We provide access to a wide range of assessment tools covering the majority of areas which individuals and employers are interested in, for example: ability, personality, leadership, emotional intelligence, motivation, selling skills, team roles, health and well-being. We have also developed tools to help people with their personal relationships which have proved very popular, and we have assessments that throw light on a person's spiritual and religious side. Click here to download test catalogue.
We can provide access to a range of online ability tests covering, for example, verbal, numerical, and inductive reasoning. Ability tests measure a candidate's current ability and future potential, and are a valuable tool in helping to predict job success. Using ability tests as part of your recruitment and development process will help ensure you get the right people for your organization. Contact us for more information.
We have four personality assessment tools:
Big Five Personality Questionnaire (B5PQ). The B5PQ assesses twenty dimensions of personality covering the five main domains of personality which are known as the Big Five factors - extraversion, agreeableness, openness to change, conscientiousness and emotional stability.
Competency Potential Questionnaire (CPQ). The CPQ draws on findings from the Big Five factor model of personality and the Great 8 framework of competencies. It has eight scales covering cognitive ability, achievement motivation, power motivation, extraversion, agreeableness, conscientiousness, openness to experience, and emotional stability.
Rapid Emotional Quotient Indicator (REQI). The REQI assesses the five main domains of personality and two dimensions of emotional intelligence in seven scales covering innovation, self-awareness, intuition, emotions, motivation achievement, empathy and social skills.
Sport Personality Questionnaire (SPQ20). The SPQ20 assesses athletes against 20 sport psychology dimensions that measure an individual's mental mindset, confidence and attitude. These cover six areas: dynamism, motives and values, sociability, openness, anxieties, and use of performance enhancement techniques.
We have three leadership assessment instruments:
Leadership Potential Indicator (LPI). The LPI assesses leadership potential against twenty management and leadership competencies covering four key leadership areas which are defined as developing the vision, sharing the goals, gaining support and delivering success.
Creative Leadership Questionnaire (CLQ). The CLQ assesses leadership level and style against twenty management and leadership competencies covering five meta-competencies which are defined as managing change, planning and organising, interpersonal skills, results orientation and leadership.
Transformational Leadership Questionnaire (TLQ). The TLQ assesses eight transformational leadership competencies defined as empathy, feedback, achievement, commitment, performance, empowerment, communication, and motivation.
We have three emotional intelligence assessment instruments:
Emotional Intelligence Questionnaire (EIQ). The EIQ assesses sixteen emotional competencies covering Mayer and Salovey's four key emotional ability areas of reading people, using emotions, understanding emotions, and managing emotions.
Emotional Competencies Questionnaire (ECQ). The ECQ is a shorter version of the EIQ based on a factor analysis of the results from over 40,000 people who have completed the EIQ. It covers a person's overall emotional competence/achievement and their skills in eight areas of emotional intelligence.
Rapid Emotional Quotient Indicator (REQI). The REQI is based on Daniel Goleman's work and is designed to give an indication of a person's overall EI, and a general idea of how their personality and emotional intelligence might be described.
The Motivation Questionnaire (MQ) assesses the critical elements of work that influence a person's motivation in a job. It measures twenty motivational dimensions covering five global factors - drive, control, challenge, relationships, and rewards.
We have two tests that measure selling skills.
Sales Competencies Questionnaire (SCQ). The SCQ assesses a person's selling skills against 13 advanced sales competencies covering 156 selling skills. The SCQ is a normative instrument designed to measure strengths and improvement areas relative to other people.
Selling Skills Questionnaire (SSQ). The SSQ assesses the same selling skills as the SCQ but in an ipsative format. It compares a person's selling skills in one area with their selling skills in another area. It is self-referenced rather than norm-referenced.
In high-stakes selection, these two selling tests work well together.
The Team Roles Questionnaire (TRQ) assesses ten diverse team roles covering areas such strategic thinking, project and quality management, interpersonal roles such as negotiation, group working and coaching, and newer skill areas such as ethical awareness. The TRQ is a self-referenced ipsative tool that compares a person's team role skills in one area with their team role skills in another area.
Health and Well-being Tests
We provide two assessments which test a person's health and well-being:
Stress Assessment Questionnaire (SAQ). The SAQ assesses seventeen dimensions of stress covering possible sources of stress, common symptoms, coping style, personality factors, and impact on mental health.
Mood Change Questionnaire (MCQ). The MCQ is a depression screening instrument that assesses the five top warning signs of depression, and nine dimensions of mood disorder identified by the American Psychiatric Association.
We have two tests on spiritual intelligence.
Spiritual Intelligence Questionnaire (SPQ32). The SPQ32 assesses thirty two dimensions of spiritual and emotional intelligence influencing how a person approaches their work, communicates, relates to others, responds to change, and develops their spiritual side.
Spiritual Quotient Questionnaire (SQQ). The SQQ provides a single overall assessment of how important religion is to a person together with a description of their religious beliefs and spiritual practices.
We have two relationship assessment instruments:
Relationship Diagnostic Questionnaire (RDQ). The RDQ assesses one partner's views and experience of the other partner's attitudes and behaviour in a relationship. It has twelve dimensions covering areas such as autonomy, commitment, relatedness, responsibilities, communication, conflict resolution, attraction, romance, and sex.
Dating Skills Questionnaire (DSQ). The DSQ assesses attitudes towards romantic relationships, personality characteristics that affect dating behaviour, and specific sets of skills relevant to success in forming romantic relationships.
Science of Assessment
We have designed our tests to meet the standards of a modern psychometric instrument. Our product catalogue gives a technical summary of the features of each test against the criteria set out by the European Federation of Professional Psychologists Associations (www.efpa.be).
Our most important and popular tests such as those covering personality, leadership and emotional intelligence meet the key quality standards set out in the EFPA Review Model. Test reliabilities are adequate or good. Norms are based on large or very large sample sizes. Correlations between scales and marker variables, or between scales and criteria, are adequate or good.
Table 1. Median reliability and validity coefficients for key tests
Table 1 shows the median reliability and validity coefficients for a number of our key occupational tests. The reliability coefficient is Coefficient Alpha. The validity coefficient for the tests measuring personality, leadership, emotional intelligence and competency potential is the median correlation with job performance ratings. For the stress questionnaire, the validity correlation is the median correlation with the Holmes-Rahe Social Adjustment Scale.