Capaciteitentests van Aon: innovatief, kort, gangbaar.

Onderzoek toont al jaren lang aan dat capaciteitentests krachtige voorspellers van langdurig professioneel succes zijn. Geen ander instrument op virtueel gebied biedt die zoveel toegevoegde waarde bij het maken van HR beslissingen in relatief korte tijd en weinig inspanning.

Alle scales capaciteitentests van Aon zijn ontworpen op een manier waarbij het mogelijk is om de tests te beheren zonder een beheerder. Daarbij, kunnen de tests niet alleen worden gebruikt voor het achterhalen van diagnostische gegevens, maar ook voor online werving- en selectieprocessen.

Fact sheet

Cognitieve capaciteitentests voor een reeks doelgroepen

Eigenschappen van Aon capaciteitentest maken ze kandidaat vriendelijk en robuust

Alle scales cognitieve capaciteitentests hebben de volgende kenmerken: 

  • Onmiskenbaar door interactie voorbeeldsequenties. 
  • Niet falsificieerbaar door item generators. (Deze unieke technologie genereert een individuele test voor elke deelnemer. Het vervalsen van de test wordt voorkomen doordat er geen voorbeeldoplossingen bestaan. De uitkomsten van herhaalde tests na het zien van de antwoorden is namelijk onbruikbaar).  
  • Hardware-onafhankelijk dankzij vector graphics. De weergave van elke taak past zich aan, aan de scherm instellingen van de gebruiker (resolutie en verhouding) en vermijdt hiermee elk mogelijk negatieve effect dat veroorzaakt kan worden door de gebruikte hardware of de internet connectie van de gebruiker. 
  • Taal beschikbaarheid, om vergelijkbaar- en eerlijkheid van de moedertaal van de deelnemer te kunnen garanderen. De systemen en instrumenten zijn beschikbaar in veel verschillende talen.
  • Valide testresultaten met een maximale testtijd van 15 minuten. 
  • Wetenschappelijk verantwoord – vastgesteld door middel van doorlopende standaardisatie en validatie in samenwerking met bedrijven en universiteiten.
  • Gecertificeerd door Det Norske Veritas, aan de hand van het kader van de International Test Commission. 
  • Naadloze integratie in bestaande recruitment workflow systemen. 
  • Geen belemmeringen in overeenstemming met de bepaling voor het creëren van barrièrevrije informatietechnologie op basis van de vrije kansen wet.  

"The team at Aon is always on hand to help us decided on the best tool to use based on our own assessment need. The assessments themselves are comprehensive but not complex and always easy to understand. In summary: Aon's Assessment Solutions tools are invaluable."

Monica Mirarchi, Recruiting Human Resources at WindTre

De nieuwe gids biedt de "best practice" over het herkeuren van kandidaten

De richtlijnen van Aon voor het herkeuren van kandidaten, geven uitleg over 'wanneer' herkeuring  passend is. Ook wordt er meer verteld over 'wat' u kunt herkeuren en 'hoe'dat te doen. Daarbij geven de richtlijnen duidelijkheid over het interpreteren van resultaten en over hoe je effectief kunt communiceren met kandidaten. "Kandidaten zullen minder snel geneigd zijn om op testen te frauderen, wanneer u tijdens de aanmeldingsprocedure duidelijk maakt dat de herkeuring onder toezicht zal worden afgenomen", aldus Dr. Lochner.  

Onderzoek ondersteunt onze psychometrische testontwikkeling

Aon werkt samen met een scala aan universiteiten voor studentgericht onderzoek en heeft een eigen internationaal onderzoeksteam om onze online assessments voortdurend te onderzoeken, onderhouden en te verbeteren.  

Een voorbeeld: Nina Galler, consultant bij Aon's Assessment Solutions, onderzocht voor haar bachelorscriptie het effect van fraude op online assessments. "Doordat steeds meer organisaties online assessments gebruiken tijdens hun werving- en selectieactiviteiten, is het verleidelijk voor kandidaten om te proberen om de test te manipuleren of om te zoeken naar manieren om te test te vervalsen". We hebben nadrukkelijk gekeken naar de korte termijn geheugentest, scales stm en de impact op de testresultaten. "De resultaten hiervan helpen ons bij het ontwikkelen van niet vervalsbare tests". 

Het gebruik van Aon capaciteiten tests

De administratie kan zelfstandig, of door de klant worden overgenomen. Er zijn veel verschillende functies beschikbaar voor het invoeren en toevoegen van projecten en kandidaten, voor het verzenden van e-mails en het maken van diverse rapporten. 

