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Assessments for Selection and Development 2019/2020


Hogrefe. Approachable psychometrics. There is no concrete formula for identifying and developing workplace talent – but with Hogrefe’s business psychometrics and HR solutions, you can be assured of accessing reliable people data and measurements to support your organisation’s or your client’s unique needs. Best of all, our wide range of personality, aptitude and ability tests are designed to work together to create scientifically-validated, tailored solutions. We can help you identify the best combination of assessments, training and feedback to meet your requirements – taking the obstacles out of the psychometric testing process.

gaining an overall picture of whether and how a test taker favours creativity in the workplace. We are also delighted to bring you a new edition of the Power and Performance Measures – Revised (PPM-R), a suite of seven independent aptitude and ability tests for improved flexibility and decision-making in recruitment and selection.

Whether you’re testing 1 or 1,000, we have the solution for you. New measures include the Dark Triad of Personality at Work (TOP) for assessing ‘dark side’ characteristics within an organisational setting. Other exciting new additions to our portfolio include the Positivity Test (PT) for capturing a test taker’s overall positivity, and the Creative Response Evaluation – Work (CRE-W) for

If you are new to psychometrics, we also run regular BPS-verified TUOA/TUOP (Test User Occupational Ability/Personality) training courses that will provide you with the knowledge and practical skills necessary to conduct psychometric tests fairly and effectively in your organisation. We pride ourselves on our approachability, so get in touch to discuss your psychometric needs.

Hogrefe Ltd Hogrefe House Albion Place Oxford OX1 1QZ

customersupport@hogrefe.co.uk www.hogrefe.co.uk

Tel. +44 (0)1865 797920 Fax +44 (0)1865 797949

@hogrefeltd /company/hogrefe-ltd /hogrefeltd © 2018 Hogrefe Ltd


Personality Assessments Measures of typical performance


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Dark Triad of Personality at Work (TOP) Used for: Selection, development and coaching. The new TOP has been developed to enable individuals and organisations to harness the potential of the dark triad of personality at work. Thoroughly grounded in research and with impeccable academic credentials, the TOP measures the aspects of the dark triad (narcissism, Machiavellianism and subclinical psychopathy) across three factors and 11 subscales. The items have been specifically formulated for use in an occupational setting, and extensive standardisation and validation studies have been carried out. The TOP allows organisations to measure the dark triad characteristics to assist selection and development decisions in a way that is both legal and complies with accepted practice. In addition, consulting services such as coaching can be supplemented with TOP results. The TOP is suitable for use with working adults of all ages and from all professional groups. The TOP standard form consists of 60 items across the three factors.

The factor ‘Narcissistic Work Approach’ comprises the subscales: • Claim to leadership • Belief in persuasive power • Need for authority • Appetite for risk • Sense of superiority The factor ‘Machiavellian Work Attitudes’ comprises the subscales: • Unsentimentality • Assertiveness • Scepticism The factor ‘Psychopathic Work Style’ comprises the subscales: • Flexibility • Impulsivity • Extenuation Materials include a manual, standard form questionnaire, standard form technical HTS 5 report and two narrative HTS 5 reports. The TOP is scheduled for publication early in 2019. Express your interest by emailing consulting@hogrefe.co.uk

Administration time

Untimed (approx. 10 minutes)

Qualification

Test User Occupational Personality

Author(s)

D. Schwarzinger and H. Schuler

Formats

HTS 5 online

Languages available English and German


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NEO Personality Inventory

Used for: Selection and development, vocational guidance, counselling and research; also used in clinical sectors. The NEO is the gold standard measure of the ‘Big Five’ personality factors, providing a rich personality description that can be a valuable resource for business professionals everywhere. The NEO family tree includes assessments and tools to help meet a variety of business needs, beginning with our NEO PI-R, the UK-normed NEO-PI-3 and the shorter NEO-FFI-3, all the way through to our NEO Primary Colours® Leadership Report and our innovative NEO Cards. NEO-PI-3 (UK Edition) The NEO-PI-3 is a concise measure of the five major domains of personality and the six traits or facets that define each domain. Taken together, the five domains and 30 facets of the NEO-PI-3, including the scales for Agreeableness and Conscientiousness, facilitate a comprehensive and detailed assessment of normal adult personality. This latest edition contains updated norms and revised items. The forerunner of the NEO-PI-3 is the NEO PI-R, which we are continuing to offer in parallel with the NEO-PI-3. There is a huge volume of research data from high-level academic journals concerning the NEO, underlining its academic rigour. Contact us for information on the norm groups we have available for both the NEO-PI-3 and the previous edition, the NEO PI-R.

Primary Colours® Leadership Report The leadership report merges the in-depth personality profile of the NEO with the proven Primary Colours® Model of Leadership to create a clear, comprehensive narrative report on the test taker’s leadership suitability. The leadership report is an option above and beyond the standard detailed NEO reports. NEO Cards Our interactive NEO Cards are designed to enhance and inform your NEO feedback conversations. The cards facilitate an interactive exploration of the NEO’s five domains, all 30 facets and potential indications of working style. NEO-FFI-3 (UK Edition) The NEO-FFI-3 is a 60-item version of the NEO-PI-3, providing a brief, comprehensive measure of the five domains of personality with UK norms. Professionals using the NEO-FFI-3 appreciate it as a quick and accurate measure when time is limited and the full-length NEO-PI-3 cannot be deployed. NEO training options are available on pages 24 and 25.

