Tests

This questionnaire has been developed to explore all facets which determines a persons personality. This way you gain more insight into how a person will probably react and behave in a certain situation. Our report consists of 15 factors measuring personality and an extra factor consistency measuring the reliability of the results. The test will take approximately 25 minutes.

Constructive feedback is essential for personal development. This questionnaire provides detailed feedback on a candidates skills, abilities, personality, motivation, and other work-related characteristics, from a number of different perspectives. The candidate will receive feedback on how he / she sees herself, but also on how others (managers, colleagues, and employees (internal) customers.) see the candidate. It is based on the analysis of the scores on the recently completed questionnaire by the candidate and other people. In addition, the importance of a competency for a function is assessed, strengths and weaknesses are identified and a Personal Development Plan is initiated. This questionnaire will take approximately 25 minutes..

Ability tests are the most effective predictors of success in a job. This has been scientifically proven numerous times. Ability Analysis is a cognitive ability test that measures how quickly a person can comprehend problems, formulate an opinion and/or learn new things etc. With each question the candidate is challenged a bit extra. So the questions are not too easy or too difficult. This test will take approximately 75 minutes.

Appraisal is another word for 90-degrees feedback. Constructive feedback is essential for personal development. This report provides detailed feedback on skills, abilities, personality, motivation and other work-related characteristics from several perspectives. The candidate will receive feedback on how he / she sees herself but also of/on how the manager sees the candidate. It is perfect input for the performance and assessment cycle. This questionnaire will take approximately 25 minutes.

This is an online personality questionnaire. This instrument presents the scores of the candidate based on the five major factors of personality for behaviour in the workplace; the Big Five (Neuroticism, Extraversion, Openness, Adjustment and Conscientiousness). In the Big Fifty Personality report the candidates personality profile is translated into competencies. For each competency there is an indication of the extent to which the employee can develop the competency given his/her personality. This questionnaire will take approximately 20 minutes.

Candidates are presented with a host of situations, representative of difficulties and challenges they most likely will encounter in the course of their jobs. In these filmed situations, an actor speaks to them directly. After having seen the film, candidates can immediately respond to the situations, this response is recorded by a webcam. A brief description and example of what kind of reaction was favourable for the particular situation is shown, as well as indicators of a favourable reaction. In this way, trainees can compare their own reaction to the favourable one, which gives them immediate feedback as to how they performed. New recordings can be made, until the candidate is satisfied with his or her reaction.
Currently, a version exists for sales skills. In our opinion, the tool will be useful for other skills, such as leadership skills and general social competencies in a work environment as well.

 Opportunities offered by this method are:

Candidates can take the training individually, without supervision. The means the method is very flexible: candidates can complete it at a place and time of their choosing.
The CamCoach can be offered as an option in a development program in which trainees can compose their own program.
The CamCoach can be used as preparation to a training program. By assigning trainees the CamCoach before starting training, a basic skills level can be achieved. Candidates can more easily identify learning points when they have already had to deal with practice situations.
It can be used as part of a training.  Advantages compared to traditional role-play situations are that everyone will have a chance to participate in every situation.  After this, an actual role-play could take place. A larger learning effect can be achieved in this case, since candidates will be less bothered by cold feet. It can be used as part of an individual coaching programme. The CamCoach offers an opportunity to prepare for an assessment.

This comprehensive questionnaire matches several important domains in psychometrics. Results are based on three questions: Who am I? (personality), What am I capable of? (behaviour) and What do I want? (motivation). These domains are queried through 3 different questionnaires. All results are combined into different kind of job families. Every combination corresponds with specific jobs. Our report also shows matching and non-matching job (families). The results of our Career Interest questionnaire can be used as input for our Employability solution.

The candidate will take a career values test. This instrument offers support in answering the question of whether specific functions, roles or organizations match the values that a person wants to realize in his/her career. This test will take approximately 15 minutes.

The Career Pointer offers a helping hand by indicating on which job one could succesfully orientate themselvesfinding, offering concrete information on best matching job (offers). Job indicators link directly to relevant offers on job portals. Results indicate to which extent the candidate is open to a change of role or job field and to which extent he or she is able to take systematical action steps or ability to talk to others. The candidate will receive specific tips for courses of action suited to his/her way of openness and willingness to act.

