Selection by Design - Blog
Summary of Crisis & Recovery scores, and suggested interview questions. This report includes a summary of scores on key elements of crisis management, along with a valuable interviewer’s guide to probing follow-up questions.
Crisis & Recovery Reports – Manager Potential
How will your company’s leaders function in a crisis? The 16pf Crisis & Recovery reports determine whether your managers are well-equipped for the demands that come with emergencies, a key asset for selection decisions or leadership development.
The new, scientifically developed 16pf Crisis & Recovery Competency Model re-focuses 16pf results to indicate leader Presence, Connection and Execution. The make-or-break behaviours stemming from these 3 key areas distinguish those who will perform effectively when faced with a crisis.
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16pf Testing Provides Valuable Insights
For hiring organizations, making accurate decisions about who will succeed on the job is essential. Pre-employment assessment that incorporates psychometric testing has become increasingly popular in recent years. Assessments of abilities and aptitudes are considered along with staple hiring methods such as CV review, interviewing, and references. Detailed measures of personality may be used to predict competencies and workplace behaviours.
For manager screening, a pre employment assessment test provides valuable insight on the applicant’s likely reaction to workplace demands and pressures. Supervisors vary in how well they perform under the kinds of stressful and ambiguous situations that arise during crises. The 16pf Crisis and Recovery Leader reports are a great example of assessments that can predict these types of specific work relevant behaviours.
Are financial gains possible when a company includes personality tests as part of selection? Whether testing is a worthwhile investment is an important question for any business considering the use of a psychometric test as part of employment decisions. Whether it is profitable to include such employee assessment is a question of ‘utility.’
In this case, it considers if improvements in selection will occur with the addition a psychometric measure. For example, the utility of the new 16pf Remote Worker reports may be demonstrated through examining changes in performance that occur with these assessments being used. Utility studies typically indicate strong financial gains with the addition of psychometric measures. Even after accounting for the price of testing, profits are likely to be realized.
Psychometric assessment offers an effective way to predict job performance during employee selection. It is possible to examine the competencies, abilities, or characteristics of a new potential hire through a psychological test for employment. Test results may be associated with ratings of performance once an individual has begun their job.
A positive correlation with job performance indicates that the employment aptitude test may be useful in selecting employees who will be effective performers. Personality test results may be used to predict job-related competencies, and responses to work demands. For example, the newly developed 16pf Remote Work Model can be used to identify which employees will most effectively meet the challenges of independent and often isolated work. As a result, more informed hiring decisions can be made.
Pre employment testing can add accuracy and reliability to the recruiting process. For instance, a cognitive ability test for employment might evaluate the ability to reason or to make decisions based on provided data. Such assessments can reveal a person’s aptitude for success in a job that relies on careful information processing. Mental abilities alone, though, cannot fully predict job performance.
Attributes such as personality characteristics, attitudes and values also influence the way a person will work. The newest developments within the available series of 16pf personality reports include predictions on how managers will perform under the demands of a crisis situation, and how employees will respond to working remotely. The new 16pf reports offer the addition of insightful and timely personality-based analyses to more traditionally measured cognitive abilities.
When you need to hire a manager or supervisor, an employment test can help. The right leader can build an effective work team, ensure strong performance, and make good strategic decisions. Unlike an aptitude or employment skills test, the 16pf is a comprehensive personality assessment that can help ensure you hire the right talent for your team.
Key aspects of a leader’s personality determine how they will react to the demands of high-pressure, crisis events. By examining traits combinations, it is possible to predict a manager’s potential to respond with courage, resilience, compassion, and decisiveness. The new 16pf leader Crisis & Recovery reports show the person’s ratings on these components that are essential under emergency situations. Do your leaders have what it takes?
Reasoning tests are commonly used as pre-hiring aptitude assessments. For example, a verbal reasoning test can measure potential for accurate and effective word-based evaluation. Verbal reasoning can be an asset for jobs that require analysis of written information. It may be useful to include verbal reasoning as part of the pre employment screening tests for salespersons, counselors or managers.
A psychometric personality test can further assist in predicting job success. Going beyond mental ability or aptitude, the 16pf is a comprehensive personality test that makes it possible to predict behavior and performance for jobs such as supervisor. Managing a work team remotely presents unique challenges. The newly available 16pf Remote Work manager potential reports indicate standing on essential areas like adaptability, initiative, ownership and team building.
A psychometric test of personality can be a valuable addition to the evaluation of interrelations among persons within working relationships. The 16 personality traits test has a longstanding history of success for predicting interactions among individuals, including work team members. The 16pf reports illustrate how specific characteristics of each person may influence and affect their interactions. Coaches or trained professionals examine team member profile similarities and differences.
Scores can be used to make predictions for productive working relationships, effective communication and conflict management. Effective team planning and management becomes especially important when organizations are faced with unpredicted and unprecedented change. The newest of the 16pf reports can be used to examine the dynamics of working relationships during a crisis, or when working remotely.
16pf® 6th edition - Questionnaire: Selection & Interview Guide Report - 16pf Online Test - Psychometric Test
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. Crisis Management