Administration time

Untimed (approx. 30–35 minutes)

Qualification

Test User Occupational Personality

Author(s)

R. R. McCrae and P. T. Costa

Formats

HTS 5 online, paper and pencil

Languages available

English, Czech, Danish, Dutch, French, Italian, Norwegian, Swedish and Finnish


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Nottingham City Transport: Driving Psychometric Success When we first started working with Nottingham City Transport (NCT) back in 2005 they faced a host of problems, including a trainee dropout rate of one in three, representing a sizeable financial loss for the company. In addition, 25% of their drivers were close to retirement. It was clear that better assessment of candidate suitability was necessary prior to beginning training, in order to address these issues. “Keeping such a large fleet of vehicles ready for the road is hard enough,” said Mike Lee, Training and Development Manager at NCT at the outset of the project. “But making sure that we’ve enough qualified drivers is an even bigger headache.” NCT and Hogrefe agreed that the best way to determine which tests would really give the NCT team the exact insight that they wanted was to conduct a trial of several, and determine which combination worked best. A pilot project was established where four Hogrefe tests were used on a representative sample of 50 existing staff members, and the results were examined carefully by both Mike and the Hogrefe team.

The results indicated that the d2 Test of Attention and the NEO Personality Inventory were most predictive of job performance. The d2 ensures that drivers can maintain the basic focus of attention needed to drive a bus safely through the city centre, and the NEO gives insight into their temperament. After implementing the new testing process, including the NEO and the d2, NCT’s dropout rate fell from one in three to one in ten, making a huge difference to the company’s finances. You can watch their psychometric success story on our website at www.hogrefe.co.uk/neopi3.html

Nottingham City Transport’s total savings: £1.2 million


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Positivity Test (PT)

Used for: Development and coaching; also used in clinical sectors. Positive thought, or positivity, can be described as a basic general tendency to approach everyday life with hope and trust. The PT assesses positivity by presenting a series of 34 statements reflecting positive constructs such as optimism, self-esteem and life satisfaction. Each statement is rated on a scale ranging from strongly agree to strongly disagree, thus providing an insight into the test taker’s overall positivity. The test, which is particularly easy to administer, has two scales of measurement: •T  he Multidimensional Positive Orientation Scale (MPOS) evaluates self-orientation, future orientation and other orientation, resulting in a detailed profile of positivity. These three dimensions combine to give a score for Positive Orientation. •T  he Positivity Scale (P Scale) has been designed as a quick and easy-to-use tool for measuring positivity directly. It evaluates test takers’ assessments of themselves, their future, their life and their general degree of trust in others, to provide a single, simple positivity score.

In addition, two control scales improve the reliability of the results by measuring heroic self-perception and moralistic self-perception, self-presentation strategies (or biases) that are well known in the field of social psychology. The PT is a useful tool for businesses, as there is evidence that positivity is linked to job performance. It can also be used by clinical psychologists as a predictor for mood changes or disorders, such as depression. Cross-cultural studies have shown that it is equally appropriate for people from different cultural backgrounds. The PT is scheduled for publication early in 2019. Express your interest by emailing consulting@hogrefe.co.uk

Administration time

Untimed (approx. 5 minutes)

Qualification

Test User Occupational Personality

Author(s)

G. Vittorio Caprara and G. Alessandri

Formats

HTS 5 online

Languages available English, Dutch and Italian


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Creative Response Evaluation – Work (CRE-W) Used for: Selection, development and coaching. Creativity is a key force in organisations. Assessing creativity, which has been described as the most important economic resource of the twenty-first century, is a crucial part of the selection process for every organisation that truly values innovation. The CRE-W explores creative thinking in a business context: • I t is situation based and focuses on realistic work problems. • I t is designed to give organisations feedback that can be used for selection, development and building project teams. • I t measures different styles of creative thinking. The CRE-W presents a series of 20 scenarios and possible responses representing dilemmas typically encountered at work. Each possible response is rated according to how likely the test taker would be to choose it. On completion, three scores are calculated: •T  he cumulative creative initiative score measures the overall likelihood of the test taker choosing a creative response when faced with a critical decision.

• The new creative thinking style score reflects the tendency to think of radically new ideas, pursue multiple opportunities and take risks. • The different creative thinking style score reflects the tendency to adapt and improve on existing ideas, procedures, products and services. The creative initiative score is designed for use in selection for positions where creativity is a job requirement. The new and different creative thinking style scores may also be used in selection, but are specifically applicable to project teams. Research shows that teams are most successful when they encompass different styles of creative thinking, and combining individuals with high new and different creative thinking style scores is an effective way to achieve this. All three scores also have applications in individual development and coaching.

Administration time

Untimed (approx. 15 minutes)

Qualification

Test User Occupational Personality

Author(s)

J. C. Kaufman and R. Reiter-Palmon

Formats

HTS 5 online

Languages available English, Dutch and Italian


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LJI Suite: The Complete Leadership Judgement Indicator Used for: Leadership development and selection. Hogrefe offers three versions of the LJI to gauge test takers’ decision-making and judgement skills in different management contexts. These criteria are tracked through 16 decision-making scenarios and also assess the following: • Preferred style of leadership. •A  bility to adapt leadership style to the situation and resources at hand. •B  alance between delivering business results and ensuring the continued motivation and loyalty of the team. The test taker is presented with conventional business scenarios and offered four potential responses. The relative appropriateness assigned to each response indicates a particular leadership style – which may or may not be appropriate given the situation. The Leadership Judgement Indicator (LJI-2) The highly acclaimed original LJI has been published in eight different languages to date. The UK version is normed against a general managerial population of 1,345 leaders. The scenarios have been found to be effective with leaders from the most senior board level to firstline team leaders. The tool includes an enhanced Personal Insight Report and a Technical Report.

