Pohlen Kean operates as an external provider of objective psychometric assessments. We have a broad array of psychometric assessments available, allowing us to be selective about which tools are most appropriate for your needs.
Although our Psychometric Consultant is qualified in other suites of psychometric assessments we position ourselves predominately alongside SHL, using them as our preferred supplier due to the rigorous and extensive R&D SHL invests in their products.
For more information on SHL tests click to SHL Practice Tests.
We have the option of other psychometric assessments, or we can design an exercise to measure your specific needs.
The following psychometric assessments are used to aid internal and external selection decisions. They are also applied successfully in assisting organisations going through change to select those most appropriate to their needs.
We have a number of protocols in place to ensure it is a good experience for everyone. We brief the candidates on the assessments, both verbally and via email, providing practice questions within that email. Candidates receive verbal and or written feedback, and our client receives verbal feedback and a competency tailored written report which can be discussed at any point.
For more information on any of the psychometric assessments listed below or to discuss your specific assessment needs please call Nicola Pohlen on 09 357 0570.
Ability Assessments - Unsupervised
Verify
The SHL Verify Range of Ability Tests is a new breakthrough approach for unsupervised online ability testing.
Allowing you to reliably assess candidates wherever they may be located, these tests give you flexibility while protecting against the risks of cheating and security breaches by using pioneering psychometrics which scientifically verify the integrity of unsupervised online test results.
Numerical
Tests a candidate's ability to make correct decisions or inferences from numerical or statistical data. Measures the ability to work with numerical data in a realistic workplace context (17-25 minutes).
Verbal
Tests a candidate's ability to evaluate the logic of various kinds of argument as presented in written form. Measures the ability to determine the support for conclusions drawn from paragraphs typical of a variety of work settings, (17-19 minutes).
Inductive (Graduates and Managers Only)
Assesses a candidate's ability to draw inferences and understand the relationships between new concepts. It is a strong predictor of problem solving ability as it requires the candidate to work with unfamiliar information and draw conclusions (25 minutes).
Four different levels of assessment, (Variations in test length are due to differing levels of the test)
Graduate/University Suitable for graduates across a range of industries and are typically used for selection of candidates coming directly out of degree programmes.
Managerial / Professional Suitable for professional or technical jobs such as experienced managers, technical professionals, or other similar jobs.
Supervisor Junior Manager Suitable primarily for front line supervisory staff though some may be entrants to junior management training programmes where a degree is not required.
Senior Customer Contact Suitable for senior customer service or sales roles where moderately complex information needs to be understood and evaluated (e.g. account executives)
Operational Junior Customer Contact Suitable for operational or front line roles in sales or customer service roles
Administrator Suitable for operational roles in administrative positions, e.g. team administrator, accounts clerk
Each of these psychometric assessments can be administered online in any location. The tests are developed from a randomised item bank so that the chances of having two tests with the same items are extremely slim, whilst a consistent level of difficulty is maintained across all tests at each level. In addition there is the option of conducting a supervised verification test at no extra cost. This will verify if the unsupervised test was completed at a similar level to the supervised test. These tests are of equivalent level to the supervised abilities tests.
Ability Assessments - Supervised
SHL Advanced Managerial Assessments- assessing high-level verbal and numerical skills
VMT3 (Verbal Analysis)
Measures the ability to interpret high level written information; assesses managers' ability to understand and interpret complex written reports and policy documents; requires a broad range of verbal analysis skills such as summarising, drawing appropriate inferences and logical reasoning, (35 min).
NMT4 (Numerical Analysis)
Measures the ability to interpret complex business-related numerical information. Particularly useful for assessing a manager's ability to identify trends across a wide range of data or combine statistics from different sources to establish new information patterns, Calculator allowed, (35 min).
Scenarios
Provides an overall measure of managerial judgement in terms of managing objectives, managing people and reputation management. Examines how effective their judgment is when faced with a number of different corporate issues. Candidates are given situations to consider in which a range of possible responses are available, (50 minutes).
Brainstorm
Brainstorm is an interactive test that provides a structured measure of occupational creativity.
It achieves this through a series of challenging business situations (each 4 minutes in length). In each case, depending on the wording, the candidate is required to either give as many explanations as they can as to why a problem has occurred or suggest as many solutions as possible, (24-32 minutes).