The Career Scan can be used when the candidate wants to gain insight if a current job matches with his or her personality, competencies and values or whether another job or career might fit better. The Career Scan looks for three levels of relevant input needed to select the appropriate development activities, to prepare for an appraisal meeting or for making a more than educated guess with respect to training or education. Use of the Career Scan is particularly sensible for personal reorientation with regards to current and future job activities or outplacement in the event of forced exit procedures.
The Career Scan provides an overview of the candidates’ most preferred career values, his or her set of personality traits and the level to which extent he or she possesses or lacks relevant competencies. The outcome of this analysis provides a well balanced advice on the type of job areas that fit most or least. The report also indicates potential, both in terms of managerial skills as well as professional growth. The information will be presented in a clear and graphic overview by means of simple and short textual references in highlighted boxes.

Career Values offers support for answering questions if certain job profiles, roles or organisational values match with those values sought after by the candidate in his or her career. The results of eight core career values are shown in order of priority – that is to say: expertise, management, entrepreneurial skills, dedication, challenge, balance in work and private affairs, security, independence – ranging from most to least important. The instrument can be used for individuals seeking answers on job or career choices. For teams or groups it can be used to measure to which extent individual choices are coherent or differential with reference to their colleagues or organisational values. The preference priority setting is represented on one page in a well-organized graphic overview with concrete suggestions and tips.

Two factors have emerged from studies on human relationships. One factor is about control, influence and dominance and the other is about intimacy and affection. In this report the two factors are compared and translated into 8 different communication styles. This questionnaire will take approximately 15 minutes.

The Competency Check is often called the 0-degrees feedback. During this check the candidate will assess his/her own behaviour. Contrary to the 360 Feedback and Appraisal the candidates workplace is not involved. This report produces detailed feedback on skills, abilities, personality, motivation, and other work-related characteristics. The candidate will receive feedback on how he / she sees herself. This questionnaire will take approximately 15 minutes.

This questionnaire is designed to analyze individual behavior in conflict situations. These are situations in which the interests of two persons do not align. The displayed behavior is a result of personal preference and the situation that the person finds themselves in. This questionnaire will help to analyze the mix of conflict styles. The score on one of the five conflict styles indicates how this style can be of use to you and how it can be managed.

The Connector Ability is a new, unique ability test that measures the G-factor – the “General” intelligence factor. The Connector Ability is unique in that the test is free from culture bias; it is adaptive and available online 24×7. It can therefore be used for a quick and efficient assessment of candidates’ general intelligence level. The Connector Ability test can be used for job functions at three different levels: Masters-, Bachelors- and Community College level and are rewarded a 4TP certification from Cito. Besides these features, the Connector Ability can also be taken at home. If the test is taken at home, our Connector Ability Validator can be used. This means you can validate the results of the Connector Ability test by means of a very short subsequent test in a designated place, under supervision. Cognitive ability tests are proven to be the most effective predictors of success in the work context. The Connector Ability does this reliably, quickly and efficiently.
The adaptive nature of the test means that the level of each question depends on the answer to the previous question. A specific assessment of the candidate’s level is made, making it very efficient in terms of time and every candidate is presented with a unique set of questions. This test is taken online and the results are immediately available. This means the test can be administered at different locations and times, for a most efficient selection procedure, in which different candidates from anywhere in the world can be compared.
The test provides a measurement of a candidate’s level of general intelligence without a prior need to determine the candidate’s level of education, which is only important for international comparisons due to the fact that diplomas are not always comparable. Afterwards, the score can be compared with a number of internationally standardized norm-referenced groups. The test results are well organized and are represented in a graphic summary on one page in such a way that it can be interpreted immediately.

The Connector Ability is a new, unique ability test that measures the G-factor – the “General” intelligence factor. The Connector Ability is unique in that the test is free from culture bias; it is adaptive and available online 24×7. It can therefore be used for a quick and efficient assessment of candidates’ general intelligence level. The Connector Ability test can be used for job functions at three different levels: Masters-, Bachelors- and Community College level and are rewarded a 4TP certification from Cito. Besides these features, the Connector Ability can also be taken at home. If the test is taken at home, our Connector Ability Validator can be used. This means you can validate the results of the Connector Ability test by means of a very short subsequent test in a designated place, under supervision. Cognitive ability tests are proven to be the most effective predictors of success in the work context. 

