Culture Fit / Values Fit Tests

We specialise in several types of culture fit and work values fit tests:

  • Values fit – useful measure for startup selection processes
  • Personality fit – similar to cultural fit
  • Team fit
  • Career fit

Work Values Fit Tests

We explore three types of work values tests:

 

  • Personality work values tests
  • Fit designs for matching corporate values to personal values
  • Situational Values Fit Designs

1) Personality work values fit tests

Rob Williams Assessment Ltd has experience of designing personality values tests that are generic in nature.

2) Matching corporate values to personal values

Alternatively, specific values test which assesses a company’s values. Hence, an individual’s fit between their personal values and their work’s organisational values. Situational judgement tests (SJTs) are often used to measure values. Also, the fit with a company’s values.

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

3) Values based situational judgement tests 

Typically a situational judgement test uses problem-solving and judgment skills to measure role-specific competencies. In particular, those role characteristics which are difficult to assess at interview or in an assessment centre. For example, empathy and resilience in customer-facing customer service roles.

At a higher level than the role, bespoke SJTs can also be designed to assess organisational “fit”. How well an individual’s values and attitudes match those of the organisation. The rationale is that this is an assessment of whether or not the individual “fits” into the organisational culture.

Work Values – Interview

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

Work Values – Simulation Exercises

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

Work Values Fit Tests

3) Situational judgement tests – values

Typically a situational judgement test uses problem-solving and judgment skills to measure role-specific competencies. In particular, those role characteristics which are difficult to assess at interview or in an assessment centre. For example, empathy and resilience in customer-facing customer service roles.

At a higher level than the role, bespoke SJTs can also be designed to assess organisational “fit”. How well an individual’s values and attitudes match those of the organisation. The rationale is that this is an assessment of whether or not the individual “fits” into the organisational culture.

Values-Based Interview

A 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.

Work Values Fit Tests

Culture Fit

In 2018, the ongoing organisational trend of cultural fit becoming increasingly important. What does this mean for you if you are applying to an organisation with a distinct culture? Company culture will be a key topic of conversation amongst the top Executives of many of the graduate employers.

Start-ups value agile working and modern approaches, such as flexible and managing projects via a  sprints-based methodology. We all know about the culture of design obsession at Apple and the research-time perks of working at Google. Many of the high-profile US tech leaders, such as Netflix, measure their values and their culture.

Why, is company culture so important to these companies? Large employers in the technology industry often struggle with recruiting top talent with the highly specialised IT skills they need. In London and the West Coast. Any applicant can ‘sample’ how others have experienced their contact by checking Glassdoor ratings.. which certainly explains why many company CEOs now obsess over keeping this high. And yes Google’s at 4.4 is exceptionally high!

The allure and difficulty of getting through the Google application process both add to the company’s allure for IT graduates. all of this public perception is part of the company culture since new joiners bring that set of beliefs with them when they join.

Then once these specialists have joined, the company must keep their specific skill sets up-to-date. It must having a positive working environment to keep these highly valued staff engaged.

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