Presentation
Click here to view all current public training course dates
Friday, July 30th, 2010
It’s perhaps quite natural to believe that the Chinese personality is so different to others that it requires a special psychometric test to assess it. What better way to sell your new Chinese personality test than to state that it is “high time a test for the Chinese” were developed. However, this throws doubt upon the utility of rigorously developed international psychometric tests of personality.
Given the above, we embarked on a research program to assess whether Chinese people differ significantly comparied to others in terms of personality structure and whether personality tests that purport to assess Chinese Personality are able to predict any more work performance than internationally developed tests have already been proven to do!
You can read our research findings it: personality.cn, our Chinese Personality at Work Research Site.
No time to read the whole site? Here’s a quick summary:
Locally developed psychometric tests which purport to assess “indigenous” aspects of Chinese Personality were found to be less reliable than reputable internationally developed tests of personality. Furthermore, there is a big question as to whether so-called “indigenous” traits are Chinese-specific. Issues such as traditionalism or face also exist in other cultures! Moreover, the research has demonstrated that whatever we choose to believe about Chinese Personality, locally developed (Hong Kong) tests of “indigenous” personality add nothing to the prediction of performance at work that is not already accounted for by reputable internationally developed personality tests.
We present this research in a free HRM webinar which you can watch here. We held a vote at the beginning and end of our webinar whereby we asked attendees if they believed that Chinese Personality is so different that Chinese people need their own personality test. At the beginning of the webinar, the majority of the attendees said yes! By the end of the webinar only one attendee still believed this to be the case! We recommend choosing well designed psychometric tests with high reliability and validity. Personality is a universal construct, thus locally developed tests may have little benefit to the hiring manager!
Tuesday, April 27th, 2010
Saville Consulting Wave® – Highest Validity per 15 minutes of test-time!
The Saville Consulting Wave was developed by the originator of the OPQ and co-founder of SHL, Professor Peter Saville as an alternative to the static assessments available in the market. Wave assesses candidate’s motives and talents within a validation-centric framework. It was validated within 100 separate businesses.
The tool uses both normative and dynamic ipsative questions and has been shown to have greater validity in predicting performance and leadership than any tool it has been compared to in research. Furthermore, the shorter version of Wave, the Focus Questionnaire has more validity per 15 minutes of test-taking time than any comparison questionnaire.
Profile jobs, run 360 performance appraisal, assess personality type for team-building, assess entrepreneurial potential and provide extensive development advice all within one framework
The performance culture framework which underlies the Saville Consulting Wave allows the tool to be used extensively for different HR applications from recruitment/selection through to performance appraisal and development.
Follow the links below for further details:
View some sample reports from Wave here
Become accredited to use the Wave
with a 25% early-bird discount
Take action now! Your competitors may already be trained to use this century’s revolution in personality assessment. We’ve trained people from the big consulting firms to small local careers advisors to recruitment consultants, government ministries and universities. We want to provide you with an incentive to join the increasing number of professionals who value high validity in selection and support from local psychologists in Asia. PsyAsia International, Asia’s leader in psychometric training, runs the Wave training in Singapore and Hong Kong. We’re offering a 25% early-bird discount for our next courses in those locations:
Wave Conversion Course: 1 Day – View course details
For those with BPS Level B or those who are qualified to use
a substantive personality assessment such as OPQ but not including tests such
as MBTI/DISC/HARRISON etc.
SINGAPORE: 17 June (SG$1200 / SG$900)
HONG KONG: 6 July (HK$6000 / HK$4500)
Wave Module Course: 2 Days – View course details
For those without a qualification in a substantive personality
SINGAPORE: 17-18 June (SG$2050 / SG$1538)
HONG KONG: 6-7 July (HK$9888 / HK$7416)
For the early-bird offer (25% discount), please register at http://www.psyasia.com/register
and quote WAVESEB for Singapore courses and WAVEHEB
for Hong Kong Courses. Deadline is 15 May for Singapore and 31 May for Hong
Note – delegates on our BPS Level B course in
Singapore always get 50% discount off the Wave Conversion
course which follows their Level B training. More details at http://www.psyasia.com/bpscourses
Course Reviews from Previous Attendees
“Informative, relevant to work, knowledgeable facilitator”
“Good introduction to the tool and practical session was useful”
Managing Consultant (Psychologist)
Hudson Global Resources, Singapore
“Insightful and informative. The methodology behind the Saville
Consulting Wave Report is light years ahead of other psychometric tests yet
it is a breeze to use! The interface between motives, competencies and culture
is exactly the missing link that recruiters are looking for.”
Ministry of Defence, Singapore
“A highly practical and enjoyable approach to the application
of an extremely useful tool for selection and development – well worth the investment,
RMIT International University, Vietnam
Not ready for training and accreditation
but still want to use the Wave?
