Do you know who you are really employing?
Psychometric assessments are designed to measure an applicant’s suitability for a role based on the required personality characteristics, aptitude or cognitive abilities and integrity profile. They identify the extent to which an applicants personality and cognitive abilities match those required to perform the role.
Empowered Through Knowledge
Psychometric assessments has gained popularity both nationally and internationally as one of the most effective tools utilized by human resources departments to employ and aid the development of employees. The PISA Integrity Assessment Centre offers a variety of psychometric tests that can assist a business in gaining a better understanding of the employees on multiple different facets.
As background vetting and polygraph examinations can tell you more about a person’s past, psychometric assessments can show you the potential of an employee; positive or negative, and how you can implement their unique traits to maximize their effectiveness in your business. It is the most effective tool to glimpse into their future.
Available Psychometric Assessments
Aptitude, Cognitive & Job Specific Tests
Except for integrity psychometric assessments the PISA Integrity Assessment Centre offers a variety of other psychometric assessments that focus on different factors that can assist the employer in gaining a better insight into the dynamics of the individual. These examinations focus on areas such as aptitude, language proficiency, cognitive abilities and personality.
The COPAS measures the candidate’s cognitive function in a comprehensive way. It consists of symbolic test items and measures the candidate’s current mental ability, potential to develop and eventual cognitive capacity if optimal opportunity and stimulation for cognitive growth are available.
In addition to the above, the COPAS provides a profile of the six most important cognitive constructs including analytical, original and figurative thinking in problem solving in practice. It also provides a measure of accuracy with which the individual completed the test. The COPAS is quick and easy to perform and takes approximately one hour to complete – depending on the areas the user wants to measure. The user is provided with a variety of options as to what cognitive information he wants to be printed out to serve his needs best. It also offers a low-level cognitive measurement in the form of VERSION II.
The COPAS is also fully linked to the ‘5-Complexity Work Levels’ embodied in the Stratified Systems Theory (SST) of Elliot Jacques.
The COPAS is an exceptionally reliable instrument, with a very low cultural loading and which is highly valid in serving the purposes it was originally developed for. The test is questionnaire based and is available as a paper and pencil test or online.
The BOP measures the brain orientation of the testee by using 100 items. There is no time restriction applicable and would take about 20 minutes to complete. The user has the option of having the BOP questionnaire completed, which forms part of the COPAS test booklet. Similarly the user has an option of having the results printed in a dedicated BOP Summarized Report or only as Category F which forms part of the COPAS Summarized Report.
Research shows that people are born with a Left/Right Brain dominance and that can thus be classified as a genetic phenomenon. Brain dominance is not a rigid statistic nor is a person bound by the hemisphere (left/right side of brain) he/she is accustomed to using. Response to sensory input and external stimuli can change over time by changing your thinking patterns – you can learn to think using the opposite hemisphere!
The ‘left-brainers’ are typically the more rational, analytical, logical, structured, factual, detailed, scientific, numerical, serious and down to earth realistic and practical type who like order and are guided by proven principles.
The ‘right-brainers’ are typically the more creative, open-minded, flexible, unstructured, ‘free-floating’ – intuitive type who see the ‘big picture’ and is more emotional, imaginary, artistic and light-hearted (playful) in their orientation.
The Comprehensive Aptitude Profile is a psychometric evaluation designed to measure different relevant psychological facets to match a job or position with a candidate.
The test consists of two parts. Part one consists of two divisions: A & B, where division A assesses 7 cognitive abilities in approximately 30 minutes and division B assesses 14 personality attributes in approximately 15 minutes. Division B consists of a 42-item interest questionnaire which can be completed in approximately 10 minutes. In total the test can be completed in less than one hour.
The CAP uses 14 core functional career categories (which attribute differentiates the CAP from other models in the career matching profile in the market) and offers its user the option to choose from the primary facet of the career matching process to the extended facet where the candidate’s interest profile is added to the assessment and matching process, to finally, the third counselling facet, where the candidate’s experience profile is brought into the assessment to cover the matching process fully. The CAP also offers a more comprehensive list of personality attributes on the psychological dimension side of the matching process in order to enhance the fit with the career requirements side of the matching process.
The test is questionnaire based and is available as a paper and pencil test or can be completed online.