Please be aware pricing includes completing questionnaires and all handling-, service- & administration fees. For larger amounts or your own test portal please contact us at +31 88 88 321 88 or [email protected] .

The Connector Big Five Personality is an extended version of the Detector Big Five Personality. The test user can select a certain set of competencies and the report indicates to which degree the candidate’s personality traits match. This report also represents all traits and selected competencies in a graphic summary on one page and in such a way that it can be interpreted easily and immediately.

The Connector C has been replaced by a newer version: the Connector Ability. For more information, click here.

The Connector C has been replaced by a newer version: the Connector Ability. For more information, click here.

Forward-thinking organisations understand the strong reason for including 360 reviews in their performance appraisals. They lead to greater self-awareness, enable staff to view their behaviour from the perspectives of others, and encourage goal setting and skill development.

Cubiks 360 is a flexible and fully customisable 360 degree feedback system. It is quick, efficient and simple to use, with users able to complete multiple reviews in one sitting. With more engaged reviewers, you can benefit from better results and greater insight into your employees’ strengths and development needs.

The Detector Ability is a new, unique preselection intelligence test. The test measures how quick and easy you solve certain tasks. Intelligence predicts the easiness and speediness in solving new problems and getting to grips with new information. It gives a clear indication on how people will deal with problems in professional circumstances. The Detector Ability preselects candidates living up to cognitive levels required for the job and are therefore eligible to proceed to the next level in any given selection procedure.
The Detector Ability is composed of four sets : Spatial elements, Matrixes, Mathematical elements and Diagrammes. Each set is presided by throrough explanation and practice questions, both excluding any time limit. Once the candidate is ready, the real questionnaire wil start. This procedure is repeated with each new set untill all four have been completed.
The Detector Ability is truly unique as it is considered free from cultural bias & language barriers, adaptive and available 24×7 online. The Detector Ability is therefore effective for measuring general intelligence indications quickly and efficiently, ideal for preselection procedures. For a full and complete analysis, we refere to the Connector Ability.

The Detector Big Five Personality gives a quick and efficient image of the most important personality traits, the so-called “Big Five”: instability, extraversion, openness, accommodation and conscientiousness.
The Detector Big Five Personality shows to which degree these personality traits match with the job in hand. This test is taken online and the results are immediately available. This means the test can be administered at different locations and times for a most efficient pre-selection procedure.
The instrument measures the position of the respondent with regards to the average norm in a local working population, regardless of age, education or gender. The personality characteristics are presented on one page in a well-organized graphic overview.

Detector Career Values gives a sneak preview of career values during preselection procedures. It shows what someone typically finds important and joyful.
Detector Career Values detects eight different aspects:
• Dedication
• Security
• Management
• Challenge
• Independence
• Expertise
• Entrepreneurial skills
• Work versus private matters
Detector Career Values gives a clear and directly interpretable view on the most (ranked in the top) and least (ranked at the bottom) important values.
Detector Career Values is an online questionnaire with direct access. It can therefore be used at any time and any place, so the questionnaire is particularly suitable for situations that require speedy decisions.

SHL’s Development Action Planner report is summarizing the way a candidate has described his or her workstyle in terms of 20 universal competencies. It indicates most likely strenghts in every competency and suggests personal development actions, based on information from the Occupational Personality Questionnaire. Also this report contains an outlay to create a personal development plan.

The Dependability and Safety Instrument picks up on key behaviours important in the work place. Designed as a pre-screening tool for many key roles it is particularly suited to front-line customer facing and operational roles. It has been specifically designed to identify potential employees who will have good attendance records, be effective and positive team members, and who can be relied on to produce good quality work as well as be more customer focused and, in safety critical environments, less accident prone.

SHL’s Emotional Intelligence report indicates the extent to which a person has developed emotional skills. The report also stimulates development by adding several development tips to be used by candidate and manager or coach.