Then please consider PsyAsia’s Psychologist-on-Call™
service instead. Our registered psychologists will take care of the complete process for you, including a call and behavioural interview for your candidates and a feedback session with the decision-maker. More details at http://www.psyasia.com/psychologist_candidate_screening.php.
Wednesday, March 17th, 2010
The Amazing Apollo Profile
This free webinar will be facilitated by Mr. Jim Bowden, the developer of the Apollo Profile. The session will be interactive (provided attendees kit themselves out with headphones and a mic!) and Jim will present numerous interesting case studies.
The webinar will cover the following:
• Introduction: The Amazing Apollo Profile- can transform Recruitment, Staff Development, and Organisation Performance –Client example
• Apollo Questionnaire – valid/reliable/comprehensive
• Why is Apollo amazing? Apollo Advantages
• Using and interpreting of Apollo reports with anecdotes
• Recruitment – Accurate, easy, low cost – Case Study using Apollo Best Match in China for filtering 12,000 applicants for 40 Graduate level jobs
• Training and Development – Unique Apollo report PLUS downloadable solutions. Convenient, low cost, motivating
• Organisation Development. Benchmarking: Can analyse and identify current corporate strengths and weaknesses – then create high performing models/culture, identify engagement issues – case studies
• Customising: Develop models that work specifically for your organisation. If your organisation is serious about leadership through people.
• Integrate everything together with flexible multi-purpose Internet Online solutions. Use your own competencies frameworks and vocabulary – examples
• Special Offer – have to listen to Webinar to find out!
Date: Monday, May 17, 2010
Time: 12:30 PM – 1:30 PM SGT
After registering you will receive a confirmation email containing information about joining the Webinar.
Required: Windows® 7, Vista, XP, 2003 Server or 2000
Required: Mac OS® X 10.4.11 (Tiger®) or newer
Space is limited.
Reserve your Webinar seat now at:
Friday, November 20th, 2009
The Market for Psychometrics in Singapore
There are so many Psychometric Tests on the market in Singapore now, the task of choosing the right one is not easy. Choice is always a good thing, however as humans we often look for easy or stereotypical ways of making those choices and they are not always the best ones to make. For example, a client of ours was preparing for an upcoming team-building session. He approached us asking if we had a certain test that he could use in that session. Our answer was that we don’t supply that test for various very good reasons. The client’s response was “but so many people use it”. This is a typical response. Another potential client had been looking around in Singapore for Psychometric Personality Tests to use in his training sessions as an added benefit. He categorically advised us that he was not interested in validity and was looking for something simple and cheap! The reality here is that at best he is wasting his time and the time of those who will complete his tests. At worst and most likely, his trainees will be led to believe things about themselves which frankly may not be true (reliable or valid!).
Science, Psychology, Psychometrics and the Real World of Business
As busy professionals we often assume that if lots of other people are using a test it must be a good one. This is a huge mistake. Our evolution has programmed us to be seduced by glossy advertising materials and confident, friendly salespeople. On the other hand, we have a tendency to be turned off by less glossy scientific figures, statistics and perhaps psychologists such as myself who speak about the science and real value behind a test, its validity! Ultimately then, both our clients and ourselves as psychologists have problems to overcome!!
Psychologists have to be able to explain in more “glossy” terms about the technical properties of a test and our clients, usually the HR and aligned professions, are invited to turn their ears our way for a little while, just long enough to get the notion that there is more to a psychometric test than meets the eye!
Technical Properties of Psychometric Tests
When we talk of the technical properties of a psychometric test, we are referring to things such as its reliability and validity as well as how it was constructed. If a test is constructed well, it will take time. Not months, often years. The test will also evolve over time such that more and validity data will be added to its manuals. This process is costly, hence good tests cost money.
If you come across cheap tests, that should start to ring alarm bells. It’s possible to write a few questions on a napkin in a restaurant and call it psychometric and even try to sell it. If it looks good and the questions look relevant perhaps it will sell and gain a huge following. But how reliable is that test?
In other words, can it provide consistent measurement of your candidate? If your bathroom scales provide different results each time you weight yourself you take them back and say these are not reliable. Likewise with a test, you need to ensure that it is consistently assessing the constructs that it purports to assess. We often come across new clients who are shocked when we tell them that good personality tests often contain around 200 questions. However, buyer beware! We know that the longer the test, the more reliable the results (as long as it is not so long that the candidate falls asleep!).
An unreliable test can not be a valid test, hence reliability is a precursor to validity. However, validity is arguably the most important aspect of a test. You choose to use tests because you want them to illustrate where a candidate stands in terms of their ability or personality or in order to predict how your candidate will perform or behave in a job. The test’s ability to meet this need is referred to as validity.