De resultaten kunnen eenvoudig online worden opgehaald. Ze worden weergegeven in een profielkaart, of er kunnen alternatief geformuleerde rapporten worden opgesteld. 

Het systeem, de tests en rapporten zijn in vele talen beschikbaar.  De taalversies worden voortdurend aangevuld of ontwikkeld op aanvraag. Ook de internationale en lokale reeks normen en de taalversies worden voortdurend bijgewerkt.

Wat zijn de voordelen van adaptief testen?

Adaptieve testmethoden bieden tal van voordelen ten opzichte van conventionele tests, die zijn ontwikkeld op basis van de klassieke testtheorie. Dr Katharina Lochner, Research Director bij Aon, legt uit hoe adaptieve tests werken.

Wat is adaptief testen?
Lochner: “Bij adaptief testen past de test of vragenlijst zich aan op de antwoorden van de kandidaat. Met een test meten we de cognitieve prestaties, zoals numerieke redenering of concentratie. De kandidaat krijgt hier automatisch een taak (item) aangeboden die ons de maximale informatie geeft. Met een adaptieve vragenlijst willen we iets over de persoonlijkheid, vaardigheden, motieven of waarden vinden en daarmee zien welke aspecten van een kandidaat minder prominent aanwezig zijn. We bereiken dit door verschillende functies te vergelijken. Met een adaptieve vragenlijst hoeft u niet elk concept met iedereen te vergelijken, maar alleen met degene die gelijk zijn aan de kandidaat."

Wat zijn de voordelen van adaptief testen?
Lochner: “In een test hoeft een kandidaat geen taken te maken die eigenlijk te makkelijk of te moeilijk voor diegene zijn. Dit verkort de verwerkingstijd. Bovendien raakt de kandidaat niet verveeld door te gemakkelijke taken of overweldigd door taken die te moeilijke voor hem zijn.  De vragenlijsten geven een soortgelijk effect: doordat kandidaten geen onnodige taken hoeven te vervullen, wordt de verwerkingstijd verkort. Dit is niet alleen aangenaam voor de kandidaten, maar ook voor het bedrijf waarin zij mogeijk terecht komen. In een onderzoek hebben wij ondervonden dat veel sollicitanten het proces van de vragenlijst afbreken, wanneer deze langer dan 20 minuten duurt. Echter zijn deze kandidaten juist degenen die interessant zijn voor het bedrijf.  Juist deze kandidaten zouden niet vervelend, lange vragenlijsten hoeven in te vullen, omdat zij een even goede kans hebben in het werving- en selectieproces van andere bedrijven. 

Een ander voordeel van adaptieve testmethoden is, dat ze veel veiliger zijn. Elke individuele testuitvoering is anders- er worden verschillende items gepresenteerd. Dit maakt het onmogelijk voor de kandidaat om al de antwoorden van te voren te verkrijgen en daarmee op het selectieproces te frauderen". 

Zijn er ook nadelen van adaptief testen?
Lochner: “Naast de duidelijke voordelen die het adaptief testen met zich meebrengt, moet er natuurlijk ook meer tijd en moeite, maar ook geld worden gestoken in het ontwikkelen van adaptieve tests en vragenlijsten".” Een grote poel aan items is vereist, maar ook een grote hoeveelheid monsters voor het testen en valideren. Dit is erg tijdrovend en een financiële investering. Hierdoor is de bouw van adaptieve testprocedures alleen waardevol wanneer u zeker weet dat u op voldoende kandidaten kunt rekenen. Daarnaast moet de verwerking over het algemeen elektronisch plaatsvinden. Voordat het gebruik van computers steeg, probeerde men de adaptieve testen aan te passen met pen en papier. Dit bleek onhandig en soms onmogelijk. 

Voor de kandidaten betekent een adaptieve testmethode dat ze niet terug kunnen gaan naar een reeds bewerkt item om het antwoord te wijzigen. Eenmaal gegeven, kunnen de antwoorden niet meer worden aangepast. Daarnaast kan er slechts één item dat op dat moment wordt weergegeven op het scherm, worden bewerkt. Dit betekent dat er geen item kan worden overgeslagen. Beide (niet vooruit of achteruit kunnen gaan in de test) kunnen leiden tot een zekere mate van stress bij de kandidaat die de test maakt. Bovendien zijn er niet twee identieke tests of vragenlijsten, zoals bij niet-adaptieve methoden, waarin alle kandidaten exact dezelfde items ontvangen". 