The Global Leadership Judgement Indicator (G-LJI) Developed for assessing leaders and leadership potential in organisations with an international reach, the G-LJI is comprised of scenarios designed to resonate with corporations worldwide. The Sales Leadership Judgement Indicator (S-LJI) The S-LJI is intended for use in the development of those in roles related to sales and sales performance. It provides an immediate, clear and telling picture of the test taker’s strengths and weaknesses in terms of effectively managing and leading a sales team. Also available: The Leadership Judgement Assessor (LJA) The LJA examines the test taker's leadership judgement by using a unique dynamic assessment approach. When used in conjunction with the LJI, the LJA’s innovative approach becomes even more powerful and conclusive.

Administration time

Untimed (approx. 35 minutes)

Qualification

Test User Occupational Personality

Author(s)

M. Lock, R. Wheeler, and N. Burnard

Formats

HTS 5 online, paper and pencil

Languages available English, French, German, Italian, Finnish, Czech, Portuguese and Russian


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Management Development Questionnaire (MDQ-R)

Used for: Coaching, training, team building, career counselling and selection. The MDQ-R evaluates executives on their mastery of seven universal competency factors covering management and leadership. The original MDQ has been extensively revised to reflect research on the distinction between management and leadership, the importance of emotional intelligence and the role of mindfulness in leadership performance. The updated framework clearly separates transactional (management) from transformational (leadership) competencies, while also measuring emotional intelligence. The original concept model has been replaced by a four-tier model created using exploratory factor analysis. Test takers now complete the questionnaire using a seven-point agree– disagree (Likert) scale rather than the five-point scale of the MDQ. In combination with a new scoring algorithm, this results in a more finelytuned self-rating of skills and needs.

The MDQ-R offers the following benefits: • The updated competency framework resonates strongly with executives, encouraging deeper reflection and improved performance. • Clear separation of management and leadership competencies allows for a better understanding of the test taker’s strengths in each area. • Measurement of the test taker’s emotional intelligence in four key areas – self-awareness, social awareness, self-management and relationship management – plus emotional intelligence overall integrates management, leadership and emotional intelligence capabilities into one picture. • A clear and easy to interpret feedback report gives immediate understanding of strengths and areas of limitation. • Positive performance improvement advice related to scores on the seven competency factors and their elements improves selfawareness and encourages reflection on development activities. • A planning template with suggested stretch goals is included in the feedback report to provide a practical tool for encouraging real change.

Administration time

Untimed (approx. 15 minutes)

Qualification

Test User Occupational Personality

Author(s)

A. Cameron

Formats

Online

Languages available English


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Leadership Motivation Inventory (LEAMO)

Used for: Career planning and development. The LEAMO describes the test taker’s motivation to pursue a leadership career and capacity for taking on management responsibilities. It detects motivational potential and obstacles, making test takers aware of these factors during the early stages of career planning, as well as during professional development and into their later career. Early identification of and support for motivated young leaders is becoming particularly important in view of demographic change and the increasing shortage of skilled professionals and leaders. Many businesses are realising that they are already in the middle of a ‘war for talents’ and that supporting career development is increasingly important for staff retention.

Areas of application include: • Career counselling in schools. • Academic and career counselling at universities. • Vocational qualification programmes offered at universities. • Equal opportunities officers at universities and in organisations. • Personnel counselling. • Applied research. The questionnaire consists of 152 self-rated items and situational judgement scenarios.

Administration time

Untimed (approx. 20–30 minutes)

Qualification

Test User Occupational Personality

Author(s)

J. Felfe, G. Elprana, M. Gatzka, and S. Stiehl

Formats

HTS 5 online

Languages available English, German and Finnish


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Business-focused Inventory of Personality (BIP)

Used for: Selection, development, coaching and career counselling. In contrast to many other assessments of personality, the BIP has a distinct professional focus. It provides clear and concise prediction of effectiveness across a range of work situations. The inclusion of both temperamental and motivational factors makes the BIP ideally suited to board and senior executive level assessments. The self-report questionnaire is complemented by a version that can be completed by others. This provides useful insight into the impact of behaviour on other people and, as such, makes for a rich source of information in a development setting. The questionnaire includes 14 scales arranged into four conceptual domains: •O  ccupational Orientation – assessing workspecific motivation, this domain considers what motivates test takers in planning and shaping their career path and what they value in a job. •O  ccupational Behaviour – assesses the typical approach to work. •S  ocial Competencies – this domain describes the style of interacting with other people. • Psychological Constitution – this domain seeks to describe how the demands made by a range of tasks at work impact on the test taker’s resilience and experience of emotional pressure.

In addition, the BIP has an ‘Impression Management’ scale, which assesses an aspect of the test taker’s approach to the questionnaire and enables the test user to obtain, to some extent, the extent to which test takers are emphasising more positive or less positive aspects of themselves. The supplementary Observer-Rated Version (Form O) is a short, 42-item questionnaire which can be used by observers to rate the test taker on the 14 dimensions of the BIP. For the sake of time efficiency, in Form O, each BIP dimension is addressed with just three items. Form O has not been normed as a metric in its own right; it is exclusively a reference or support tool which provides some useful information about divergence between self-image and public image which might be discussed in coaching conversations or in team-development contexts.

