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Managerial Career Development Report

POSTED ON January 30th  - POSTED IN Management Tests

Provide Valuable Feedback for Career Development

Managerial Career Development Report

Managerial Career Development Report - Selection by Design

Provide feedback in a constructive way for development purposes.

Purpose: This career development assessment consists of an in-depth report that may be generated from data obtained in a previously completed pre-employment test, or it can be created independently of another assessment. The Managerial Career Development Report may be used to share personality information in a constructive way, and can provide good ideas for the individual and his/her manager to use for coaching purposes.

About the Test: This test consists of 121-question personality test. It is untimed, and takes approximately 30 to 45 minutes to complete.

What the Report Gives You: You will receive: (1) a general overview of interpreting personality scores; (2) a graphical display of scores (see chart below); (3) an in-depth definition of the dimension and how the dimension score should be interpreted; (3) a list of strengths and weaknesses, optimal-poor job fit considerations, and suggestions for personal development.

Testing Process: Online testing provides immediate reporting for this assessment. If you wish to obtain a Managerial Career Development Report for an individual who previously took one of our pre-employment tests, we can obtain that for you within approximately 1 to 2 business days. Please contact us to take advantage of this second option.

View Report

Sample Test Results Report

Test Only € 50.00

Quantity Option on Payment Page 

The Managerial Career Development Report Evaluates:

Managerial Career Development Report Evaluation Chart - Selection by Design

british-psychological-society

Test Only € 50.00

Quantity Option on Payment Page 

Test Usage Agreement

By purchasing and creating an account, I certify that the testing services I purchase will be used as one component of my organization’s employment assessment process. Access to tests will be kept confidential so that the integrity of tests is not compromised. I agree that the tests I purchase will not be used for the purpose of allowing people to practice how to improve their score on the tests. I will adhere to the British Psychological Society’s Code of Good Practice for Psychological testing. In addition, you agree to receive occasional news or special offers from Selection by Design in the future, which you can opt out at any time. Note: VAT is collected when tests are purchased, If your organization is exempt form this tax, please notify us and we will credit those charges back.

Youth Program Manager Test

POSTED ON January 28th  - POSTED IN Management Tests

Hire the Best Candidate to Implement High Quality Youth Programming

Youth Program Manager Test

Youth Program Manager Test - Selection by Design

Hire a Youth Program Manager who will make a strong, positive impact on your reputation in the community.

Purpose: This pre-employment test can identify candidates who have good managerial skills and the ability to be an enthusiastic supporter for children. Use the Youth Program Manager Test to hire someone who can effectively oversee employees and program activities, who delegates well, and will work through supervisors to establish a collaborative environment.

About the Test: This is an untimed three-part test that includes: (1) A 176-question personality inventory; (2) a 44-item mental ability test; and (3) a set of 46 open-ended questions that require the candidate to respond by typing in short answers. It typically takes a little over two hours to complete.

What the Report Gives You: You will receive a graphical display of scores of areas covered (see chart below), an explanation of aptitude results, a list of strengths and developmental concerns, and suggested interview questions.

Testing Process: Online personality testing provides immediate reporting. Proctoring is desirable but not required.

View Report

Sample Test Results Report

Test Only € 45.00

Quantity Option on Payment Page 

The Youth Program Manager Test Evaluates:

Youth Program Manager Test Evaluation Chart - Selection by Design

british-psychological-society

Test Only € 45.00

Quantity Option on Payment Page 

Test Usage Agreement

By purchasing and creating an account, I certify that the testing services I purchase will be used as one component of my organization’s employment assessment process. Access to tests will be kept confidential so that the integrity of tests is not compromised. I agree that the tests I purchase will not be used for the purpose of allowing people to practice how to improve their score on the tests. I will adhere to the British Psychological Society’s Code of Good Practice for Psychological testing. In addition, you agree to receive occasional news or special offers from Selection by Design in the future, which you can opt out at any time. Note: VAT is collected when tests are purchased, If your organization is exempt form this tax, please notify us and we will credit those charges back.

Sales Manager Online Assessment

POSTED ON January 25th  - POSTED IN Management Tests, Sales & Marketing Tests

Choose the Best Candidate to Lead Your Sales Team to Success

Sales Manager Online Assessment

Sales Manager Online Assessment - Selection by Design

Online testing can help you hire a goals-oriented leader to manage and motivate your sales team.

Purpose: This pre-employment test is designed to identify candidates who are likely to succeed in leading a team of sales professionals to success in hitting sales goals. The Sales Manager Online Assessment can help you hire a manager who excels at directing focus, setting goals, and motivating and training sales personnel. It evaluates candidates’ managerial and supervisory skills, including the ability to delegate, stay on top of activities, and keep the team well informed. It also tests the ability to make decisions in a calm, rational manner, and to represent your company in a positive light to the public.