White paper adaptief testen

Met de adolloc-methode (adaptive allocation of consent) biedt Aon een nieuwe en unieke technologie voor adaptieve metingen. De adalloc-methode is geschikt voor het meten van competenties, persoonlijkheidskenmerken, houdingen, belangen en waarden, evenals de beoordeling van werkvereisten. 

De adalloc-methode maakt het meten van psychologische kenmerken voor personeelsbeslissingen sneller en nauwkeuriger dan bij andere meetmethoden. Zie de whitepaper voor meer informatie. 

Is er een makkelijke manier om de vaardigheden van een kandidaat aan te passen aan de eisen van een baan?

The Occupational Information Network (O*NET)is een online database met gevalideerde informatie over honderden verschillende beroepen, waaronder kennis, vaardigheden en het opleidingsniveau dat vereist is binnen elke functie. Het is dé referentiebron binnen voor banen op internationaal niveau. 

Bij Aon werken we met de O*NET database, waarmee we een online product finder hebben ontwikkeld. Deze biedt u de mogelijkheid om te zoeken naar elke gewenste functie. Zoek bijvoorbeeld naar "psych" en je vindt een lijst met de beschikbare functies, waaronder klinische psycholoog, psychiater en psychiatrische technicus. Hierna is het mogelijk om meer informatie te verkrijgen over de mogelijke functie, door erop te klikken. De informatie komt rechtstreeks uit de O*NET database, inclusief de betrokken activiteiten en taken en de standaard salarissen die beschikbaar zijn. Ook hebben we de eisen van elke baan geanalyseerd en een lijst van aanbevolen evaluaties uit ons portfolio gemaakt, waarmee u de kandidaat kan beoordelen voor elke functie. 

Vaak wilt u voor het gebruik van een assessment een validatietest uitvoeren, om ervoor te zorgen dat uw gekozen test de vereisten van de functie weerspiegelt (inhoudsvaliditeit) en dat het de relevante kenmerken meet (constructieve validiteit).  

Het kan een uitdaging zijn om voor iedere baan een validatietest uit te voeren. Aangezien de O*NET-database u de benodigde componenten voor de functie kan vertellen, kunt u het proces versnellen, omdat uw tests al ergens anders gevalideerd zijn aan de hand van specifieke componenten en attributen.  Dit wordt ook wel "synthetic valdity" genoemd. In sommige landen is deze validatie aan zich, voldoende. In andere landen, zoals de US en UK, moet u nog steeds een "post- screening" valideren om ervoor te zorgen dat uw test voorspelt wat het behoort te voorspellen.  

Bij Aon hebben we 30 verschillende scales capaciteitentests, die verbale, abstracte logsiche vaardigheden, speciale kennis/ vaardigheden en specifieke cognitieve vaardigheden, zoals reactiesnelheid, multi tasking capaciteit en korte termijn geheugen omvatten. 

U kunt onze tests combineren om de specifieke vaardigheden en kennis, die nodig is bij elke baan, te toetsen.  In plaats van  voor elke capaciteitentest een ander rapport te doorlopen, ontvang je een enkelvoudig, gevalideerd rapport dat een "match score" voor elke kandidaat geeft ten aanzien van de specifieke rol. Dit maakt het veel makkelijker en sneller voor u om de beste kandidaat te selecteren. 

Aptitude tests: Hoe bestrijd je fraude en controleer je resultaten?

Het maken van een 'eerlijkheidscontract' is een goede manier om te controleren of de kandidaat fraudeert. Hiermee maak je duidelijk dat kandidaten opnieuw getest worden als/wanneer ze uitgenodigd worden voor een sollicitatiegesprek en dat de grote verschillen in de tests zullen worden onderzocht. 

Nog belangrijker is, dat u ervoor zorgt dat de instrumenten die u gebruikt  betrouwbaar  en fraudebestendig zijn. Dit kunt u doen door gebruik te maken van technologieën zoals "item-generator-concepten" en adaptief testen, maar ook door het ontwerpen van extra formats die moeilijk te decoderen zijn. Bij Aon hebben we al onze testmethoden ontwikkeld voor mobiel en onbeheerd gebruik en altijd met het oog op veilige procedures. 

Ask the expert: How can online aptitude tests be developed to protect against cheating?

Often there are some reservations regarding online assessment, especially when applied in an unsupervised manner. Aon's Assessment Solutions, as an expert in online psychometrics, regularly receives questions from clients about this matter. We have answered some of the most frequently asked questions.