Administration time

Untimed: Form S (self-rated, approx. 40 minutes), Form O (observer-rated, approx. 10–15 minutes)

Qualification

Test User Occupational Personality

Author(s)

R. Hossiep and M. Paschen

Formats

HTS 5 online, paper and pencil

Languages available English, German, French, Czech, Danish, Slovak, Italian, Dutch and Russian


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Business-focused Inventory of Personality – 6 Factors (BIP-6F) Used for: Selection, development and career counselling. The BIP-6F is much more than a short version of the BIP; it offers a self-rating with 48 items that, in contrast to the BIP, tap into six broad higherorder dimensions: Commitment, Discipline, Dominance, Stability, Cooperation and Social Competence. While 33 of the 48 items can also be found in the BIP, the other 15 were created anew through research specifically for this measure. In contrast to many other assessments of personality, the BIP-6F has a distinct professional focus: only professionally-relevant personality traits are included, and all the statements in the questionnaire are business-focused.

While the BIP was developed deductively, the BIP-6F was constructed via factor analysis in an inductive way. The relationship of the 6 BIP-6F dimensions to the 14 BIP scales is analogous to that between the 5 NEO domains and their respective facets. Additionally, with only 15 to 20 minutes required to complete it, the BIP-6F is a time-efficient alternative to the BIP.

Behaviour and personality outside of work are not covered. The BIP-6F is frequently used in discussion and planning for the test taker’s professional development. The results can however be used more generally – for example for personal development.

Administration time

Untimed (approx. 15–20 minutes)

Qualification

Test User Occupational Personality

Author(s)

R. Hossiep and C. Krüger

Formats

HTS 5 online

Languages available English, German, Italian and Russian


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Achievement Motivation Inventory (AMI)

Used for: Selection, development and career counselling. The AMI assesses factors relevant to vocational and professional success. It is based on the premise that performance motivation results from the way in which broad components of personality are directed towards performance. As a result it includes a range of dimensions that are relevant to success at work but that are not conventionally regarded as being part of performance motivation. The AMI is founded on the theoretical work related to the German ‘Leistungsmotivationsinventar’ and assesses test takers for 17 different facets of achievement motivation: • Compensatory Effort • Competitiveness • Confidence in Success • Dominance • Eagerness to Learn

• Engagement • Fearlessness • Flexibility • Flow • Goal Setting • Independence • Internality • Persistence • Preference for Difficult Tasks • Pride in Productivity • Self-control • Status Orientation Each scale has ten items, which for the most part are couched in a work context. Dimensionspecific scores are derived, as well as an overall score. The AMI consists of 170 items presented in a 7-point Likert-style format.

Administration time

Untimed (approx. 30–35 minutes)

Qualification

Test User Occupational Personality

Author(s)

H. Schuler and G. C. Thorn

Formats

HTS 5 online, paper and pencil

Languages available English, German, Swedish and Norwegian


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Decision-making and Self-regulation Assessor (DASA)

Used for: Selection, development, team-building, coaching and counselling. The DASA is the first dedicated measure of an individual’s capacity to self-regulate and make sound decisions – often important facets in the process of selection, development and coaching.

In fact, the DASA thrives when concerned with psychological variables which can be modified and controlled, making it flexible, comprehensive and adaptive.

Unlike tests of ability (measuring what people can do) or personality (measuring what they believe and value, or how they behave), the DASA measures how people actively manage themselves and make their own choices.

It also provides tailored feedback and developmental advice on decision-making style and competence, as well as on regulatory focus and mental resources, making it ideal for use in selection, development and coaching.

The DASA works from the latest theory and research – which posits that critical psychological processes, including decision-making and impulse control, are habit-based and can be consciously controlled – and offers considerable opportunities for training, self-development and self-improvement.

“The thing about the DASA is that it’s possible to improve the way that people make decisions, and improve the way that people self-regulate, by drawing people’s attention to the nature of their decision-making styles and their self-regulatory styles and capacity, and suggesting to them ways that they can improve these things.” Chris Dewberry, DASA author

Administration time

5–10 minutes

Qualification

Test User Occupational Ability

Author(s)

C. Dewberry

Formats

HTS 5 online

Languages available English


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Implicitly: Assessment of Unconscious Bias

Used for: Individual development, inspection, audit and the evaluation of training programmes. Implicitly can be used to help uncover our unconscious biases, which can impact on behaviour. Its results can be valuable in teamdevelopment contexts, organisational audits and development programmes. Implicitly comes with nine core tests regarding particular demographics: •E  thnic minority – White/Black •E  thnic minority – White/Asian •E  thnic minority – White/S.E. Asian • A ge • Gender •G  ender leadership • Disability •L  esbian/heterosexual women •G  ay/heterosexual men

Implicitly uses reaction time to measure biases with regard to disability, age, gender, sexual orientation and ethnic origin. These tests work by having the test taker complete a series of simple sorting tasks involving pictures of different demographics and words with negative or positive associations. The sorting tasks have to be completed as quickly and accurately as possible. Implicitly measures differences in the time taken to sort the different images and words. These differences are enough to measure the potential for the test taker to behave in a biased way. Implicitly was developed to specifically address concerns raised by other unconscious bias tests on the market. Unlike some other tools, it has been carefully constructed to ensure a behaviourallyreferenced and feedback-rich testing ground – meaning there is very little capacity for the misinterpretation of results. Implicitly training information is available on page 26.