The Basic Aptitude Profile (BAP) is, as the name suggests, a basic instrument determining the fundamental leaning the individual has in terms of the more primary and intrinsic abilities and attributes he possesses on which careers are built. It relies more on the essential human faculties of ‘cognitive’ and ‘personality’ rather than abilities, proficiencies, competencies, skills, knowledge and interests the person acquires as a result of specific exposures and experiences at a later stage of his life. The BAP is thus an instrument that assesses and guides the individual more in terms of the basic ‘broad stream of careers’ that his human capacity profile will ‘allow’ him to successfully enter into.
The BAP consists of two divisions: A & B. In Division A the individual’s cognitive ability is assessed via seven cognitive constructs and must be completed in 30 minutes. In Division B personality is assessed via eight factors, integrity is measured via three factors and the monitor aspect is measured by three factors.
Division B consists of 52 test-items and can be completed in 15 minutes. In general, the BAP guides the candidate to making his career choice in general terms – identifying the broad career stream to fit his or her competency, attribute and interest profile(s). The BAP could thus be completed in 40 – 45 minutes.
The test is questionnaire based and is available as a paper and pencil test or can be completed online.
The PAW is a very comprehensive test consisting of 250 test-items and providing the user with 89 scales to measure the entire personality field. It consists of 5 substructures of which each consists of four measuring areas and the latter with a further three supportive factors – a total of 60 scales per substructure.
The PAW is the most comprehensive personality test on the market and takes approximately an hour to one and a half hours to complete and provides the user with conclusive information on all angles relative to the field in personality. It can be used at all levels and to serve the full spectrum of needs a user may have in the field of Personality. The PAW is available online or as a paper and pencil test.
The PEP is a typical competency test that consists of 65 test-items and specialises in assessing the candidate’s language proficiency as far as English is concerned (using 50 items) as well as his or her verbal reasoning ability (using 15 items) which provides a strong indication of the individual’s verbal intelligence component.
The SAP is a competency test that consists of 100 test-items and specialising in serving the security industry per sé. It consists of four main parts and five Substructures as well as an integrated rating that provides the single best representative ‘score’ of the above measuring areas and an adapted rating which is an adaptation of the latter score according to the degree the individual attempted to manipulate the outcome of this test.
Each of the substructures consists of competencies, skills, abilities and attributes that provides the users of this instrument with 35 scales to base their interpretation, diagnoses and decisions relative to the individual. The SAP takes approximately an hour to complete and is available online.
The Driver Assessment Profile (DAP) specialises in the field of driving and was especially developed to serve the driver fraternity in today’s economy. It is a competency test that consists of 100 test-items and specialises in serving the driver industry per sé. It consists of four main parts and five substructures as well as an integrated rating that provides the single best representative ‘score’ of the above measuring areas and an adapted rating which is an adaptation of the latter score according to the degree the individual attempted to manipulate the outcome of this test. Each one of the substructures consists of competencies, skills, abilities and attributes that provided the users of this instrument with 35 scales to base their interpretation, diagnoses and decisions relative to the individual on. The DAP takes approximately an hour to complete and is available online.
Integrity Psychometric Assessments
Integrity Psychometric Tests are assessments designed to focus specifically on the factors of the applicant that measures a person’s integrity. These examinations can thus be a great indicator of how the person will act as an employee of the company when faced with issues of ethical behaviour. The depth and scope of the assessment varies depending on the selection.
Comprehensive international research over many years was conducted on the IP-200 to determine and scientifically describe the concept of integrity, and to develop the instrument to measure it in terms of acknowledged psychometric procedures. TheIP-200 is registered with the Health Professions Council of SA.
The IP-200 measures individual integrity (assessing critical factors comprising individual integrity), as well as Corporate Integrity as an organizational survey (the entire organisation, departments/divisions or specific work groups).
The instrument (IP-200) is based on a questionnaire – paper and pencil test. The instrument consists of 200 test-items. It consists of eight substructures, each comprising of five sub-fields. These structures measures criteria such as honesty in practice, discretion, loyalty, self-reliance, courage of conviction, etc. Two further substructures are included within the instrument: The Monitoring field, and the Transformation field.
The monitoring field measures the person’s honesty while completing the instrument, as well as the consistency of answers. The transformation field consists of eight sub-fields. To a large extent it reflects the candidate’s perception of the entire concept of transformation; and more specific, management’s commitment to transformation. In essence it is the managerial element that is the subject of assessment, and not the individual respondent, as in the other sub-structures.
The entire instrument was constructed to measure the individual respondent’s integrity level.