Respondent identity – who is taking the assessment?
When using online assessment instruments, companies are often uncertain, if the candidates take the tests on their own, or if someone else helps or has been included to produce a better result. How do you know that the person who took the test is actually your candidate, and if they did the test on their own?

The use of online assessment is most effective when selecting people from a large pool of applicants. The purpose of using online assessment tools in pre-selection is to rule out applicants with insufficient test-results (so called negative selection). An applicant who does well online is then invited to a job interview and/or a more in depth assessment. They can be and should be tested again when they come on site (so called re-test) in combination with additional measures of abilities. At this point it will become obvious if test results are much lower than during the online screening, indicating some sort of irregularity.

One easy way to lower motivation for cheating is by describing the retesting process before administering online test. This usually eliminates the problem. Practical experience shows that false identity attempts are no longer an issue where this process is used.

Training for tests – can candidates practice?
Cognitive abilities can be trained. Therefore, the performance in online tests can be improved, or so goes the assumption.

While this seems to be true, it doesn’t affect selection processes so much, because tests would have to be trained over a long period of time in order to create significant improvements in performance.

An example: Imagine you needed a good track runner. In order to select the best runner you would measure their running time. Let’s say a candidate works out intensely one day before the test-run. This will have a small or even negative effect on his test performance. But, if he would train his running-skills for six months prior to the test, his performance will improve. You will be happy to see such a good performance and chose the candidate. The candidate’s sustained effort and practice will eventually result in a better runner. The same goes for cognitive abilities.

Sample solutions - Won’t answers for online tests be passed around?
Access to sample solutions in the Internet is a genuine problem for traditional tests. Therefore, one has to be careful not to design online tests that are static. It is vital that there are many different versions of tests that draw their items from an item-pool, a so-called item-generator. This way every candidate gets his or her individualized test version of selected but comparable test items. Sample solutions will no longer help the candidate. Countless parallel versions can be generated with an item-pool, and the probability of two candidates getting the same test is smaller than winning the lottery ten times in a row. By attributing a difficulty rating to the different items, it is guaranteed that the overall difficulty remains the same for each candidate.

Support tools – can they be used to cheat?
What about the use of calculators or support tools to gain an advantage on the tests?

The challenge is in the development of the test. Test exercises have to be designed in a way that support tools have no benefit at all. If, for example, a test to measure skills in calculation is developed, it should be designed in a way that the use of a calculator has no added benefit at all. For example, candidates are asked to fill blank spaces with equation or other symbols used in calculation. This requires logical thinking and is not a mere operational task. An alternative would be to specify in the instructions that use of a calculator is permitted to all candidates, but then somewhat different skills are measured.

Overview scales aptitude tests

Numerical abilities

  • scales eql - Numeracy

    This online assessment test measures basic numeracy. Each task of the test consists of an equation with gaps and a given result. The task is to fill the gaps with numbers so that the given result is correct.

  • scales numerical (admin) - Numerical Reasoning

    This online assessment test measures the ability to find and use numerical information shown in tables, lists and diagrams in order to answer different questions. The test has a case study character due to a continuous company scenario.

  • scales numerical (consumer) - Numerical Reasoning

    This test measures the ability to draw logical conclusions from complex numerical information that is presented in tables and charts. Additionally, this test measures the ability to retrieve relevant information when confronted with different type of questions. The handling of the test is analogue to modern office software.

  • scales numerical (finance) - Numerical reasoning

    This test measures the ability to draw logical conclusions from complex numerical information that is presented in tables and charts. Additionally, this test measures the ability to retrieve relevant information when confronted with different type of questions. The handling of the test is analogue to modern office software.

  • scales numerical (industry) - Numerical Reasoning

    This test measures the ability to draw logical conclusions from complex numerical information that is presented in tables and charts. Additionally, this test measures the ability to retrieve relevant information when confronted with different type of questions. The handling of the test is analogue to modern office software.

  • Situational Judgement Test

    What does this assessment measure?

    Behaviours given specific work-based scenarios.

    What is the task?

    The test taker is presented with descriptions of real-life work situations and is asked: what would you do if faced with this situation? These scenarios reflect the everyday decisions that people in the specific role may need to make. The test takers’ responses are compared to the answers considered to be the right action by 'subject matter experts' on the role.

Verbal abilities

  • scales verbal (admin) - Verbal Reasoning

    This test measures the ability to find and use straightforward verbal information in articles, lists and instructions for answering specific questions. The test has a case study character due to a continuous company scenario.