By means of an employee satisfaction survey, staff members are questioned about factors such as work processes, working environment, working conditions, office culture, the organisation, management, career development and loyalty. These factors are then combined in a group overview and can be edited.

Facet5 is the best and clearest online personality questionnaire available at the moment. It quickly gives managers and HR-professionals insight into the behaviour, motivation, attitude and ambition of people. Facet5 is unique in that it is thoroughly founded on scientific evidence and it speaks in layman’s terms.

The exhaustive and accessible personality report provides answers to questions such as:

-What are the strong and weak characteristics of this (new) staff member and what can I expect of him/her on a daily basis?
-How can I, as this person’s manager, offer support in my management?
-In which competencies can my staff member grow?
-In which function can I best employ this person in a specific team?
-How does this team work together and what are the possibilities for improvement?

The depth of Facet5 borders on the unbelievable. Participants often do not believe that their personality reports are generated automatically because the feedback is so to the point. How is this possible? Facet5 has been perfected and expanded over a period of several years. The system is used annually by more than ten thousand people, which in turn provides Facet 5 with more information which is constantly used to further refine and improve it.

Facet5 offers various applications:
– Focus on specific competencies
– Audition: an evaluation according to a specific competency profile
– Team-scape: a comparison of individual reports, collated into a team report
– Focus on leadership: a practical overview for the manager, with do’s & don’ts
– Work preferences: an overview of incentives and motivation

The advantages:

– Fast, reliable and widely applicable
– Based on the globally accepted standard in personality evaluations
– Applicable for selection, development, career advice and team development
– Reports
– Reports at individual and group levels
– Available in 25 languages

The outcome of this questionnaire provides an overview of the candidates preferred management role. It identifies the style he/she is likely to adopt, the style he/she is likely to adopt under certain circumstances and the style he/she is not likely to adopt in a team or group situation. It then describes possible behavioral patterns of people with a similar preference for the management role. This questionnaire will take approximately 15 minutes.

This Leadership Improvement Plan is based on PiCompany’s popular Performance Improvement Plan. This report shows how our different leadership roles and their competencies relate to a participants personality and behaviour. Our Leadership Improvement Plan shows a specific talent and supports decisions concerning options for developing specific roles in leadership.

SHL’s Leadership report shows 8 competencies based on the SHL Leadership model which are critical for a person to lead an organisation. Leadership potential is differentiated in management focus, based on transactional style of leadership, and leadership focus, based on transformational style of leadership. Furthermore it shows potential on 4 essential leadership functions (developing vision, sharing goals, gain support and delivering success).

Individual learning has increasingly become an important factor in personal development, something that is essential in today’s rapidly changing working environment. This questionnaire is designed to provide insight into how a candidate deals with learning activities. Understanding his/her personal learning preferences, enables the employee to effectively select and organize learning opportunities, thus resulting in personal development at the highest level possible.

Understanding the strengths of your current and potential employees means you can make informed decisions, save time and improve performance. It’s easy to see why ability tests are such an important part of the sifting and selection stages.

Assessing ability could not be easier. Logiks uses scientifically-grounded insight to quickly identify your top talent and filter out the least suitable candidates.

Questions are drawn at random from hundreds of possible tests to ensure fair, accurate and detailed assessments, with instant analysis.

All this is backed by the support of Cubiks Online, our user-friendly platform for easy reporting and administration.

SHL’s Management Competency report summarizes how a candidates typical way of behaving is likely to influence his potential on a range of management competencies. Results can be used to create awareness for (future) managers regarding existing/less existing competencies and development opportunities to grow to or within a management position.

SHL’s Manager Plus report is specifically targeted at HR professionals and managers. It contains all necessary information for selection purposes. The report has an overview of preferred behaviour at work (interaction with people, approaching tasks and feelings & emotions), perceived influence on team and most probable performance on competencies.

SHL’s Maximising Your Learning report shows which types of learning style match with the personal preferences of the candidate. Based on the outcome it provides an analysis of strengths and weaknesses on 4 competencies focused on learning. These results, supported by specific development tips, will help the candidate to focus on maximising his or her learning skills.