Fastrack
Fastrack is an interactive test that assesses an individual's capacity to analyse new and incomplete information in order to make correct decisions. It achieves this through a new and dynamic approach to testing that simulates the way information flows through organisations and the way in which people have to cope with piecemeal information, (35 minutes).
SHL Management and Graduate Assessments - for assessing most managerial roles
VMG (2,3,4) (Verbal Critical Reasoning)
Measures the ability to evaluate the logic of various kinds of arguments. Information presented is highly relevant to a wide range of managerial jobs. Good for roles that require quick and reliable interpretation of written reports and appropriate decision-making, (25 min).
NMG (2,3,4) (Numerical Critical Reasoning)
Measures the ability to make correct decisions and inferences from numerical data. Data and tasks are highly relevant to a wide range of management jobs. Particularly useful for accountants and those in the financial sector, (35 min).
DC3.1 (Abstract Reasoning)
Measures abstract reasoning using diagrams and requires the recognition of logical rules governing sequences. Suitable for any occupation at this level where logical or analytical reasoning is required (i.e. analysts), (20 min).
Personality Questionnaires
OPQ32i (Tailored) - Personality Profile
The Occupational Personality Questionnaire (OPQ) is designed to provide information on individual styles and behavioural preferences at work. It has demonstrated value in predicting job performance and minimising risk of incorrect selection decisions. The OPQ consists of 32 different scales relating to candidates relationships with people at work, thinking styles and feelings and emotions. It gives valuable information into how a candidate prefers to approach work, how they are likely to behave and how they can best be managed or may lead others.
A tailored OPQ report is prepared by a qualified psychometric consultant, who will outline the key competencies for the given role (from the job description) and determine whether the candidate is an appropriate fit in relation to these competencies. (It is offered at no extra cost) As such, a well-informed selection decision can be made and potential areas for development outlined for the successful candidate.
The candidate's psychological profile is validated through a feedback/interview session before the client report is written. This is to ensure not only that the candidate agrees with their profile (that they feel it is an accurate reflection of themselves), but also to question around areas of concern and ask for past behavioural evidence around certain areas to validate the profile. Social desirability and inconsistency scales are built into the measure as well to indicate whether candidates may have tried to present themselves in a more positive light and this can also be questioned around during the feedback process.
Specialist OPQ Reports available
•· Leadership Report
•· Sales Report
•· OPQ with Universal Competency Framework
•· Emotional Intelligence
•· Team Impact
WSQ - Personality Profile
The Work Styles Questionnaire is a normative questionnaire that provides insight into an individual's behavioural style against 18 personality dimensions which underpin job performance in the production, operative and manual work environments.
The work style dimensions are grouped into five areas: relationships with people, thinking styles, feelings, energies and compliance.
DSI - Dependability
The Dependability and Safety Instrument (DSI) highlights key behaviours that are crucial to success in the workplace. It can be used as a pre-screening tool and also at other stages in the recruitment cycle to refine the candidate pool. The DSI is suitable for many key roles and is particularly suited to front-line customer facing, safety-critical and operational roles.
Although we choose to partner with SHL, we also have access to a range of other ability and personality assessments. Should the above range not meet your requirements we can provide assessments from Saville Consulting or Genesys.
California Personality Inventory (CPI260)
The CPI is another personality questionnaire similar to the OPQ but less detailed so more suited for junior level and administrative roles. It is a self-report personality questionnaire that invites candidates to describe their behaviour, preferences and attitudes, in relation to different aspects of their working life. It describes a candidate's approach to life, how they see themselves and how they compare to others on characteristics that are important at work. The profile is grouped into five main areas; Dealing with others, Self Management, Motivations and Thinking Style, Personal Characteristics and Work Related Measures.
A&DC Exercises
These are a comprehensive range of assessment and development exercises. These are assessed either alone, one on one, or in a group. The difficulty range encompasses non management, graduate, first level management, middle management and senior executive.
These include:
•· In-Basket/Inbox Exercise
•· Analysis Exercise or Scheduling Exercise
•· Fact Find Exercise
•· Criteria Based Interview
•· Oral Presentation
•· Interview Simulation
•· Assigned Role Group Discussion
•· Non Assigned Role Group Discussion
For more information on these services please call Nicola Pohlen on 09 357 0570 or email n.pohlen@pohlenkean.co.nz