  • scales verbal (consumer) - Verbal Reasoning

    The test measures the ability to draw logical conclusions from complex verbal information. Additionally, this test measures the ability to retrieve relevant information when confronted with different type of questions. The handling of the test is analogue to modern office software.

  • scales verbal (finance) - Verbal Reasoning

    The test measures the ability to draw logical conclusions from complex verbal information. Additionally, this test measures the ability to retrieve relevant information when confronted with different type of questions. The handling of the test is analogue to modern office software.

  • scales verbal (industry) - Verbal Reasoning

    The test measures the ability to draw logical conclusions from complex verbal information. Additionally, this test measures the ability to retrieve relevant information when confronted with different type of questions. The handling of the test is analogue to modern office software.

  • scales verbal (instruct) - Understanding of Basic Instructions

    What does this assessment measure?

    Understanding of texts and evaluation of information.

    What is the task?

    The test taker is presented with a range of simple instructions and instruction manuals and is then required to evaluate – as fast as possible – whether a statement that refers to a text is correct or incorrect.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, especially important for unsupervised, online administration. 

  • Situational Judgement Test

    What does this assessment measure?

    Behaviours given specific work-based scenarios.

    What is the task?

    The test taker is presented with descriptions of real-life work situations and is asked: what would you do if faced with this situation? These scenarios reflect the everyday decisions that people in the specific role may need to make. The test takers’ responses are compared to the answers considered to be the right action by 'subject matter experts' on the role.

Abstract logical abilities

  • scales cls - Inductive-logical Thinking

    This test measures inductive logical reasoning. The task is to work out rules and interrelations which assign tables to two different categories. The discovered rules need to be applied in order to assign new tables to the relevant categories.

  • scales clx - Inductive-logical Reasoning

    What does this assessment measure?

    Inductive logical reasoning

    What is the task?

    The test-taker is presented with two different categories of tables. In this test the task is to find out rules and relationships within a given pattern and to apply these rules to other patterns.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales fx - Deductive-logical Thinking (fx)

    Measures deductive logical reasoning. The task is to work out the operating mode of an element by means of exploration. The answer format and surveyed additional data exclude that guessed answers are correct.

  • scales ix - Inductive-logical Thinking (ix)

    This test measures logical thinking ability. The task is to detect the object corporate rule and find out the object that does not match this rule.

  • scales lst - Deductive-logical Thinking (lst)

    This test measures deductive reasoning ability. The test is based on a grid containing several objects. One cell in this grid is marked by a question mark. Each object appears only once per row and per column. The task is to work out what object should be in the cell marked with a question mark.

  • scales sx - Deductive-logical Thinking (sx)

    This test measures deductive logical reasoning. The task is to identify the correct operator based on a specific result. The answer format and surveyed additional data exclude that guessed answers are correct.

  • Situational Judgement Test

    What does this assessment measure?

    Behaviours given specific work-based scenarios.

    What is the task?

    The test taker is presented with descriptions of real-life work situations and is asked: what would you do if faced with this situation? These scenarios reflect the everyday decisions that people in the specific role may need to make. The test takers’ responses are compared to the answers considered to be the right action by 'subject matter experts' on the role.

Specific cognitive abilities

  • scales blo - Working Memory

    What does this assessment measure?

    Short-term memory and the capacity of sensory memory

    What is the task?

    The test taker is presented with an image on-screen and must decide quickly if the image presented is the same as that of the second to last picture shown.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales clues - Information Handling

    This test measures information competence in complex situations. The task is to act as a substitute for a project manager and to be responsible for that person's email inbox. The handling of the test is analogue to modern office software; this means new emails arrive whilst completing the test.

  • scales cmo - Monitoring Ability

    What does this assessment measure?

    The ability to monitor activity on-screen.

    What is the task?

    The test taker is presented with a number of moving objects and is required to identify the number of these.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales cvt - Colour Vision

    What does this assessment measure?

    Ability to differentiate between colours

    What is the task?

    The test taker is presented with an incomplete colour wheel and is required to fill in the missing colours correctly to demonstrate the ability to differentiate between colours.

    This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales e3+ - Ability to Concentrate

    This test measures the ability to concentrate. The task is to react on different elements in a certain way as fast as possible.

  • scales fan - Memory for Faces and Names

    What does this assessment measure?

    Memory for faces

    What is the fact?

    In a first step the test taker is presented with images of named people. Afterwards, the task is to assign the correct family name to the previously shown people.