Motivation is one of the essential elements of being successful at your job. This questionnaire is designed to help you understand what increases and decreases your employees motivation. Additionally, the questionnaire analyses the factors that motivate and which factors do not motivate. This questionnaire will take approximately 25 minutes.

Based on the inquiry of the candidates current work experiences a statement will be formulated about his/her engagement.

The Motivation Questionnaire measures 18 dimensions of an individual’s motivation. These provide a structured profile of the situations and tasks that will bring out the best in a person.  Motivation provides a unique contribution to our understanding of aspects that drive successful job performance, alongside other factors such as personality, ability and knowledge. The more your organisation is able to understand and maintain motivation, the more successful your employees, and in turn your organisation, will become.

SHL’s Candidate report is specially developed to hand over to candidates. It describes all results on the different parts in a nuanced and personal way. Most candidates appreciate to receive and read results after completing a questionnaire.

SHL’s OPQ Profile provides a short overview of all scores on 32 OPQ dimensions. This report is meant for a trained and certified user as a preparation for feedback, full assessment or a written report.

In SHL’s Universal Competency Report a candidate is described in terms of relevant competencies. By translating OPQ dimensions to SHL’s UCF (Universal Competency Framework) competencies. It is a perfect start to discuss relevant strenghts and weaknesses with a candidate during a job interview. This report can be used for selection purposes and to match competencies of candidate and important competencies in the job.

PAPI 3 explores the drivers and preferred working styles of participants, offering reliable insight to help you select, identify and develop the talent you need. The results focus on what’s critical to your organisation, equipping your team to deliver impactful interviews and productive feedback discussions.

PAPI 3 provides the power for you to define exactly what you’re looking for. Using Job Profiler, you can send a short questionnaire to your job experts and automatically collate their input on what’s essential for success.

Developed from the ground up, PAPI 3 is culturally sensitive and available in a variety of languages. This makes it ideal for international businesses looking to deliver personality assessments in multiple countries.

Available for certified and non-certified users. For certified users who have not completed the PAPI 3 update course, the PAPI 2 is still available.

PAPI 3 explores the drivers and preferred working styles of participants, offering reliable insight to help you select, identify and develop the talent you need. The results focus on what’s critical to your organisation, equipping your team to deliver impactful interviews and productive feedback discussions.

PAPI 3 provides the power for you to define exactly what you’re looking for. Using Job Profiler, you can send a short questionnaire to your job experts and automatically collate their input on what’s essential for success.

Developed from the ground up, PAPI 3 is culturally sensitive and available in a variety of languages. This makes it ideal for international businesses looking to deliver personality assessments in multiple countries.

Available for certified and non-certified users. For certified users who have not completed the PAPI 3 update course, the PAPI 2 is still available.

The question is: do certain competencies give you pleasure or not? It is possible that people recognize certain talents (behaviour), but do they really come from deep within? In other words, do they fit your personality? The other way round is of course also possible. The Performance Improvement Plan (PIP) shows effectively which talents fit your personality and which do not. These results are than combined with the outcome of a 360 questionnaire in which colleagues, managers or subordinates judge whether these talents are actually displayed on the workfloor and to which extent.

Profile Selector is an instrument that defines one or more job profiles within organisations. For each role, several critical competencies can be (s)elected.
Profile Selector enables several layers within the organisation (management, job experts, colleagues, role executives) to give their opinion on desired behaviour. Questions are dealt with online assuring objectivity and possibility for partioners to respond at any given time and place. The result is an overview of competencies deemed critical for success, derived from different perspectives from each responding group. The outcome provides solid ground for discussion and will help to establish a set of competencies that is widely supported in the organisation.

Checking a reference in a selection procedure concerns querying a contact at one or several previous employers of an applicant. This way a future employer can assess the global functioning of an applicant including stated facts in an applicants resume. Using our Reference Check will allow you to query a contact in an objective manner. Also it is an optimal preparation for calling a referent. This check will take approximately 15 minutes.

