Drivers

We are specialists in values test design and motivation test design. Please contact us to discuss how Rob Williams Assessment Ltd can help your company in assessment exercise design.

Drivers (Values, Motivation) test design

Values Test Design – Situational Judgement Test

  • 3-4 scenarios to assess each value.
  • Totalling approx. 15-16 questions.
  • Provides accurate and meaningful feedback to each respondent.

Values-Based Interview

Structured interview(s) comprising firstly values questions. Secondly, comprising of competency questions, and finally, including technical questions.

Values-Based Simulation Exercises

  • Scenarios from the job analysis can be used to design simulation exercises.
  • Parallel version developed to maximise exercise integrity.
  • Minimise risk of applicants sharing details of tools.
  • Compromising the validity of the assessment process.

Values Test Design – Assessment Exercises

We can design values assessment exercises design to focus on any values framework.

Values based recruitment may involve values based structured interviews, values based selection centres, values based situational judgement tests and/or values based personality tests.

A good example is the NHS’s values-based recruitment programme which aims to attract and recruit students, trainees and employees whose individual values are in line with the values of the NHS Constitution. Thus, people with the right skills and values are recruited to most effectiively support team working and excellent, compassionate patient care.

Values based personality tests

Personality tests can be designed to measure values – as well as job specific constructs or competencies. As with a situational judgement based design, values based personality tests can serve as a highly effective realistic job preview, or self-selection tool.

Personality traits and values are often grouped together with other factors, such as motivation, competencies and skills; all of which impact upon job performance. Thus, skills such as judgement/decision-making and interpersonal effectiveness can be defined of values and/or personality traits. In fact, in ay context there is invariably a complex interplay between personality and values. This makes it particularly important to pay attention to selection and developmental contexts, when determining the suitability of different psychometric tools. Similarly, both values assessments and personality tests should be used in combination with other selection tools.

If it is important to differentiate personality traits from values, then values can be seen as enduring goals, whilst personality better describes enduring dispositions. Or, to put this another way, personality describes natural behaviours whereas values relate to a choice that must be made between alternative courses of action. In a sense, for most people, values are what we feel that we ought to do. Unlike many personality traits there are many values that conflict directly with each other and so cannot be held concurrently.

Whenever a values based personality test is being used as part of a values based recruitment process, its vital to remember that personality influences motivational processes differently to how values drive motivational behaviour. Values impact goal content whereas personality traits impact the efforts that individuals make towards their goals.