Administration time

Untimed (approx. 5 minutes per test)

Qualification

Implicitly-specific

Author(s)

P. Jones

Formats

Online

Languages available English


Aptitude and Ability Assessments Measures of maximum performance


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Power and Performance Measures – Revised (PPM-R) Used for: Selection and development. Created with a focus on reliability, validity, and flexibility, the new PPM-R assesses aptitude and ability. Both easy to administer and interpret, the seven tests in the suite can be used separately or in any combination. Power measures (of aptitude or potential): •V  erbal Reasoning: measures aptitude for interpreting written information and drawing logical conclusions. •N  umerical Reasoning: measures aptitude for reasoning with numbers and interpreting numerical information. •P  erceptual Reasoning: measures aptitude for solving reasoning problems presented in the form of diagrams. Performance measures (of current ability): •V  erbal Comprehension: measures ability to comprehend written information. •N  umerical Computation: measures ability to combine the basic operations of arithmetic (addition, subtraction, multiplication and division). •S  patial Ability: measures ability to manipulate shapes mentally – to rotate or turn over various shapes and visualise how they combine. •M  echanical Understanding: measures understanding of simple machines and of various practical situations in which forces are at work.

The flexibility and adaptability of the PPM-R suite make it ideally suited for use in selection across different sectors and industries. Tests can be administered individually to measure a particular aptitude or ability, or grouped into smaller test suites to match the aptitude and ability requirements of specific roles. Individual results are provided for each PPM-R test and can be compared across candidates as part of a selection process. The PPM-R suite is also useful in staff development, allowing easy identification of individual potential as well as strengths and areas for development. All of the tests within the PPM-R suite are designed to assess people across different levels, including directors, managers, supervisors, professionals and graduates, and can be used for individual testing through to high volume assessments. Test users can choose from three norm groups: UK working population, UK managerial and professional, and UK graduates.

Administration time

Individual tests range from 8–14 minutes

Qualification

Test User Occupational Ability

Author(s)

J. Barrett

Formats

HTS 5 online

Languages available English


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IST-Screening: Aptitude Screening Test

Used for: Selection. Effective and economical, IST-Screening is particularly suitable for use with large numbers of applicants. Designed specifically for use in the early stages of selection, the test consists of three sections which quickly and effectively screen for aptitude in three distinct areas: •A  nalogies: an indicator of verbal intelligence. This subtest assesses abilities in the handling of linguistic material in the context of logical reasoning. It involves both mastery of vocabulary and the ability to identify relationships between concepts. •N  umber Sequences: an indicator of numerical intelligence. This subtest assesses arithmetical skill and the ability to identify logical relationships between numbers. •M  atrices: an indicator of non-verbal intelligence. This subtest assesses the handling of figural and pictorial material. It involves, among other things, the ability to identify logical relationships between figures.

Benefits of IST-Screening include: • It allows unsuitable applicants to be screened out early in the selection process, reducing recruitment overheads without compromising quality. • It saves time and money, effectively evaluating verbal, numerical and non-verbal aptitude in less than 30 minutes. • Unlike similar tests, IST-Screening gives a total score across all three areas of aptitude, allowing an overall assessment of applicants. • Online administration is quick and easy via Hogrefe Testsystem 5 (HTS 5), while online scoring guarantees accuracy and removes the need for manual scoring. Available with new UK working population norms, IST-Screening is also available in German and Italian, with a newly developed French adaptation coming soon.

The overall score assesses logical reasoning ability and provides a sound basis for deciding which applicants should progress to the next stage of the selection process.

Administration time

Less than 30 minutes

Qualification

Test User Occupational Ability

Author(s)

D. Liepmann, A. Beauducel, B. Brocke, and W. Nettelnstroth

Formats

HTS 5 online

Languages available English, German and Italian


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d2 Test of Attention – Revised (d2-R)

Used for: Assessing selective attention and concentration. In its newest iteration, the d2-R has become one of the most widely-used measures of attention – particularly visual attention – throughout Europe. Used not only within clinical and educational settings, it is also used within the pharmaceutical and transport sectors, and finds further application in areas such as sports psychology. The online d2-R consists of 14 screens in succession, each having 60 characters laid out in six rows of 10. Each character consists of a ‘d’ or a ‘p’ marked with one, two, three or four small dashes. The test taker must scan the lines and cross out all occurrences of the letter ‘d’ with two dashes while ignoring all other characters. The d2-R has been praised for its value in measuring focus of attention – and its contribution to extensive savings. You can read more about its success in conjunction with the NEO Personality Inventory with Nottingham City Transport on page 4.

The d2-R measures a variety of facets, including: • Processing speed • Accuracy of visual scanning • Coordination of speed and accuracy • Control of attention • Inhibitory control • Cognitive flexibility • Consistency in work speed and persistence • Rule compliance • Motivation for the task The latest version includes the following enhancements: • An additional practice phase to enhance test taker understanding. • The removal of ceiling effects by increasing the number of characters shown per screen. • 2015 norms for the UK (n=606) and Europe (n=2100), incorporating data from the Czech Republic, Denmark, Finland, France, Germany, Italy, the Netherlands, Norway, Sweden and the UK.