To gain insight into their own capabilities, employees should be able to systematically evaluate their own competencies. But that is just one possible perspective. For a more balanced view, it is equally important to get the various individuals in the employees’ environment involved in the assessment – for example, supervisors, colleagues, employees and customers. The similarities and differences between the various perspectives – also known as 360-degree feedback – offer valuable starting points for discussions about the deployment and development of competencies.
The Reflector 360 provides input that can be used to select the correct personal development activities, to prepare for a performance interview or a career development session. In addition to that, the Reflector 360 can be used for an entire group or a team to see which competencies the group or team collectively masters, or which ones could be improved.
The Reflector 360 provides an overview of the differences between the respondent’s self-appraisal and how others in the immediate environment appraise the respondent: this includes an average across all the respondents as well as division into different groups in the immediate environment. This overview represents the competencies selected by the user and it includes the accompanying specific behavioural indicators. A special version for students is also available.
The report is represented in a well-organized graphic overview with brief and succinct explanatory texts.

Reflector 360 Leadership shows specific behaviour more of less relevant to our different leadership roles. This way our tools improve gaining insight into the ability to develop or fullfill a leadership role.

The Reflector Appraisal is used for structuring evaluation and appraisal talks between candidates and their supervisors with reference to talents (competencies mastered) and competencies in need of development. Usually such talks are organised periodically. Both the manager and the candidate fill out the questionnaire prior to these talks.
The Reflector Appraisal shows the differences between the candidate’s and manager’s perceptions. The Reflector Appraisal provides an overview on relevant competencies and behavioural indicators. The information will be presented in a clear and graphic overview by means of simple and short textual references in highlighted boxes.

Which leadership roles fit and which ones do not? How much energy does it cost for one to grow in a certain role? Which personality traits lay at the foundation of a leadership profile? The Reflector Big Five Leadership helps to find the answers. The Reflector Big Five Leadership shows the amount of talent one has to develop and sustain behaviour connected to specific leadership roles. It also shows to which extent one is suited for a managerial or executive position.

Personality as the basis for success
Whether someone is capable showing specific leadership skills successfully, highly depends on his/her personality. The better personality traits fit a leadership role, the easier it will be for this person to show behaviour required for this particular role. The Reflector Big Five Leadership is based on the worldwide highly regarded Reflector Big Five Personality. This instrument is therefore effective, trustworthy, reliable and predictive.

Eight leadership roles
The Reflector Big Five Leadership distinguishes eight leadership roles, based on the well-known and proven principles of Quinn:
• Innovator
Generating new ideas is typical for the Innovator. Key word is “innovation.”
• Networker
The Networker represents the department/organisation towards the outside world and actively maintains a large network. Keyword is “possibilities”.
• Producer
The Producer is hands-on active. This leader proceeds quickly and energetically, with focus on clear tasks and concrete results. Keyword is “result”.
• Director
Typical for a director is the focus on targets and making roadmaps. Keyword of this leader is “direction”.
• Co-ordinator
A Co-ordinator plans and brings structure, delegates tasks & means, checking progress. Keywords are “taking care”.

• Monitor
A Monitor leader analyses carefully, registers and reports. The keyword is “information”.
• Teambuilder
The Teambuilder puts up frames for collaboration and focuses on group processes. The keyword is “cooperation”.
• Coach
A Coach focuses on coaching, supervising and development of co-workers.
The keyword is “counselling”.

Clear reports
Reflector Big Five Leadership can be taken online. The participant receives an e-mail including a link to the questionnaire. Upon completion, the report will be submitted immediately online to the test taker. Reports cover two parts: the part that compares the test taker’s leadership roles with a special norm group consisting of managers and executives only and the part reveiling the underlying personality traits that will show to which extent certain roles are to be developed (ranging from very difficult to very easy).

The Reflector Big Five Personality can be used when a balanced and comprehensive impression of someone’s personality in daily work situations is needed. This might be helpful in situations like personal development activities, career choices and evaluation of the potential for career development.
The Reflector Big Five Personality provides support by measuring the respondent on the most important personality traits, the so-called “Big Five”: instability, extraversion, openness, accommodation and conscientiousness. The questionnaire focuses on behaviour that people show in work situations. The instrument measures the position of the respondent with regards to the average norm in a local working population. The questionnaire paints a portrait of the employee’s measured personality traits compared to the desired job competencies. A special version for students is also available.
The personality characteristics as well as the information concerning the competencies are presented in a well-organized graphic overview using brief and succinct explanatory texts.

