Contact Paul Evans - PE2020@gmx.com for full details of the personalised services available to you or your business. Or Tel: 0871-705-1860
Paul Evans utilises the Quest Prolfiler.
The Quest Profiler™ has been designed to measure a number of behavioural preferences related to the world of work. It is important to note that the results are based upon behavioural preferences and not ability. As with any assessment or development tool these results
should not be used in isolation. A person's potential depends on many factors including ability, motivation, organisational culture and experience. The results in this report should therefore be used as an additional tool to understand how a person is likely to behave within an organisational setting.
This profile is separated into seven main areas:
Accuracy Score and Biographical Information (1st page):
This section outlines how consistent the candidate has been with their responses to the questionnaire.
Full Profile (Page 2):
Provides the complete listing of all behavioural preferences measured by the questionnaire.
Leadership Styles (Page 3):
Provides an insight into the preferred style of working when managing other people.
Team Styles (Page 4):
Provides an insight into the preferred style of working when part of a team.
Culture Match (on full reports only Page 5):
Provides an indication of the type of culture the person would prefer to work in.
Candidate Report (Page 5 on standard reports or 27 on full reports):
Narrative text for feedback designed to be given to the candidate.
Competency Profile (on full reports only Page 6-26):
Provides estimates of potential with full narrative output.
PE2020@gmx.com
07793-013341
Saturday, 28 November 2009
Paul Evans Consulting utilise -
The Quest Profiler™ which has been designed to measure a number of areas related to the world of work. These include :
- Behavioural preferences
- Team/leadership styles
- Preferred culture
- Competency potential
Additional Benefits:
The report can generate competency based interview questions to help ensure that any areas of concern can be probed at the interview stage in a standardised and robust manner.
This allows the user to design ideal role profiles and match candidates (Job Match) against the key criteria. This can prove invaluable when you need to identify development needs or quickly spot the best applicants from large numbers of people.
Sections in the report -
Full Personality Profile - scales measured in questionnaire -
People
Thinking
Feeling
Drive
Assertiveness
Influence
Social Ease
Outgoingness
Team Working
Empowerment
Supportiveness
Curiosity
Creativity
Radical Approach
Strategy
Analysis
Precision
Freedom from Stress
Sensitivity to Criticism
Transparency
Optimism
Buoyancy
Reliability
Need for Challenge
Energy
Risk Aversion
The Quest Profiler™ which has been designed to measure a number of areas related to the world of work. These include :
- Behavioural preferences
- Team/leadership styles
- Preferred culture
- Competency potential
Additional Benefits:
The report can generate competency based interview questions to help ensure that any areas of concern can be probed at the interview stage in a standardised and robust manner.
This allows the user to design ideal role profiles and match candidates (Job Match) against the key criteria. This can prove invaluable when you need to identify development needs or quickly spot the best applicants from large numbers of people.
Sections in the report -
Full Personality Profile - scales measured in questionnaire -
People
Thinking
Feeling
Drive
Assertiveness
Influence
Social Ease
Outgoingness
Team Working
Empowerment
Supportiveness
Curiosity
Creativity
Radical Approach
Strategy
Analysis
Precision
Freedom from Stress
Sensitivity to Criticism
Transparency
Optimism
Buoyancy
Reliability
Need for Challenge
Energy
Risk Aversion
Sunday, 8 November 2009
Paul Evans - Independent Psychometric Testing Consultant
In an era in which getting the right people into the right jobs and keeping them there is of paramount importance, the use of psychometric techniques has never been regarded as more vital than it is now.
Why use psychometrics?
Enhance employee performance
Reduce the number of poor selection decisions
Assess and identify talent within the business
Standardise your selection / development processes to make them more objective and robust
In short, psychometrics are Valid, Fair, Reliable, Time-saving and Cost-beneficial.
Paul Evans – Qualifications and Competencies
Paul is fully trained to use both Aptitude and Personality Assessment psychometric tests verified by the British Psychological Society. He is trained to Level A and Level B (Intermediate) Certificate of Competence in Occupational Testing.
Paul is also a Graduate Member of the British Psychological Society, with General Membership of the Division of Occupational Psychology.
He is qualified at both MSc and BSc levels, with the latter inclusive of Introduction to Psychology, Social Psychology, Child Development and Cognitive Psychology.
With over 25 years business experience inclusive of Sales, Franchising, Business Development, Training and Development, Brand Management and Business Improvement Consultancy, Paul can help contextualise the Psychometric Testing results for their optimum utilisation.