“The inclusion of the Hogrefe psychometric tests early on in the process has allowed us to make better and faster decisions. We are so confident in the test results now that we even use adverse results as reason to stop the assessment straight away.” Nottingham City Transport

Administration time

10 minutes

Qualification

Test User Occupational Ability

Author(s)

R. Brickenkamp, L. Schmidt-Atzert, and D. Liepmann

Formats

HTS 5 online

Languages available

English, German, Czech, Slovak, Danish, Finnish, Dutch, Russian, Swedish and Norwegian


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Watson Glaser Critical Thinking Appraisal (WGCTA)

Used for: Selection where verbal reasoning and critical thinking skills are essential to the job. The WGCTA is a powerful measure designed to test high-level critical thinking ability. Critical thinking is the ability to look at a situation and clearly understand it from multiple perspectives whilst separating facts from opinions and assumptions. Managers at all levels are bombarded with information that looks good on the surface but may be incomplete or even flawed. It is easy to make assumptions, draw the wrong conclusions and, therefore, make the wrong decisions. The questionnaire is divided into three sections, each of which measures a different aspect of critical thinking: •R  ecognising assumptions •E  valuating arguments •D  rawing conclusions

WGCTA features include: • More contemporary and business-relevant items. • Interpretable subscale scores that provide information about three critical thinking skill domains. • Scoring based on item response theory (IRT) allowing a more accurate estimate of true critical thinking skills. • Automated reports which include a basic Profile Report, an Interview Report and a Development Report. • The ability to retest those who have completed the WGCTA with a further supervised test that can be administered online or via paper and pencil. • A range of norm groups. Watson Glaser is owned and published by TalentLens, a global division of Pearson.

Administration time

Up to 30 minutes

Qualification

Test User Occupational Ability

Author(s)

G. B. Watson and E. M. Glaser

Formats

Online, paper and pencil

Languages available English


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Raven’s Progressive Matrices

Used for: Selection and career counselling. Raven’s is a leading global non-verbal measure of mental ability, helping to identify individuals with advanced observation and clear thinking skills who can handle the complexities and ambiguities of the modern workplace. Raven’s offers information about the test taker’s capacity for analysing and solving problems, abstract reasoning, and learning, while reducing cultural bias through the use of its non-verbal approach. The Advanced Progressive Matrices (APM) Short Form: • i s suitable for senior management positions and senior professional and technical positions; •d  ifferentiates between people at the high end of intellectual ability; • i s a timed test containing 23 items that lasts for up to 42 minutes (with 2 minutes for practice items).

The Standard Progressive Matrices (SPM) Short Form (online only): • is suitable for supervisory/entry-level management positions and mid-level positions; • is a timed test containing 28 items that lasts for up to 47 minutes (with 2 minutes for practice items). Both tests are available for use online under supervised conditions; the APM is also available in paper and pencil format. For those using Raven’s full version norms, there is a conversion table for the short form. Raven’s is owned and published by TalentLens, a global division of Pearson.

Administration time

47 minutes (SPM); 42 minutes (APM)

Qualification

Test User Occupational Ability

Author(s)

J. Raven

Formats

Online, paper and pencil

Languages available English


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Bochum Matrix Test, Advanced Short Version (BOMAT-SHORT) Used for: Selection and training. The BOMAT-SHORT is used to measure general intelligence and intellectual capacity in the upper cognitive ability range. The BOMAT-SHORT contains two parallel forms, with a reduced number of items (29) from the original version, resulting in a significant shortening of the time required for the administration of the test. The BOMAT-SHORT measures the analytic and integrative operations involved in complex reasoning. The instrument makes it possible to clearly distinguish, with regard to general intelligence and intelligence capacity, between individuals of marked intellectual ability. Because the BOMAT-SHORT is an almost entirely non-verbal instrument, it is particularly suitable

for use in assessment situations where the measurement of verbal skills is not an explicit focus. It consists of a ‘warm-up’ section containing 10 practice items, followed by the test itself. The first section is used for training; it initiates test takers in the principle of matrices and the solution strategies that need to be applied. The test section consists of 29 items presented in approximate ascending order of difficulty. These items reach a significantly higher degree of complexity than those in the ‘warm-up’ section. The arrangement of items according to difficulty is appropriate in that it means that even the least able test takers will work on as many items as possible in the given time, thus obtaining informative results.

Administration time

Approx. 60 minutes

Qualification

Test User Occupational Ability

Author(s)

R. Hossiep, D. Turck, and M. Hasella

Formats

HTS 5 online

Languages available English, German, Danish, Russian, Czech, Swedish and Norwegian


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Mechanical and Technical Understanding Test (MTVT)

Used for: Measuring practical intelligence. The MTVT is designed to assess the test taker’s mechanical comprehension – a facet of the area of ability referred to in short as ‘practical intelligence’. The MTVT is suitable for the following assessment purposes: •a  s a specific measure of mechanical and technical comprehension; •a  s a measure of general intelligence that supplements verbal testing; • t o support the selection of apprentices and trainees on the basis of aptitude; • t o provide teachers with information on the practical and technical skills of their students.