About the Test: This is a three-part online assessment that includes: (1) A 166-question, untimed personality inventory; (2) a 44-item, untimed mental ability test; and (3) a set of 46 open-ended questions that require the candidate to respond by typing in short answers. It takes approximately two hours to complete.

What the Report Gives You: A graphical display of scores of areas covered (see chart below), and suggested interview questions.

Testing Process: Online personality testing provides immediate reporting. Proctoring is desirable but not required.

View Report

Sample Test Results Report

Test Only € 45.00

Quantity Option on Payment Page 

The Construction Worker Test Evaluates:

Construction Worker Test

british-psychological-society

Test Only € 45.00

Quantity Option on Payment Page 

Test Usage Agreement

By purchasing and creating an account, I certify that the testing services I purchase will be used as one component of my organization’s employment assessment process. Access to tests will be kept confidential so that the integrity of tests is not compromised. I agree that the tests I purchase will not be used for the purpose of allowing people to practice how to improve their score on the tests. I will adhere to the British Psychological Society’s Code of Good Practice for Psychological testing. In addition, you agree to receive occasional news or special offers from Selection by Design in the future, which you can opt out at any time. Note: VAT is collected when tests are purchased, If your organization is exempt form this tax, please notify us and we will credit those charges back.

Emerging Trends in Psychometric Testing and Workplace Psychology

POSTED ON January 23rd  - POSTED IN Blog

Emerging Trends in Psychometric Testing and Workplace Psychology

The BPS Division of Occupational Psychology annual conference was held 10-12 January in charming Stratford-upon-Avon. This year’s theme, ‘Evolution Evolution +/or Revolution: Changing with the Times’, focused on celebrating the value Occupational Psychologists offer. With no shortage of informative talks and engaging speakers, this was a great opportunity to find out about new and emerging trends in workplace psychology.

Several of the presentations and workshops focused on psychometric assessments. I’d like to share with you some of the themes I noticed among these.

1. An extensive and widely varied range of assessments is now available on the market.

The many test publishers present at the conference were a great source of information on new test development and directions. Tests of abilities are now a mainstay in the realm of psychometric testing, covering the traditionally measured verbal, numeric and logical areas, as well as specialized skills. There is a growing emphasis on more in-depth assessment including tests of personality, strengths, and emotional intelligence. These may be useful in identifying work roles and environments that optimally suit an individual, or provide insight for personal growth, well-being and performance.

There are many different formats for reports being offered by publishers today. Depending on the test, it may be possible to obtain combined results for work team members, or multiple ratings of an individual, as with 360 degree feedback. Choice of which instrument to use may be influenced by the report options available.

2. Research on the validity of tests

Knowing how well tests predict work behaviours is at the heart of justifying psychometric assessment for employment decisions. Validation research has a long-standing history, and it was fantastic to see the results of such studies being presented at the conference. The kinds of questions being examined include how well ability and personality tests related to competencies like problem solving, risk taking, creativity or motivation.

3. Testing on the go

There is strong interest among occupational psychologists in the potential for assessment through mobile apps. Psychometric tests that can be taken on smartphones or tablets offer flexibility and convenience. The technology for this has now arrived, and companies are beginning to offer this option. Related areas for research include comparability with traditional testing formats, consumer reactions, and potential threats to security.

4. The potential of gamification

Gamification is gaining attention as an alternative means of assessment. The potential for measuring areas such as risk taking, decision making and cognitive abilities in an engaging and interactive way holds great potential. Advantages may include greater accuracy than that achieved through self-report personality measures or typical ability tests. This is because reaction times, or responses to presented stimuli can be recorded with high precision, and over multiple trials within one single game. Also, candidates may have a positive and enjoyable assessment experience, possibly influencing impressions of the organisation. With gaming assessment applications now being developed, on-going (and fun!) research into their validity and usefulness is set to continue.

Conclusion 

Psychometric testing has grown tremendously, and is now entrenched in employee selection and development. The widespread use of ability testing is now being followed by more sophisticated and in-depth measures. Research on the uses for and outcomes of workplace testing continues. Tests themselves are becoming more accessible, and there is a new focus on the individual’s reaction to assessment. New technology may well change the way workplace tests are administered. This is an exciting time to be working with psychometric tests!

– Barbara


If you’ve yet to complete the training required to obtain BPS/EFPA Test User qualifications, check out our recent blog series on the benefits of doing so, beyond access to psychometric tests. Part 1 addresses lesser know benefits of Test User ability training, while Part 2 covers Test User personality. Selection by Design offers Test User training throughout the year. You can find our training schedule and prices (including discounts for students) here

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