Tests

Occupational Personality Questionnaire OPQ, Motivational Questionnaire and VERIFY (ABILITY)

A psychometric test and evaluation together with structured, in- depth interviews provides the best prediction for a successful candidate match. Both OPQ, MQ and VERIFY provide supporting in deciding:

  • The best ability and behavioural match for the role/function.
  • The best behavioural match for the company.
  • The best behavioural match for the manager.

- OPQ (OPQ32r) – Occupational Personality Questionnaire

  • The most comprehensive personality test. Measures personality traits that may have an effect on your performance at work. E.g., how you might react in certain situations; what makes you tick. No right or wrong answers.
    • 104 questions and 312 statements.
    • Measures 32 behavioural styles under three main categories:
      • Relationships with people.
      • Thinking styles.
      • Feelings and emotions.
    • Linked to 20 behavioural competencies.
    • The test takes approx. 25 minutes to complete (there is no time limit).
  • The OPQ32r test provides a range of profiles depending on the specific need you have for personal profiling.
    • Candidate report.
    • Universal Competence Report (UCR).
    • Competence gaps and development report.
    • Leadership report.
    • Team report (individual).
    • Sales report.
    • Decision maker report.

- MQ – Motivational Questionnaire

  • Measures and explores people’s drivers and barriers to motivation.
  • Twenty (20) motivation dimensions that occur repeatedly in the literature on motivation. These cover key areas within motivation.
    • Autonomy.
    • Relatedness.
    • Competence.
  • Test takes approx. 25 minutes to complete (there is no time limit).

- VERIFY – ability tests

  • To measure the specific skills of candidates. Definitive right or wrong answers.
    • Numeric skills
    • Verbal skills
    • Inductive skills.
  • You can do one or more of the tests depending on the specific behavioural competencies you want to assess. Most often, in a larger assessment, all three (3) tests are carried out. There is a set time limit of 18 minutes per test, and each test takes approximately 30 minutes in total.

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The DISC assessment test

DISC is a behavioural assessment model used in a range of situations in which people’s differences are of significance – for example, during recruitment, personal development, group development, leadership development, sales development and communication. It is based on research concerned with normal feelings.

William Moulton Marston, who developed the model, has identified four primary types, known as D, I, S and C. These letters describe the following:

  • D is about managing challenges and difficult situations.
  • I is about how you “sell” ideas to those around you.
  • S refers to how you adapt to the pace of your surroundings.
  • Finally, C is about how you manage routines, rules and laws.

A DISC assessment outlines an individual’s natural behaviour (basic behaviour) and how he/she adapts to a specific environment or surroundings (adapted behaviour). Basic behaviour is partly genetically acquired but is also dependent on early learning. It is also relatively stable over time. Adapted behaviour is determined by the situation, and indicates the changes an individual considers necessary in order to adjust to a given scenario. Adapted behaviour is learned, and may change from one situation to another.

Colour coding is used in order to highlight the different behavioural styles.

Red - dominance
Reds are often good at solving problems and enjoy taking on a challenge. They are often perceived to be demanding, aggressive, assertive, motivational, self-willed and pioneering. Conversely, those with a small amount of red in their profile are reserved and unobtrusive. They want more time and information before deciding on a solution. Reds can be described as conservative, open to cooperation, cautious, unpretentious and placid.

Yellow - influence
Those with a lot of yellow in their profile are skilful communicators, influencing others through their enthusiasm and good interpersonal skills. They can be described as persuasive, inspiring, optimistic, sociable and trusting. Those with a small amount of yellow in their profile try to influence others with facts, rather than feelings. They can be described as thoughtful, reserved, sceptical, pessimistic and critical.

Green - stability
Those with a lot of green in their profile prefer working at a moderate pace and don’t like unplanned changes. They can be described as calm, loyal, relaxed, patient and persistent. Greens enjoy teamwork and commonly have a caring approach to others. Those with a small amount of green in their profile are happiest around variation, activity and action. They are also open to new ideas and change. Greens are often perceived as spontaneous, impatient, restless and energetic.

Blue - conformity
Those with a lot of blue in their profile have a commitment to quality and look to do things correctly from the start. They can be described as cautious, thorough, vigilant and quality-conscious. Those with a small amount of blue in their profile see rules more as guidelines which sometimes need to be bypassed. They can be described as independent, self-willed, unconventional and challenging.

The DISC assessment can be used in a number of areas

  • To provide background information for one-on-one coaching of managers and employees.
  • It can be used effectively during team development to improve understanding around communication and cooperation within the team.
  • In addition, the assessment can help to provide interesting insights for sales activities and better understand individual communication styles in a sales context. However, above all, it helps shed light on the different styles so you can assess and approach the customer in the right way