Psychometric Testing Overview
The term psychometric test describes the use of tasks, written or practical, including questionnaires which assess clearly defined areas of human behaviour. The tests are objective, standardised, reliable and able to make accurate predictions about individuals’ future performance. The tests are able to measure individual differences in various areas such as personality, aptitude, ability and intelligence.
Psychometric tests can be successfully utilised for various purposes including recruitment and selection, career counselling, team building and individual development.
The tests and their results should be used to support and enhance other assessment criteria, such as direct interviews, role plays, career achievement reviews etc and are not intended to replace them.
Used appropriately, psychometric tests will enhance decision-making, enabling more informed and accurate perceptions to be made of the potential of individuals.
The Psychometric Testing Utilised
A. Verbal and Numerical Aptitude Tests
The Aptitude Tests used are amongst the most up-to-date and affordable on the market.
Verbal Reasoning – assesses a candidate’s ability to reason with written information drawn from the world of work
Numerical Reasoning – using facts and figures, taken from the world of work, this test assesses a candidate’s ability to interpret and evaluate numerical information from a series of tables and charts
B. The Quest Profiler – Personality Assessment
This cutting-edge personality questionnaire is both flexible and totally relevant to today’s business environment. It allows you to make informed selection and development decisions that are vital to the success of your company.
The questionnaire measures a number of work related preferences including –
22 Behavioural Preferences
6 Leadership Styles
9 Team Styles
8 Culture Match indicators
20 Competencies
The Quest Profiler can be administered in a variety of ways including an online version which takes approximately 25 minutes to complete. This version also allows the generation of competency based interview questions and the definition of an ‘ideal’ role profile that better matches individuals to specific roles.
Scope of Psychometric Testing
The purpose of testing within the recruitment process – This is twofold, firstly to maximise the objectivity of the recruitment and selection process in order to reduce subjective judgements which can be made when using interviews alone, and secondly to help predict an individual’s ability to do the job competently.
The purpose of testing within the development of individuals – Ability tests will give both the individual and their manager an understanding of that person’s capability. Personality test results will help in understanding the individual’s motivations and preferences in the way that they work. Discussion can then take place as to the way forward in obtaining the best performance from the individual.
Principles
In Recruitment either, or both, of the above tests can be utilised depending on what the company wants to measure with regard to the interviewee’s capabilities or preferred methods of working.
In Team Building the Quest Personality Profiler can be utilised to understand how individuals prefer to work and communicate within a team environment. This understanding is a key element in building team cohesiveness.
In Individual Development the Quest Personality Profiler will provide a clear understanding of motivation and work preferences. This will assist in understanding the types of roles and ways of working to which an individual is best suited. It can also make it easier for that individual (in conjunction with the company) to improve on their ‘weaknesses’ and capitalise on their ‘strengths’.
Restructuring and Redeployment are also challenges which can benefit from the use of Psychometric Tests. Groups of people can be tested at the same time to optimise personnel resource of whole departments or even whole businesses.
Confidentiality - Paul Evans, as Independent Consultant, or related parties, will not utilise or reveal the test results for any other purposes apart from those agreed with the company and individual being tested. Test results will be stored securely and will not be accessible to unauthorised or unqualified persons.
Procedures - Tests to be administered, scored and interpreted in accordance with instructions provided by Paul Evans, and in line with BPS standards.
Feedback - Feedback will be of benefit to both the individual and the recruitment panel / HR / Line Manager involved, through all parties being aware of the test takers potential and / or characteristics that affect the individual’s job performance. Feedback acts as a base from which all parties can work. It is recommended that feedback be offered to all ‘internal’ test takers and as required / agreed with ‘external’ test takers.
Test scores need to be properly interpreted by Paul Evans as a qualified Independent Consultant. Paul Evans can also help with contextualisation of the results against other testing methods to be utilised. It is recommended that Psychometric Tests be utilised initially as their results can provide ongoing test criteria information (e.g. interview questions)
For more information on how Psychometric Testing can benefit you, your company and your employees please contact Paul Evans as below:
E-mail: PE2020@gmx.com
Mobile: 07793-013341
In an era in which getting the right people into the right jobs and keeping them there is of paramount importance, the use of psychometric techniques has never been regarded as more vital than it is now.
Why use psychometrics?
Enhance employee performance
Reduce the number of poor selection decisions
Assess and identify talent within the business
Standardise your selection / development processes to make them more objective and robust
In short, psychometrics are Valid, Fair, Reliable, Time-saving and Cost-beneficial.
Paul Evans – Qualifications and Competencies
Paul is fully trained to use both Aptitude and Personality Assessment psychometric tests verified by the British Psychological Society. He is trained to Level A and Level B (Intermediate) Certificate of Competence in Occupational Testing.