    Each test is created by a test generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales lct - Learning Efficiency

    This test measures the ability to remember objects that are shown very quickly in the right order. As the test contains several section it also measures learning aptitude.

  • scales mem (shipping) - Spatial Memory

    What does this assessment measure?

    Spatial memory

    What is the task?

    The test taker is required to memorise sea marks and their position. High scores indicate good perceptual abilities and a good short term memory.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales mem - Spatial Memory

    What does this assessment measure?

    Spatial memory

    What is the task?

    The test taker is required to memorise traffic signs and their position. High scores indicate good perceptual abilities and a good short term memory.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales mt (avi) - Multi-tasking Capability

    What does this assessment measure?

    The ability to collect information quickly and accurately within an air traffic control environment.

    What is the task?

    The test taker is presented with different task elements to complete simultaneously on-screen. The special task of the scales mt (avi) is to align a runway so that an aircraft approaching may land on it safely.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales mt (cc) – Multi-tasking Capability

    What does this assessment measure?

    Ability to multi-task

    What is the task?

    The test taker is presented with three different tasks and is required to work through these simultaneously. These tasks include checking the area number of an incoming telephone number, focused calculation and focused checking. Immediate feedback is given regarding their answer and the test includes graduated difficulty levels.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, especially important for unsupervised, online administration.

  • scales mt (drv) - Multi-tasking Capability

    What does this assessment measure?

    Ability to multi-task

    What is the task?

    The test taker is presented with three different tasks and is required to work through these simultaneously. These tasks include responding to a signal under time pressure, focused calculation and focused checking. Immediate feedback is given regarding their answer and the test includes graduated difficulty levels.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales mt (sales) - Multi-tasking Capability

    What does this assessment measure?

    Ability to multi-task

    What is the task?

    The test taker is presented with three different tasks and is required to work through these simultaneously. These tasks include identifying faces which have been presented immediately before, focused calculation and focused checking. Immediate feedback is given regarding their answer.

    This test includes graduated difficulty levels.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales mt (sonic) - Multi-tasking Capability

    What does this assessment measure?

    Ability to multi-task

    What is the task?

    The test taker is presented with three different tasks and is required to work through these simultaneously. These tasks include hand-eye coordination, focused calculation and focused checking. The special characteristic of this test is the audio task: A sound sequence is played, which includes five randomly chosen letters of the phonetic alphabet. The task is to identify whether a letter is played twice during the sequence. Immediate feedback is given regarding their answer.

    Owing to the task which includes the sound sequence, scales mt (sonic) requires a controlled and standardised setting. Consequently, the test must be carried out in a controlled setting (for example Onsite-AC) and furthermore on a Desktop PC.

  • scales mt - Multi-tasking Capability

    This test measures the ability to perform several tasks simultaneously (multi tasking). The measurement takes place in subsequent segments, so that the gradient of the multi tasking performance can be measured, too.

  • scales nav - Sense of Direction

    What does this assessment measure?

    Sense of direction

    What is the task?

    The test taker is required to determine in which direction a vehicle is heading after various driving manoeuvres. High scores indicate the ability to maintain spatial orientation even after many changes of direction, for example while driving a car.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales ndb - Spatial Orientation

    What does this assessment measure?

    Sense of orientation

    What is the task?

    The test taker is required to specify the position and course of an aircraft relative to a non-directional beacon with the aid of a gyrocompass and a radio compass.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales rt - Reaction Speed

    This test measures reactivity. The task is to react as fast as possible when two equal objects appear on the screen.

  • scales spc - Spatial Reasoning

    This test measures visual thinking and spatial ability. The task is to find mistakes in the copy of a pattern. Thereby the copy can be rotated, mirrored or rotated and mirrored.

  • scales spr - 3D Spatial Reasoning

    This test measures spatial reasoning. The tasks consist of geometric shapes with labeled areas and the task is to create a pattern which, if folded, forms a shown geometric shape.

  • scales stm - Short-term Memory

    What does this assessment measure?

    The capacity of short-term memory and the ability to make detailed observations

    What is the task?

    The test taker is presented with a number of different pictures or images and the task is to memorise these and to indicate which are identical to the ones already seen earlier in the test.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, especially important for unsupervised, online administration.

  • scales xw - Complex Control

    What does this assessment measure?

    Eye-hand coordination

    What is the task?

    The test taker is presented on screen with a number of rotating obstacles and is required to avoid colliding with them whilst navigating across the screen.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, especially important for unsupervised, online administration.

