We specialise in several types of fit profiling: Values fit; Culture fit; Interview fit and Career fit.
“Fit”-type personality tests include the following:
Firstly, Values Fit
Secondly, Culture fit
Thirdly, Strengths Fit
And finally, Careers Fit
In our opinion, job analysis is a crucial initial stage of test and exercise design projects.
Firstly, a range of job analysis techniques can be employed to gain an in-depth understanding of the key determinants of successful performance in any job role.
Secondly, a representative group of job incumbents need to be involved in this foundation design phase in order for occupational psychologists to analyse and group each important task and behaviour.
Thus, we believe these are the best job analysis methods to use:
- Repertory Grid Technique.
- Critical Incidents Technique (best for SJT design).
- Focus Groups (best for SJT and Realistic job preview design).
- Bespoke Questionnaires.
- Strategic Interviewing.
Specific projects that have encompassed such job analysis techniques include:
- Using a telephone based version of the critical incidents techniques on many SJT design projects.
- Developing two personality questionnaires using repertory grid, critical incidents and strategic interviewing – or using a telephone-adapted version on personality questionnaire design projects.
- Danger zone profiling.
- Designing a financial organisation’s competency sift process for three customer service roles.
- Role profiling and competency design.
- Use of repertory grid and critical incidents to design bespoke personality questionnaires.
- Use of focus groups, structured interviews to develop realistic job previews, situational judgement tests, and career guidance tools.
Personality Test Fit Example Project
Firstly, BESTest was launched in June 2016 by REED NCFE. This is a baseline Employability Skills Test designed to assess a learners ‘job readiness’ and where their learning needs are. Thereby aiding individual curriculum planning and an FE College’s overall curriculum planning. BESTest also assesses the positive difference made by learning programme interventions in terms of specific employability skills.
Secondly, how best to use BESTest to prepare learners for Apprenticeships is shown in this YouTube video. This YouTube video describes how the new Baseline Employability Skills Test which will enable you to:
– Firstly, accurately track and evidence distance travelled within ‘Employability’; and
– Secondly, provide individualised learning plans based on learners strengths and weaknesses.
Soft skills are critical in today’s workplace. The term employability characteristics refers to a cluster of productive personality traits that characterize one’s suitability for working effectively – including with other people. Employability characteristics, or soft employability skills can include social graces, communication skills, cognitive agility, emotional intelligence, resilience, empathy, time management, teamwork and leadership traits.
Hard skills, or technical skills, were the only skills necessary for career employment and were generally quantifiable and measurable from educational background, work experience or through interview.
GCSE Past Papers / A-Level Exams
Firstly, we hope you find these GCSE useful:
Secondly, likewise for these A-Level past papers:
Numerical Reasoning Test practice
Thrdly, Brilliant Passing Numerical Reasoning Tests has plenty of numerical reasoning test practice.
Fourthly, Brilliant Passing Verbal Reasoning Tests