Some tests on the market are simply more valid that others. In fact, one test in the past year has proven to be more valid than all other tests it was compared with on the market! How come users stay with their current test then? Perhaps because of preference, habit, price, mass-following and so on. However, do ask yourself and your test supplier, how valid is your test – this is the single most important technical property in a psychometric test!
Sometimes tests which are more valid will be more expensive but this makes sense. If a test took a long time to develop, was developed well and by a reputable publisher and is based on well founded theories that have been researched internationally, then surely it is worth paying the extra as such a test will provide an excellent return on investment with its strong validity.
Training to use Psychometric Tests in Singapore
Properly developed psychometric tests require proper training to be used competently. If your test supplier requires that you undergo very limited or no training, this is a reflection of the test as well as their lack of understanding of psychometrics. You need to understand the concepts referred to above, as well as error in testing and how to make decisions based on test results, let alone how to feed back results properly to candidates and decision-makers. The type of questions (i.e., forced choice versus rating scales) will also dictate how you can use the results – you need to be trained to understand this! In some parts of the world (South Africa for example), only psychologists can use psychometric tests. Whilst this is a strict rule, it has its logical basis in how easy it is for untrained professionals to use tests wrongly.
Purchasing Psychometric Tests in Singapore
You may also wish to consider where you purchase your tests from, particularly in Singapore. In recent years we have seen an influx of profiteers in the industry who seek to make money but lack any depth of understanding in psychometrics or psychology at work. This will change in time as psychology in Singapore develops. For now however, be wary of this and we suggest that you only purchase psychometric tests from fully registered organisational psychologists who have a firm grounding in personality, psychometrics and psychology at work and who are answerable to professional competence and ethics boards. Many of those selling psychometric tests in Singapore are simply not answerable to anybody in terms of their conduct or competence. You can therefore not be certain that any advice they provide is relevant, up-to-date or will work in your organisation.
There are many more things to be aware of when choosing psychometric tests in Singapore. We cannot entertain them all here due to space constraints. You may wish to look out for training courses in Psychometric Assessment such as our our Psychometric Assessment at Work training which leads to the internationally recognised British Psychological Society Level A and B Certificates of Competence in Occupational Testing. Such courses will prepare you further for choosing the right test and therein avoid costly selection and development mistakes. Look for courses run by experts in psychometrics who are based in Singapore and hence have a strong understanding of test use aligned with local culture, laws and practice.
Note: some Singapore firms will ship in overseas trainers to run psychometric training. We suggest you avoid this training reseller model given that the facilitator is based overseas and is thus likely to lack knowledge of the Singapore business/legal and cultural environment for Psychometric Testing.
This article is Copyright PsyAsia International Pte Ltd.
It was originally written for Human Resources Magazine in Singapore
A shorter version of the article appears in the magazine’s November 2009 issue
Monday, August 3rd, 2009
Saville Consulting Wave® Professional Styles measures motives, talents, preferred culture and competency potential in one dynamic online questionnaire. It is designed for use in both selection and development, transforming the assessment process with the sophisticated use of internet technology and powerful models of effectiveness in the workplace. This comprehensive global questionnaire measures the 4 clusters, 12 sections, 36 dimensions and 108 facets of the Wave hierarchical model. Average completion time is 40 minutes.
In a 2008 co-validation study, Wave Professional Styles, outperformed the OPQ32i, NEO-PI-R, Hogan Personality Inventory 16PF5 and 15FQ+ in predicting both work competencies and overall global measures of performance. Additionally the Wave outperformed tests that should not really be used in recruitment and selection, such as the MBTI and DiSC.
For users, this higher validity enables:
- better predictions of performance
- a stronger return on investment
- accurate identification and management of talent
- highly targeted coaching
- the development of a performance culture throughout an organization
For details of the scientific validation study, please click here.
We are pleased to offer a free trial of the Saville Wave Focus Styles Questionnaire to the major HR decision-maker in Asian organisations. The trial is open until 15 August and to the first 100 applicants. Please send your full details to our Psychometrics Team by clicking here. Please provide the following:
Your full name:
Your corporate email address (free email accounts such as yahoo, gmail etc. not accepted):
Your job title:
Your company name:
Kindly note that requests for trials from non-decision makers, those not based in Asia, those who provide inaccurate, fake date or non-corporate email addresses or those whose organisations have previously trialled the Wave will not be entertained. Thank you for your understanding.
For details on professional training to use the Saville Consulting Wave, please click on the links below:
Psychometric Assessment at Work Course – BPS Level A and B – Asia
Saville Consulting Wave Conversion Course – Asia