These examinations can be ordered and implemented on an individual basis or as part of a customized package tailored to suit the needs of your business in either a pre-employment capacity, as part of employee advancement or an integrity management program.
The IMI is the shorter and simpler version of the IP200. It is much more overt and direct in its basic approach to measuring Integrity.
The instrument (IMI) is based on a questionnaire – paper and pencil test or online tests are available. It takes approximately 35 minutes to complete and is especially useful for screening purposes.
The instrument consists of 100 test-items. The instrument renders ten scores. The substructures measured are the following: Honesty | Stealing / Theft | Violation of policies, rules and regulations | Reliability and dependability | Lying | Denial (Projection and Justification) | Work ethic | Manipulation | Verifiable items | Lie detector (substructure used to monitor whether the person is answering the questions truthfully).
The BIP was specifically developed from the comprehensive IP200 for the purpose of having a condensed instrument available to ‘shortlist’ people regarding Integrity in the world of work. It consists of 35 test-items and generates 18-scales.
The BIP takes approximately 10 to 15 minutes to complete and is on a questionnaire – paper and pencil test or online tests are available. The substructures measured are the following: Honesty | Reliability and dependability | Work ethic | Orientation to corporate environment | Behavioural disposition | Verifiable items | Monitor (Lie detector – consistency and exaggeration).
The essential purpose of the GIP is to effectively differentiate between people in the general population regarding the degree of Integrity they possess and demonstrate in life. The main purpose is not to obtain an absolute measurement and categorization of an individual regarding his integrity, but rather his tendency and orientation along the continuum of Integrity in general terms i.e. a trend more than an absolute measurement.
The test is simple and short. It contains of 52 items, consist of three main sections and can be completed in 15 – 20 minutes. The first section represents a traditional covert psychometric division that reflects six factors, namely Honesty | Responsibility | Dependability | Leniency to tolerating deviant behaviour | Fairness | Conscience. The second section is of a more overt nature and covers five verifiable factors, namely Education | Stability | Defaulting | Disciplinary action | History of misconduct.
The third section is the monitor division and consists of three factors, namely Lie-Factor I Consistency I Unnatural exaggeration.
The test is questionnaire based – paper and pencil test or online tests are available.
This test was constructed to assess the candidate’s general disposition to helping other and to serve the best interest of the organization by demonstrating a willingness ‘to walk the extra mile’ in assisting co-workers when in personal need as well as developing their skills and furthering their careers, etc. as well as serving the organization even if it is not ‘officially’ required of him – not to be in essence self-centred, but to cooperate fully to serve others (people) and the corporate interest (organization) at all times under all circumstances.
The test consists of two main Substructures, where the first one is identified as OCB-People. In this scale the person’s typical disposition to assisting people/co-workers is being assessed. The second Substructure is identified as OCB-Corporate. In this scale the candidate’s positive orientation to serving the best interest of the organization per sé without it being officially expected of him or demanding anything in return.
The two Substructures consist of 5 supportive scales each and must be responded to on a 4-point Likert scale regarding the 25 test-items that gather information on the five sub-scales for assessment purposes. The test also boasts a Monitor Scale with two supportive scales, namely a Lie-Detector and Consistency. In total the test consists of 60 test-items.
The test has no time restriction, but is normally completed in 15 – 20 minutes.
The Counterproductive Work Behaviour (CWB) test is constructed to assess the tendency on the part of the candidate to demonstrate (or succumb to) behaviour that is (or maybe) to the detriment of the organisation he belongs to or even his co-workers. Such behaviour may include a lack of commitment or the willingness on the part of the candidate to pro-actively promote the best interest of the corporate entity, and on the one side of the continuum, to demonstrate blatant opposing-action such as sabotage or aggression towards one’s boss or colleagues with the intention to hurt the organisation and/or its employees.
Similar to the OCB above, the CWB can be used in a survey-format as well as during the screening process and/or addressing special project objectives and for organizational development purposes. The instrument measuring the CWB-construct, consists of 45 test-items which represent two Substructures, namely a Causative Substructure and a Mode Level Substructure. The Causative Substructure consists of six supportive scales for which 25 test-items are used to gather information for assessment in the Questionnaire Booklet. The Mode Level Substructure consists of three Mode Factors for which 15 test-items are included in the Test Booklet to gather information for assessment on. Lastly, there is also a Monitor Substructure consisting of two sub-scales to monitor the assessment process.
Although the test has no formal time restriction, it should normally be completed in approximately 10 – 20 minutes.