The MTVT is characterised by the following features: • All of its 32 multiple-choice items involve practical technical problems that can, in principle, be solved by visual inspection. • It can be administered as an individual or group test. • Because of its modest requirements in terms of time and materials, it is an economical test. • It is an objective test and one that, in comparison with the majority of tests of this type, is highly reliable. • There is content- and factor-based evidence of its validity.

Administration time

45 minutes

Qualification

Test User Occupational Ability

Author(s)

G. A. Lienert

Formats

HTS 5 online

Languages available English and German


Training and Accreditation


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Test User: Occupational, Ability and Personality (TUOA/TUOP with NEO Combined Training Course) This fast-paced course will qualify you in TUOA and TUOP (previously Level A and B). It provides you with the knowledge and practical skills necessary to conduct psychometric tests fairly and effectively in your organisation. Verified by the British Psychological Society (BPS), this course will qualify you to use ability tests from all the UK’s main publishers, and also qualify you to use the NEO-PI-3 (see page 3).

Our TUOA/TUOP with NEO combined training course runs in both Oxford and London. Please visit our website (www.hogrefe.co.uk) or call us on +44 (0)1865 797920 for upcoming course dates, location details and prices.

Course content: •T  heory of psychometric testing and personality assessment •H  ow to select the most appropriate tests for a specific purpose •T  est administration and scoring •T  est reliability and sources of error •T  he validity of psychometric tests – measuring the utility of testing •U  nderstanding personality assessment • I nterpretation of the NEO-PI-3 •U  sing the NEO-PI-3 for recruitment and people development •F  eeding back ability and personality tests •B  est practice, diversity and fair selection

“The content was excellent ... (the tutors were) really personable, made the whole learning experience enjoyable.”

Duration: •8  hours of pre-course learning and reading •3  days face-to-face training •5  hours of post-course work

Suitable for: Anyone looking to conduct psychometric tests in an occupational setting.

In-house TUOA/TUOP with NEO training delegate

a bl e avail Also use for in-ho courses s er’s Mast anisation g r o and


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The NEO-PI-3 Conversion Course

An intensive and interactive one-day course designed for those who would like to train in the use of the NEO-PI-3 (see page 3). The NEO is internationally recognised as the gold standard for personality assessment and is standardised to the UK working population. On Hogrefe’s in-depth training course, delegates learn how to use the NEO-PI-3 with confidence through tutorials, group exercises, case studies and practical feedback sessions. Objectives of the course: •G  ain knowledge of the NEO’s 30 facets and five domains • I nterpret facet combinations •B  ecome familiar with NEO profiles •U  nderstand how to feed back NEO profiles The course will enable delegates to: • I nterpret and feed back personality profiles •G  ain eligibility to be assessed (at an additional charge) for the BPS TUOP Intermediate Plus Certificate, as long as the personality measure used for the Intermediate qualification is substantially different from the NEO-PI-3 (please visit the BPS website for more information).

All course delegates will receive the NEO-PI-3 Manual and Guide to Interpretation to help get them started. Suitable for: Those with a Test User Occupational: Personality (TUOP) qualification. A master’s degree in psychology that includes training in personality assessments and/or psychometrics could also be acceptable. In the rest of the world, additional local requirements may apply and there could be restrictions depending on your location. Please contact us to discuss.


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Implicitly: Assessment of Unconscious Bias Training Course Learn how to administer, interpret and give feedback on Hogrefe’s cutting-edge tool for detecting the presence of unconscious bias. Implicitly is the first commercial test to not only measure unconscious bias but to link it to realworld discriminatory behaviours. This one-day course allows users at all levels, from entry-level HR professionals to psychologists and coaches, to become accredited in the use of Implicitly.

Suitable for: Anyone interested in becoming accredited to use Implicitly and its suite of tests.

The training for this unique measure includes: •A  n introduction to implicit association theory and how this can be used to measure unconscious bias and the risk of discriminatory behaviours •R  ecommendations on when this test should be used and consideration of best practice and ethical issues •H  ow to interpret and feed back test results •H  ow to put test scores into a coaching or development context

Implicitly training delegate

“Fascinating area and another useful tool to use for people, business and organisational development.”


Hogrefe Testsystem 5 (HTS 5) and additional services


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Hogrefe Testsystem 5 (HTS 5)

The latest version of Hogrefe Testsystem, HTS 5, makes it possible to set up testing, manage multiple test takers, download results and offer remote testing – all within our easy-touse online testing platform. Most importantly, its scientifically-sound structure delivers the reliable results required to inform your selection and development needs. Subscribe to HTS 5 for discounted testing Both new and existing users of our HTS 5 system can choose from either a subscription or a nonsubscription option. With the subscription model, you pay an annual fee that grants you access to a full range of discounted pricing, based on the quantities of test takers you have. Those opting not to use the subscription model will be subject to the regular prices, which incorporate the fullservice administration fee.

Basic subscription features • Test set-up, report download and data export • Remote and local test taking • Quick input option • Test taker management • O verlaying multiple profile sheets (for up to 10 test takers) Full subscription features • Everything included in the basic subscription • Creation of ‘target profiles’ on screen • Ranking of test takers relative to target profiles • Analysis of test taker results over time • Group profiles and group test statistics down to the item level For HTS 5 terms and conditions, please visit www.hogrefe.co.uk/service/terms-and-conditions


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Quality-driven and multifunctional HTS 5 can help you to enhance the quality and integrity of your selection decisions and let your focus remain where it needs to be: on the results. With HTS 5 you’ll get: • Substantial results feedback • Choice of norms and scales • Data export • Multi-profile comparisons • Group evaluation (ranking/profiling) • A complete user guide and step-by-step video guide to help you navigate the system

The number of tests we offer on HTS 5 is constantly growing – sign up to our newsletter via the website (www.hogrefe.co.uk) for updates on new publications.