The Reflector Self Appraisal is a self reporting questionnaire with reference to selected competencies for which he or she feels the need to progress or which he or she deems to be mastering. Reference can be a current job, a job prospective or a career change. The Reflector Self Appraisal is primarily useful for candidates who want to learn and communicate more about how their behaviour affects certain competencies related to the job in hand. These results may help the candidate to prepare evaluation talks or coaching sessions. The Reflector Self Appraisal provides an overview on how the candidate judges him or herself related to competencies and behavioural indicators. The information will be presented in a clear and graphic overview by means of simple and short textual references in highlighted boxes.

SHL’s Sales report shows a graphical and a narrative summary of an individuals preferred behavioural style which is essential for sales success. It supports people in salesjobs to identify potential strenghts, weaknesses and areas for further exploration. This report is divided in 3 sections: sales foundations, sales cycle and an optional motivation overview. When combined with Motivational Questionnaire (MQ), it provides an overview of motivators that can influence sales effectiveness.

Savvy Integrity offers the opportunity to check candidates at half a dozen integrity risks: theft, bribery, gambling, substance use, loyalty and honesty. This test can be administered separately, as an powerful combination with a personality questionnaire or as a part of a full online/offline assessment.

The Student Big Five is a specially designed questionnaire for students on any graduate or undergraduate level. Both the questionnaire as the report are fully geared towards the educational world. Students, but also teachers, coaches and counsellors can use Student Big Five during the study period. After graduation, this information can also be of vital importance to recruiters, job advisors, career counsellors, etc.
The Student Big Five provides support by measuring the respondent on the most important personality traits, the so-called “Big Five”: instability, extraversion, openness, accommodation and conscientiousness. It also shows which competencies are to be nurtured, developed or best left alone.

With SHL’s Team Impact – Individual Development report candidates who need to work together gain insight in how and in which areas they can improve their personal contribution to the team. This report contains specific and practical development tips to the areas in need of attention.

SHL’s Team Impact selection reports offers an overview of strengths and weaknesses regarding performing in teams. Through structured, competence based, interview questions it is possible to further examine a candidates added value. The report shows how a candidate performs in a team and how the candidate can improve his or her performance. It also shows how a manager can support development of a team members performance.

A candidate completes an online questionnaire focusing on team roles. The report shows an overview of group roles which a candidate prefers. It identifies a style he/she is likely to adopt, a style likely to adopt in some circumstances and a style not likely to adopt in a group or team at all. Furthermore it shows preferred behaviour of people adopting a certain role.

SHL offers a wide range of ability testing methods, like the Checking Test. It measures an individual’s ability to quickly and accurately compare information such as numbers, letters and patterns, making it ideal for use when recruiting for clerical, data entry and purchasing roles. The Calculation Test assesses ability to perform numerical calculations swiftly and correctly, as required for day-to-day tasks in sectors such as retail, payroll and banking.
SHL has also extended the global reach of its existing Verify Verbal, Numerical and Inductive Reasoning tests. They have been launched in a range of new languages including Japanese, Thai and Russian meaning that these tools are more globally applicable and available in 25 languages.
The new Verify Checking and Calculation tests have been created with the same anti-cheat robustness as the existing Verify range. While the main assessment is completed remotely, each Verify test comes with an optional, free, shorter, ‘supervised’ follow-up assessment usually taken at the employer’s premises. This follow-up test allows employers to check that the person who takes the supervised Verification test is of the same ability as the person who has taken the initial unsupervised online test.