Paul is also a Graduate Member of the British Psychological Society, with General Membership of the Division of Occupational Psychology.
He is qualified at both MSc and BSc levels, with the latter inclusive of Introduction to Psychology, Social Psychology, Child Development and Cognitive Psychology.
With over 25 years business experience inclusive of Sales, Franchising, Business Development, Training and Development, Brand Management and Business Improvement Consultancy, Paul can help contextualise the Psychometric Testing results for their optimum utilisation.
Psychometric Testing Overview
The term psychometric test describes the use of tasks, written or practical, including questionnaires which assess clearly defined areas of human behaviour. The tests are objective, standardised, reliable and able to make accurate predictions about individuals’ future performance. The tests are able to measure individual differences in various areas such as personality, aptitude, ability and intelligence.
Psychometric tests can be successfully utilised for various purposes including recruitment and selection, career counselling, team building and individual development.
The tests and their results should be used to support and enhance other assessment criteria, such as direct interviews, role plays, career achievement reviews etc and are not intended to replace them.
Used appropriately, psychometric tests will enhance decision-making, enabling more informed and accurate perceptions to be made of the potential of individuals.
The Psychometric Testing Utilised
A. Verbal and Numerical Aptitude Tests
The Aptitude Tests used are amongst the most up-to-date and affordable on the market.
Verbal Reasoning – assesses a candidate’s ability to reason with written information drawn from the world of work
Numerical Reasoning – using facts and figures, taken from the world of work, this test assesses a candidate’s ability to interpret and evaluate numerical information from a series of tables and charts
B. The Quest Profiler – Personality Assessment
This cutting-edge personality questionnaire is both flexible and totally relevant to today’s business environment. It allows you to make informed selection and development decisions that are vital to the success of your company.
The questionnaire measures a number of work related preferences including –
22 Behavioural Preferences
6 Leadership Styles
9 Team Styles
8 Culture Match indicators
20 Competencies
The Quest Profiler can be administered in a variety of ways including an online version which takes approximately 25 minutes to complete. This version also allows the generation of competency based interview questions and the definition of an ‘ideal’ role profile that better matches individuals to specific roles.
Scope of Psychometric Testing
The purpose of testing within the recruitment process – This is twofold, firstly to maximise the objectivity of the recruitment and selection process in order to reduce subjective judgements which can be made when using interviews alone, and secondly to help predict an individual’s ability to do the job competently.
The purpose of testing within the development of individuals – Ability tests will give both the individual and their manager an understanding of that person’s capability. Personality test results will help in understanding the individual’s motivations and preferences in the way that they work. Discussion can then take place as to the way forward in obtaining the best performance from the individual.
Principles
In Recruitment either, or both, of the above tests can be utilised depending on what the company wants to measure with regard to the interviewee’s capabilities or preferred methods of working.
In Team Building the Quest Personality Profiler can be utilised to understand how individuals prefer to work and communicate within a team environment. This understanding is a key element in building team cohesiveness.
In Individual Development the Quest Personality Profiler will provide a clear understanding of motivation and work preferences. This will assist in understanding the types of roles and ways of working to which an individual is best suited. It can also make it easier for that individual (in conjunction with the company) to improve on their ‘weaknesses’ and capitalise on their ‘strengths’.
Restructuring and Redeployment are also challenges which can benefit from the use of Psychometric Tests. Groups of people can be tested at the same time to optimise personnel resource of whole departments or even whole businesses.
Confidentiality - Paul Evans, as Independent Consultant, or related parties, will not utilise or reveal the test results for any other purposes apart from those agreed with the company and individual being tested. Test results will be stored securely and will not be accessible to unauthorised or unqualified persons.
Procedures - Tests to be administered, scored and interpreted in accordance with instructions provided by Paul Evans, and in line with BPS standards.
Feedback - Feedback will be of benefit to both the individual and the recruitment panel / HR / Line Manager involved, through all parties being aware of the test takers potential and / or characteristics that affect the individual’s job performance. Feedback acts as a base from which all parties can work. It is recommended that feedback be offered to all ‘internal’ test takers and as required / agreed with ‘external’ test takers.
Test scores need to be properly interpreted by Paul Evans as a qualified Independent Consultant. Paul Evans can also help with contextualisation of the results against other testing methods to be utilised. It is recommended that Psychometric Tests be utilised initially as their results can provide ongoing test criteria information (e.g. interview questions)
For more information on how Psychometric Testing can benefit you, your company and your employees please contact Paul Evans as below:
E-mail: PE2020@gmx.com
Mobile: 07793-013341
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