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Test Administration and Feedback Services We partner with organisations to administer assessments and provide tailored feedback and insights. Test Administration Service Our staff will manage the test administration process for you – from assessment and candidate set-up within our system through to downloading the reports. Test Administration and Feedback Service Our assessment feedback service offers organisations without the necessary resources (such as a qualified psychologist) the option to use tests within a selection environment. The process is managed by a Hogrefe psychologist and ensures that the test user fully understands the significance of the results, thus guaranteeing that your organisation gets the most out of the process. While this is a popular short-term alternative to training, it is advisable in the long term to become trained yourselves.

Our test administration and assessment feedback service typically works as follows: • Hogrefe reviews the job specifics and/or discusses the role in more detail with the organisation • Hogrefe recommends appropriate psychometrics • Hogrefe administers the test(s) to the test taker(s) either directly via email or indirectly via the test user • The test taker(s) log in to complete the test(s) • The results are automatically sent to Hogrefe for analysis • A bespoke choice of assessment feedback options is delivered to the test user These services and processes can be fully tailored to the needs of your organisation; please contact us to discuss your options with one of our psychologists.

“We found that the Assessment Feedback Service was at least as valuable as the tests themselves. Having an expert review the report and put it into context – using a complex understanding that we didn’t possess ourselves – made it an extraordinarily valuable part of our selection process.” Aspect Pension Consultants, Fellow of the Chartered Insurance Institute


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Hogrefe Consulting

Hogrefe Consulting is part of the Hogrefe Publishing Group – Europe’s leading publisher of psychometric assessments and psychology books and journals. Hogrefe Consulting combines a unique portfolio of empirically-based assessment tools with high-quality consultancy services and training, covering all aspects involved in the selection and development of talent – from junior executives and apprentices through to senior managers and leaders.

We also work with a network of highly experienced consultants in selection, recruitment and development to offer a holistic package of solutions in these areas. To discuss your needs and find out more about Hogrefe Consulting, contact consulting@hogrefe.co.uk, or call our office on +44 (0)1865 797920.

We offer the following services: Test administration and feedback service

Test training / test qualification

Individual assessments for selection and development

Psychometric services

Organisational assessment and feedback processes


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Collaboration in Research

Hogrefe is committed to continual exploration and learning in the fields of education, psychology, psychiatry and psychometrics. We actively encourage the use of Hogrefe products for research purposes and are keen to hear from any interested academic or professional user undertaking such studies.

Please note that all Hogrefe products are protected by copyright. It is illegal to photocopy, reproduce or transmit in any form or by any means, electronic or mechanical, recording or duplication, on any information storage or retrieval system, without permission in writing from the publisher.

To request permission to use one or more Hogrefe products in your research study, please complete the form at www.hogrefe.co.uk/service/ for-researchers with the relevant details and products that would be used. We strive to offer researchers a generous discount, granted on a case-by-case basis.

Please further note that psychometric products require a level of formal training or qualification for correct, ethical and reliable administration and interpretation. The necessary qualification levels are clearly specified on the Hogrefe web page for each product.


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Publish with Hogrefe

Hogrefe publishes a variety of clinical, educational and occupational psychometrics. As an international company, many of our measures are translated into different languages and used across the world. If you have developed a measure that could add depth to our existing portfolio and you are interested in publishing with us, we invite you to submit a proposal following the instructions below. Please also refer to www.hogrefe.co.uk/service/for-authors, where you will find information on our publication process and policies, and expected submission style and standards.

• The development process • Norm groups (age ranges, populations, other demographics) • Reliability and validity • Areas of application (age ranges and populations) • Qualification or training requirements • Competitor products and market need • Status (has data been collected, is the manual manuscript complete, has the measure been submitted elsewhere?) • Author details and biography (including all research publications)

Submitting a proposal The first step towards publication is to submit a proposal. This should contain as much information as possible about the measure, including: • Its purpose • Items and other components

Please email your proposal to publishing@ hogrefe.co.uk. All proposals will be acknowledged within two weeks of submission.


About us Hogrefe Ltd is the UK arm of the Hogrefe Group, Europe’s leading publisher of psychometric assessments and psychology books and journals. Established almost 70 years ago, Hogrefe is a family-owned company, which has grown across Europe in the past 15 years. We combine scientific pedigree with an ability to develop leading assessments. Today, the Hogrefe Group employs more than 360 people, providing high-quality assessment solutions to business, healthcare and educational professionals and organisations. Our Hogrefe

Consulting branch offers purpose-built business psychometric solutions. Based in Oxford, Hogrefe Ltd has been developing and publishing psychometric assessments and bespoke organisational recruitment and development solutions since 2003. Our clients include UK corporations, the public sector, and business and healthcare consultancies. Our success is built on ensuring that the tests and solutions we provide deliver comprehensive, cost effective results.

Hogrefe Ltd Tel. +44 (0)1865 797920 Fax +44 (0)1865 797949 customersupport@hogrefe.co.uk www.hogrefe.co.uk

Š 2018 Hogrefe Ltd

Assessments for Selection and Development  
Assessments for Selection and Development