Occupational Personality Questionnaire (OPQ):
The OPQ is an untimed, self-assessment questionnaire that gives an indication of the candidateâ€™s perception of their preferred behavioural style at work and likely performance against important job competencies. Allows the recruiter to gain valuable, in-depth information about how candidates will fit within certain work environments and teams, and how they are likely to cope with different job requirements.
Multiple report styles are available including: generalised competency reports, line manager reports, sales reports, leadership reports, etc.
Motivation Questionnaire (MQ):
By understanding what motivates their staff, managers can unlock each individualâ€™s full potential and direct their energies more constructively. This questionnaire measures 18 dimensions of an individualâ€™s motivation, and provides a comprehensive understanding of those situations which increase and reduce their motivation.
Situational Judgement Tests
These assessments test the candidateâ€™s judgment in a variety of work-style situations, providing information on an individualâ€™s ability to decide on effective ways of handling real life situations. The candidate is given hypothetical scenarios, followed by several possible responses to the scenarios which the candidate has to rate on a scale from â€˜highly desirableâ€™ to â€˜highly undesirableâ€™. Tests the individual on 3 components of managerial judgement: Managing Objectives; People Management; and Reputation Management
Available at 3 levels:
Graduate â€“ tailored for graduates who have little to no managerial experience, and as such provides material and settings that are more familiar to graduates. Provides the recruiter with an idea of how quickly a graduate could become an effective manager, effectively showing those who have high-potential to progress through large businesses/organisations
Management â€“ designed for people moving into management roles, providing them with real life middle-management situations
Executive â€“ designed for executive/board appointments, and accordingly delves more deeply into the strategy decisions that have to be made at this level
These simulations will measure five of the most important and predictive competencies for success in a team-based work environment, through state-of-the-art, 3D-animation technology. It engages candidates to participate in scenarios while capturing information on a personâ€™s style of working with and relating to others, adaptability in changing or demanding situations, decisiveness, initiative, and results-orientation.Â Mainly suitable for graduates (and some professional roles)
Job Specific Solutions:
Multiple available that combine key knowledge, skill, ability, personality and experience factors into one easy-to-use â€œwhole personâ€ assessment geared to a specific job. Using a combination of psychometric data, situational judgement and hard skills allows you to get a more comprehensive view of your candidatesâ€™ overall ability. Job Solutions are available for a variety of jobs and job families, including call centre, customer service, retail sales, and front-line management, all designed to predict and improve performance
The SHL Verify range of tests is a set of assessments that measure cognitive abilities. Cognitive ability is the ability to process information: so how we perceive, remember, learn and think about information. Essentially, the assessments measure what a candidate CAN do, versus what they like to do, which is measured by tools such as the OPQ. Cognitive ability is widely accepted as one of the strongest predictors of performance in the workplace â€“ and therefore ideal for recruitment
The Verify range: Verbal Reasoning; Numerical Reasoning; Inductive Reasoning; Deductive Reasoning; Checking; Calculation; Technical Checking; Mechanical Comprehension; Spatial Ability.
A wide variety of specific skills tests are available under the following general areas:
- Clerical skills
- Essential skills
- Information Technology skills
- Software skills