Work Values Tests

We expllore three types of work values tests:

  • 1) Personality work values tests
  • 2) Fit designs for matching corporate values to personal values
  • 3) Situational Values Fit Designs

1) Personality work values 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 assess 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

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 risk of applicants sharing details of tools.
  • Compromising the validity of the assessment process.

Work Values 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

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 Tests