About Assessments
OVERVIEW
We provide a one-stop assessment service offering. Only standardised, validated assessment tools are used. All our consultants are registered consultants with the Health Professions Council of South Africa [HPCSA] and are experienced in analysing your assessment results and providing professional feedback. We can provide you with professional recommendations regarding assessments to ensure that you use the most appropriate tools to suit your specific needs.
- We do not only administrate and analyse assessments, but we can also provide the following:
- advice on the development and implementation of assessment centres for talent management, recruitment, selection, and development purposes;
- write and validate different types of behavioural/simulation exercises, e.g., role-plays, in-basket, fact-find and analytical exercises; and
- develop and validate competency frameworks.
The OPQ is a trait based personality measure which assesses an individual’s personality preferences in the workplace. The results are interpreted in line with a role’s key behavioural expectations to see how well someone is potentially suited to a job. The Occupational Personality Questionnaire (OPQ) assesses role fit and future performance. The OPQ takes 20 minutes to complete (in any of 37 languages)
The following reports are available:
Universal Competence Report [UCF]
The UCF Report summarises how a candidate's preferred style or typical way of behaving is likely to influence his potential performance on twenty universal competencies.
OPQ Emotional & Social Competence Report
The Emotional and Social Competence Report provides an indication of an individual’s strengths and development needs against Emotional Intelligence (EI) competencies. The Emotional and Social Competence report has been developed to assess EI specifically in the workplace.
OPQ Leadership Report
The SHL Leadership Report provides an objective assessment of leadership attributes. This report is ideal for most professional level jobs where the use of the OPQ32 is appropriate. The report is designed to support both selection and development activities. The report should be interpreted by individuals who have been trained in the use of the OPQ.
OPQ Team Types and Leadership Profile
This OPQ (Occupational Personality Questionnaire) report is based on Belbin's team types and Bass's leadership and reporting styles. Belbins team types: individual preferred role when working in a team. Bass's leadership and reporting styles: individuals preferred leadership styles and likely style of behaviour as a direct report.
The Customer Contact Styles Questionnaire (CCSQ) is a work styles assessment for entry-level sales, call centre or client services staff, helping you make better selection and development decisions.
The following report is available:
CCSQ Manager’s Report
This report is designed for the line manager. Using competency based language for easy interpretation the report is split into three sections; Executive Summary, Customer Contact Competencies and Competency Definitions
The Hogan Development Survey (HDS) describes the dark-side of personality – identifying critical blind spots and qualities that emerge in times of increased strain, that can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognise and mitigate performance risks before they become a problem. With this HDS assessment you get the following report:
HDS Insights Report - The Hogan Development Survey evaluates 11 forms of interpersonal behaviour that can cause problems at work and in life. Behaviours associated with elevated HDS scores can be strengths, but when overused can derail relationships and careers.
The Hogan Personality Inventory (HPI) describes normal, or bright-side personality qualities, that describe how we relate to others when we are at our best. The assessment captures key behavioural tendencies relevant to how individuals get along with and get ahead of others, by using the Five Factor Model of personality. With the HPI assessment you get the following report:
HPI Insights Report - The Hogan Personality Inventory is a measure of normal personality that contains seven primary scales and six occupational scales used to describe performance in the workplace, including how he/she manages stress, interacts with others, approaches work tasks, and solves problems.
The Motives, Values and Preferences Inventory (MVPI) describes personality from the inside-the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive. With the MVPI assessment you get the following report:
MVPI Insights Report - The Motives, Values, Preferences Inventory describes peoples' core values, goals, and interests. This report provides information in terms of 10 value dimensions; each dimension contains five subscales concerning Lifestyles, Beliefs, Occupational Preferences, Aversions, and Preferred Associates.
The Enhanced Personality Questionnaire is a 30 scale questionnaire which builds on the Criterion Core, offering a deeper, more penetrating insight across a breadth of elements of personality. With the Enhanced Personality Questionnaire you can get the following reports:
Insights Report – This report helps you to understand the candidates preferred working style.
Interviewer Report - This report identifies the strongest elements of the candidates personality along with the potential implications for performance in the role for which the candidate has applied.
Leadership Report - This report helps you to understand the candidates style and potential in a leadership role. The report describes how the candidate will typically respond in four key aspects of leadership responsibility, contained within the Criterion Leadership Model.
On-boarding Report - The report describes the strengths that the candidate will demonstrate at work when the candidate feels motivated and engaged. The report also provides advice and guidance on how you can appeal to the candidate’s personal style, values, and motivational drivers during the on-boarding process.
Sales Report - This report provides a penetrating insight into the personal style, values and motivational drivers behind the candidate’s sales potential. The report describes the aspects that the candidate feels are his/her strengths in each of the four sales quadrants, as well as highlighting some potential derailers.