The SHL Verify Range of Ability Tests comprises reasoning tests designed for administration online and to be resistant to cheating and piracy of content. SHL Verify consists of two stages:
The SHL Verify Ability Test (VAT) is intended for administration online and unsupervised. These tests are drawn from an item bank that provides different but equivalent tests administered randomly to candidates. This feature has been designed to minimise the ability of candidates to access answers to tests, and to reduce the ability of candidates to collude through the exchange of answers to items.
The SHL Verify Verification Test (VVT) is a short test that has been designed to offer an equivalent and supervised follow-up assessment to the VAT. This test checks the consistency of scores from the first unsupervised online test and flags inconsistent scores for follow up.
The Verify Range of Ability Tests currently comprises 3 individual measures of reasoning; Verbal, Numerical and Inductive Reasoning. The 3 tests can be administered either separately or in any combination driven by the requirements for an assessment.
Inductive reasoning extends the range of assessments available from the Verify range to include the ability to work with problems that are novel and that require individuals to work from first principles in order to reach a solution.

The SHL Verify Range of Ability Tests comprises reasoning tests designed for administration online and to be resistant to cheating and piracy of content. SHL Verify consists of two stages:
The SHL Verify Ability Test (VAT) is intended for administration online and unsupervised. These tests are drawn from an item bank that provides different but equivalent tests administered randomly to candidates. This feature has been designed to minimise the ability of candidates to access answers to tests, and to reduce the ability of candidates to collude through the exchange of answers to items.
The SHL Verify Verification Test (VVT) is a short test that has been designed to offer an equivalent and supervised follow-up assessment to the VAT. This test checks the consistency of scores from the first unsupervised online test and flags inconsistent scores for follow up.
The Verify Range of Ability Tests currently comprises 3 individual measures of reasoning; Verbal, Numerical and Inductive Reasoning. The 3 tests can be administered either separately or in any combination driven by the requirements for an assessment.
Both the Verbal and Numerical tests are examples of deductive reasoning measures. Broadly speaking, this is the ability to work with problems that are bounded and where methods or rules to reach a solution have been previously established.

The SHL Verify Range of Ability Tests comprises reasoning tests designed for administration online and to be resistant to cheating and piracy of content. SHL Verify consists of two stages:
The SHL Verify Ability Test (VAT) is intended for administration online and unsupervised. These tests are drawn from an item bank that provides different but equivalent tests administered randomly to candidates. This feature has been designed to minimise the ability of candidates to access answers to tests, and to reduce the ability of candidates to collude through the exchange of answers to items.
The SHL Verify Verification Test (VVT) is a short test that has been designed to offer an equivalent and supervised follow-up assessment to the VAT. This test checks the consistency of scores from the first unsupervised online test and flags inconsistent scores for follow up.
The Verify Range of Ability Tests currently comprises 3 individual measures of reasoning; Verbal, Numerical and Inductive Reasoning. The 3 tests can be administered either separately or in any combination driven by the requirements for an assessment.
Both the Verbal and Numerical tests are examples of deductive reasoning measures. Broadly speaking, this is the ability to work with problems that are bounded and where methods or rules to reach a solution have been previously established.

Webcamtest Management Skills consists of 10 situations. The duration to respond is about 45 minutes. A quiet place is required so that the candidates can give their answers without being disturbed.

Within the Webcamtest the candidate can demonstrate the competencies needed for a certain task or role in their work, for instance the role of a manager. Situational Judgment Tests (SJT’s) measure insight and not necessarily effective use of this insight in practice. The Webcamtest offers information about insight and the effective use of this insight.

Within the Webcamtest, short films of practical situations are presented. Professional actors were employed in filming the situations. During the short films the actor speaks to the candidate as in normal work situations. After seeing and hearing the situation, the candidate reacts spontaneously and verbally. This answer is recorded by a webcam (which is connected to the laptop computer) and uploaded to a server.

Running the Webcamtest is simple: after providing the answer, the candidate presses the “next” button and the next situation is displayed on the monitor. This situation, in turn, may be initiated by clicking on it. After completion of the Webcamtest, reactions are played back and evaluated by professional assessors. They rate independently of one another. The raters are working online, on the basis of a set of comprehensive scoring instructions.
The Webcamtest can be applied for selection and for coaching or training purposes.

Advantages of the Webcamtest over the assessment center are:

Limited operational costs:The actors have to play the situations only once.
Greater degree of standardization: Each candidate is presented with the same situations. This enhances the reliability of the measurements.
Increased flexibility: Assessors do not have to be present and can judge the material at a later point in time.
Greater breadth of information: More situations may be presented in a short period of time.