  • Situational Judgement Test

    What does this assessment measure?

    Behaviours given specific work-based scenarios.

    What is the task?

    The test taker is presented with descriptions of real-life work situations and is asked: what would you do if faced with this situation? These scenarios reflect the everyday decisions that people in the specific role may need to make. The test takers’ responses are compared to the answers considered to be the right action by 'subject matter experts' on the role.

Specific knowledge

  • scales lt-d - Language Skills German

    This test measures German language ability adaptively by testing the three language aspects: fluency, vocabulary and spelling. Contains a speed as well as a power component.

  • scales lt-e - Language Skills English

    This test measures English language ability adaptively by testing the three language aspects: fluency, vocabulary and spelling. Contains a speed as well as a power component.

  • scales lt-no- Language Skills Norwegian

    What does this assessment measure?

    Norwegian language ability

    What is the task?

    The test taker is assessed across three aspects of the Norwegian language: fluency, vocabulary and spelling. The assessment contains an element of speed as well as power and the content presented is determined by the individual’s responses to previous items. This means that the tests is as short as possible and is suitable for all levels of Norwegian language.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales lt-se - Language Skills - Swedish

    What does this assessment measure?

    Swedish language ability

    What is the task?

    The test taker is assessed across three aspects of the Swedish language: fluency, vocabulary and spelling. The assessment contains an element of speed as well as power and the content presented is determined by the individual’s responses to previous items. This means that the tests is as short as possible and is suitable for all levels of Swedish language.

    Each test is created by an item generator at run-time. This means that the assessment is different for each test taker thereby helping to prevent cheating, which is important when running unsupervised online administrations.

  • scales mtu - Mechanical Reasoning

    This test measures mechanical-technical understanding on several topics.

  • scales tmt - Applied Numeracy

    This test measures calculating capacity on the basis of four different subject areas: translation of units, rule of three, percentage calculation and calculation of areas and spaces.

  • Situational Judgement Test

    What does this assessment measure?

    Behaviours given specific work-based scenarios.

    What is the task?

    The test taker is presented with descriptions of real-life work situations and is asked: what would you do if faced with this situation? These scenarios reflect the everyday decisions that people in the specific role may need to make. The test takers’ responses are compared to the answers considered to be the right action by 'subject matter experts' on the role.

Personality

  • Realistic Job Preview

    What does this assessment measure?

    Realistic Job Previews (RJPs) assess the suitability of potential job applicants for an organisation or industry by providing an insight into the specific role, company or sector. The potential applicant learns about the day-to-day challenges and tasks of the role and discovers the strength of fit between the job and him or herself.

    What is the task?

    The potential applicant is presented with typical on-the-job scenarios and asked: What would you do in this situation?  Feedback is provided immediately, and tailored to the responses given by the individual.

  • shapes (basic) - Work-related Behaviour

    What does this assessment measure?

    Identifies work-based personality characteristics

    What is the task?

    The test taker is presented with 3 statements per page and must allocate up to 6 points across these to reflect the extent to which he or she agrees with each statement. The questionnaire is based on 15 scales, each with 6 items and has been developed using adaptive techniques. This means that statements are presented together based on the responses to earlier items by the test taker.

  • shapes (executive) - Work-related Behaviour

    What does this assessment measure?

    Identifies work-based personality characteristics for those in senior management positions.

    What ist the task?

    The test taker is presented with 3 statements per page and must allocate up to 6 points across these to reflect the extent to which he or she agrees with each statement. The questionnaire is based on 24 scales, each with 8 items and has been developed using adaptive techniques. This means that statements are presented together based on the responses to earlier items by the test taker. shapes executive is based on the shapes management tool, but has been extended and the primary scales and items are different.

  • shapes (expert) - Work-related Behaviour

    What does this assessment measure?

    Identifies work-based personality characteristics for those with no management responsibility

    What is the task?

    The test taker is presented with 3 statements per page and must allocate 6 up to points across these to reflect the extent to which he or she agrees with each statement. The questionnaire is based on 18 scales, each with 8 items and has been developed using adaptive techniques. This means that statements are presented together based on the responses to earlier items by the test taker.

  • shapes (graduate) - Work-related Behaviour

    What does this assessment measure?

    Identifies work-based personality characteristics and has been designed for use with graduates.

    What is the task?

