Selection by Design - Blog
Extensive report providing profile overview, candidate feedback, and manager feedback. This all-encompassing report is an excellent option when the 16pf is used for purposes spanning talent acquisition, development and career progression. It provides professional practitioners with our most extensive analysis of a candidate’s 16pf results, including:
- 16pf graphic profile – Easily interpreted graphic presentation of scores on the 16 Primary Factors and 5 Global Factors.
- In-depth analysis of full trait scores – A complete narrative guide to the candidate’s personality profile. Implications are drawn for behaviours that span social interactions, decision making, approach to change, and responses to job demands.
- Strengths and development tips – An in-depth discussion of the candidate’s personality-based strengths. Tips on how they may build on their own strengths, or address their developmental needs, foster an effective feedback discussion.
- Feedback discussion prompts. Probing follow-up questions to assist the practitioner in exploring and verifying trait scores. Provided for each of the 16 primary factors, prompts can be used as part of a complete profile analyses or a trait-focused dialog.
The Comprehensive Insights report uniquely includes sections that may be directly given to the candidate and their manager, summarizing profile scores and implications for experiences at work.
Candidate feedback report. A brief, sharable assessment of the candidate’s 16pf profile. A non-technical, easily followed description of results is presented, across the 5 global factor areas.
Manager Feedback report. Provides a readily interpreted description of the candidate’s traits and predicted behaviours across the 5 global factors of Relating to others, Influence and collaboration, Thinking style, Structure and flexibility, and Management of pressure. This report may be used by supervisors and managers to foster discussion and employee development.
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Why 16pf Gives You a Competitive Advantage
The 16pf deals practical applicability that's advantageous to organizations in all markets. It's a lot more than an employment skills test. It measures behaviors-- things like how staff members connect to other people, how coworkers support each other, and how supervisors lead. The 16pf gives people a way to articulate things they might currently learn about themselves, however don't know how to reveal. It helps with understanding in between staff members and managers or work group leaders, and can help those making hiring decisions to better comprehend prospects. Whether utilized to develop relationships with brand-new employees or among colleagues and teams, the 16pf is an important tool for businesses of all sizes. You can take the guesswork out of employing and advancement with an assessment that's accessible, significant and interesting.
As a pre employment assessment test, the 16pf helps companies prevent pricey errors by highlighting distinctions crucial for last hiring choices. Imagine your company is considering 2 prospects for an IT manager position. Each has suitable training and experience, and comparable ratings on preliminary cognitive reasoning tests. Their 16pf character profiles, nevertheless, differ. Prospect A is highly self-reliant, tends to question recognized guidelines or conventions, and reasonably enjoys social interactions. Candidate B has a team-oriented approach, is information oriented, and is resilient in the face of pressure. Candidate B has much to provide, but is not the best matched person for this position. By taking a look at particular personality traits at a level that is more accurate than that of a big 5 personality test, it's possible to discover candidates best suited for this specific position.
There are many different methods to determining personality type. A variety of these are examples of a big five personality test. Characteristic scores are measured on 5 basic dimensions. Some assessments use a breakdown of their 5 total factors into particular part qualities. These tests are generally based upon the structure of Cattell's 16pf. Other personality tests might concentrate on a smaller group of possibly negative characteristic. An example is a dark triad test.
Alternative procedures of single, specifically work-related attributes are also available. Examples consist of tests that forecast work-tenure, or tendency for sincerity in handling customers and colleagues. In choosing occupational tests, it is very important to first determine the attributes you require to measure to forecast task success. Base your requirements for hiring on what the job really needs.
A verbal reasoning test is a typical kind of ability test that's useful in lots of recruiting scenarios. Verbal thinking tests evaluate a candidate's ability and potential to work accurately and successfully with the written word. A business requiring to employ an efficient communicator such as a sales representative, manager, counselor or group leader is most likely to take advantage of including spoken thinking assessment in their pre employment testing technique.
A psychometric character test can assist in predicting the possibility of success a candidate will have on the task, too. The 16pf is a thorough personality evaluation that ratings primary traits in addition to secondary traits. Going beyond capability or ability, the 16pf makes it possible to predict behavior and efficiency amongst prospects.
16pf® 6th ed Questionnaire: Comprehensive Insights Report - Online Test - Psychometric
When purchasing a 16pf test online from us, we will provide you access to your 16pf test questions. The 16pf test version will determine your 16 pf test interpretation report. You can view a 16pf report sample for each of the tests we provide. Psychometric test questions using 16pf norms, are psychometric assessment tools available as psychometric tests online from SelectionxDesign.