Team Strengths Report - This report helps you to understand the candidate’s style and areas of strength within a team. The report outlines the candidate’s likelihood of adopting various roles.
15FQ Plus Questionnaire assess the personality of educated adults such as executives and professionals. With this questionnaire, you have access to a wide range of computer-generated reports covering the 16 primary personality factors, as well as team types, leadership styles, subordinate styles, influencing styles, and career themes. It also calculates an estimate of emotional intelligence. With the 15FQ Plus you can get the following report:
15FQ Plus Extended Report - This report arises from a self-report questionnaire and corroborating evidence gained from feedback and in the context of the role in question taking into account available data such as performance appraisals, actual experience, motivation, interests, values, abilities and skills.
The SHL Verify Abilities Assessment measures your learning potential. The SHL assessment battery, which comprises three individual tests, measures your ability to solve predictable as well as more novel, complex problems, make decisions, use sound reasoning, and work with numerical information at managerial level.
The following report is available:
Verified Ability Report
The SHL Verify Ability Test Report is a computer-generated report providing a candidate’s score on the Verify ability test using the comparison group selected by the user. The report includes details of all Verify tests completed by the candidate as part of the assessment process.
Ability Tests by Psycruit are a standardised way of assessing candidate performance across different work based scenarios or tasks. Ability Tests measure the potential of a candidate to do the actual job vs academic performance alone, and are often used by employers to indicate how candidates perform in a work based situation. With the ability assessments you get the following report:
Ability Report - This report describes the candidate’s ability test performance based on the Psycruit assessment.
Situational Judgement Tests (or SJTs) by Psycruit are an elegant way to find out exactly how your candidates will behave in their role. Presented with hypothetical workplace scenarios, candidates are asked to identify the most appropriate response to the given situation. As well as being a valuable tool for predicting future job performance, Situational Judgement Tests boast high face validity as well as excellent candidate engagement. SJTs provide you with an insight into the candidate’s approach and decision making style, whilst simultaneously providing them with a realistic job preview. With the Situational Judgement Test you get the following report:
Situational Judgement Test Report - This report provides an overview of how the candidate may perform in a number of key areas identified as critical to the role, suggesting some questions you may wish to incorporate into a structured interview, as well as some potential areas of development for the candidate
Insights Discovery helps people understand themselves better as individuals and leaders. Insights Discovery is a psychometric tool based on the psychology of Carl Jung, it is built to help people understand themselves, understand others, and make the most of the relationships that affect them in the workplace. The Insights Discovery methodology uses a simple and memorable four colour model to help people understand their style, their strengths, and the value they bring to the team. These colour energies is the unique mix of Fiery Red, Sunshine Yellow, Earth Green and Cool Blue energies, which determines how and why people behave the way they do.
What is Team Effectiveness
Our teamwork solutions will be tailored to help you face your most pressing team challenges on two fronts: preference (how teams like to work together) and capability (how effectively they work together). Discovering Team Effectiveness looks at team preferences. How a team works together - and how this aligns to how each individual likes to work - has a serious impact on how effective it can be as a collective. With the Insights Discovery you can get the following report:
Foundation Management Chapters profile – This report has a broad understanding of the candidates work style. This report will help you to gain a better understanding of the candidate’s approaches to his/her activities, relationships and decisions.
AProLAB has published learning potential test batteries – APIL B & TRAM-2.
It also provides testing services, using these instruments. Learning potential assessment is particularly important in the current world, where jobs change rapidly and people have to acquire new skills constantly. Because of past inequalities, where some people have not had the opportunity to gain certain specific cognitive skills, assessment of learning potential is fairer than conventional tests that measure those specific skills.
APIL B was the first of the company’s learning potential instruments to be launched on the market, and has been used successfully for more than two decades to select people for jobs, select bursary applicants, and as a tool in career development. It is intended for people with post-matric education (degrees or national diplomas).
Eight dimensions are measured. The eight dimensions are Conceptual Formation; Information Speed, Accuracy and Flexibility; Learning Gradient, Total Output in a Learning Task; Memory and Understanding of New Material; and Knowledge Transfer. With the APIL-B you get the following report:
APIL Performance Report
This battery is intended for people with between 10 and 12 years of education. Hence, it is widely used on blue-collar workers.
The battery has five dimensions: Concept Formation, Speed, Accuracy, Memory, and Transfer. The battery is designed to be administered in its entirety, but the Concept Formation Test can be given on its own, if time is a problem. In its full form, it can only be administered in paper-and-pencil form. With the TRAM-2 you get the following report:
TRAM-2 Client’s Report