    The test taker is presented with 3 statements per page and must allocate up to 6 points across these to reflect the extent to which he or she agrees with each statement. The questionnaire is based on 18 scales, each with 6 items and has been developed using adaptive techniques. This means that statements are presented together based on the responses to earlier items by the individual. shapes graduate is based on the shapes management tool with some items being changed and the final assessment being shorter in length.

  • shapes (management) - Work-related Behaviour

    What does this assessment measure?

    Identifies work-based personality characteristics for those at middle to senior management levels.

    What is the task?

    The test taker is presented with 3 statements per page and must allocate up to 6 points across these to reflect the extent to which he or she agrees with each statement. The questionnaire is based on 18 scales, each with 8 items and has been developed using adaptive techniques. This means that statements are presented together based on the responses to earlier items by the test taker. work-based personality characteristics for those at middle to senior management levels.

  • shapes (sales) - Work-related Behaviour

    What does this assessment measure?

    Identifies work-based personality characteristics for those in sales roles or with direct customer contact.

    What is the task?

    The test taker is presented with 3 statements per page and must allocate up to 6 points across these to reflect the extent to which he or she agrees with each statement. The questionnaire is based on 24 scales, each with 6 items and has been developed using adaptive techniques. This means that statements are presented together based on the responses to earlier items by the individual. shapes sales is based on the shapes management tool with a combination of some primary scales and the inclusion of some views scales.

  • Situational Judgement Test

    What does this assessment measure?

    Behaviours given specific work-based scenarios.

    What is the task?

    The test taker is presented with descriptions of real-life work situations and is asked: what would you do if faced with this situation? These scenarios reflect the everyday decisions that people in the specific role may need to make. The test takers’ responses are compared to the answers considered to be the right action by 'subject matter experts' on the role.

Values, motives and culture

  • chatAssess – Work-related Interests and Motivations

    What does this assessment measure?

    Behaviour, personality and ability in client specific work-based scenario and using mobile, interactive technology and simulating real-time instant-messaging.

    What is the task?

    The test taker is presented with incoming real-life work messages from different people and responds by selecting from one of the answer options given. Based on the test taker response, subsequent questions or situations are presented. The test uses a simulated instant-messaging format and making for a more realistic and enjoyable presentation than traditional situational judgement tests.

  • Realistic Job Preview

    What does this assessment measure?

    Realistic Job Previews (RJPs) assess the suitability of potential job applicants for an organisation or industry by providing an insight into the specific role, company or sector. The potential applicant learns about the day-to-day challenges and tasks of the role and discovers the strength of fit between the job and him or herself.

    What is the task?

    The potential applicant is presented with typical on-the-job scenarios and asked: What would you do in this situation?  Feedback is provided immediately, and tailored to the responses given by the individual.

  • Situational Judgement Test

    What does this assessment measure?

    Behaviours given specific work-based scenarios.

    What is the task?

    The test taker is presented with descriptions of real-life work situations and is asked: what would you do if faced with this situation? These scenarios reflect the everyday decisions that people in the specific role may need to make. The test takers’ responses are compared to the answers considered to be the right action by 'subject matter experts' on the role.

  • views - Work-related Interests and Motives

    What does this assessment measure?

    Occupational or work relevant values, motives and interests.

    What is the task?

    The questionnaire identifies 18 dimensions, each through 6 statements. Thanks to the innovative adalloc™ measurement technology, the statements are grouped into blocks with three statements each, which then have to be differently weighted by the candidate.

Integrity

  • Situational Judgement Test

    What does this assessment measure?

    Behaviours given specific work-based scenarios.

    What is the task?

    The test taker is presented with descriptions of real-life work situations and is asked: what would you do if faced with this situation? These scenarios reflect the everyday decisions that people in the specific role may need to make. The test takers’ responses are compared to the answers considered to be the right action by 'subject matter experts' on the role.

  • squares - Integrity Test

    What does this assessment measure ?

    The likelihood of counterproductive behaviour in a work context.

    What is the task?

    The test taker is presented with statements on-screen and asked to rate their behaviour in comparison with others.

    It is based on a model of counter-productive behaviour that takes into account the individual’s specific situation. Thus, it does not stigmatise the test taker’s results and offers the opportunity for change through training thereby enabling a greater acceptance of results by the individual.

Creativity

  • sparks

    sparks is the first creativity measurement that works unsupervised and with full automatic scoring. The candidates' task is to make any real object out of a set of shapes and then type the name of the object into the box underneath. The four given shapes may be dragged an dropped into the drawing area, the positions of the shapes may be altered, the shapes can also be copied and thereby multiplied and also altered in size and dimensions.

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