Hogrefe HR and Occupational Psychometrics

Psychometric testing has become a very popular tool in the recruitment process and in assisting employees with development. It is quick and easy to set up, offers immediate insight and provides a reliable way to assess candidate suitability on a large or small scale.

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  • The AMI differentiates between seventeen dimensions or 'achievement orientations': Dimensions Description Compensatory effort Willingness to expend extra effort to avoid failure. Competitiveness Drive to win and be better and faster than others. Confidence in Success Belief in capacity to achieve even difficult goals stemming from a belief in own knowledge, skills and abilities. …

  • The Bochum Matrices Test (BOMAT) Advanced Short Version contains two parallel forms, with a reduced number of items (29) from the original version, resulting in a significant shortening of the time required for the test. The BOMAT sets out to measure the analytic and integrative operations involved in complex reasoning. The instrument makes it possible to clearly distinguish, with regards to gener…

  • The UK standardisation was carried out in 2007 under the direction of Professor John Rust. The result is a practical, work-based questionnaire that is valuable for use at senior managerial levels. The self-report questionnaire (Form S) is complemented by a version of the questionnaire that can be completed by others (Form O). This provides a useful insight into the impact of behaviour on…

  • The BIP-6F is much more than a short version of the BIP-- it offers a self-rating with 48 items that, in contrast to the BIP, tap into six broad higher-order dimensions (Commitment, Discipline, Dominance, Stability, Cooperation and Social Competence). These dimensions are graphically shown in the attached hexagon graph, which is used in the narrative report. While 33 of the 48 items can also be fo…

  • The d2 consists of 14 test lines with 47 characters in each line. Each character consists of a letter, 'd' or 'p' marked with one, two, three or four small dashes. The test taker is required to scan the lines and cross out all occurrences of the letter 'd' with two dashes while ignoring all other characters. See how d2, together with the NEO PI-R personality assessment, helped one transport compan…

  • The d2-R consists of 14 test lines with 47 characters in each line. Each character consists of a ‘d’ or ‘p’ marked with one, two, three or four small dashes. The test taker must scan the lines and cross out all occurrences of the letter ‘d’ with two dashes while ignoring all other characters. The d2-R has been praised for its value in measuring focus of attentio…

  • Unlike tests of ability (measuring what people can do) or personality (measuring what they believe and value, or how they behave), the DASA measures how people actively manage themselves and make their own choices. Chris Dewberry, author of the DASA, discusses the instrument: The DASA... assumes that critical psychological processes, including decision-making and impulse control, are habit-based…

  • The test consists of two short sections, each of seven minutes. In part one the candidate chooses from a selection of four words, the one word which best fits the meaning of the text. This part is primarily word knowledge but also requires a basic understanding of grammar in looking at contextual cues. Part two is more concerned with accuracy and understanding. The candidate is required to find t…

  • The FOCUS 20 includes the following scales: Extravert   Friendly: Gets to know people quickly, cheers people up, enjoys contact. Outgoing: Likes to be surrounded by people, talks a lot. Assertive: Communicates views and ideas, seeks to influence people. Energetic: Keeps busy, reacts quickly, is always on the go, fills spare time. Agreeable   Trusting: Believes that p…

  • How does the subscription model work? Both new and existing users of our HTS 5 system will be able to choose from either a subscription or a non-subscription option. With the subscription model, users will pay an annual fee - which then allows them access to a full range of discounted pricing, based on the quantities of test takers they have. Those opting not to use the subscription model will pay…

  • Implicitly uses reaction time to measure biases with regard to disability, age, gender, sexual orientation and ethnic origin. These tests work by having individuals complete online a series of simple sorting tasks involving pictures of different social groups and words. The words have negative or positive associations. The sorting tasks have to be completed as quickly and accurately as possible. I…

  • What are the benefits of the IST-Screening test? IST-Screening allows unsuitable applicants to be screened out early in the selection process, reducing recruitment overheads without compromising quality. IST-Screening saves time and money, effectively evaluating verbal, numerical and non-verbal aptitude in less than 30 minutes. Unlike similar tests, IST-Screening gives a total score across all t…

  • The LJA uses a unique dynamic assessment approach, examining managers’ breadth and level of leadership judgement. The LJA’s unique “live” system brings theory into real-world practice by exploring the individual’s own distinctive leadership scenarios. Its interactive, innovative software can even establish mid-assessment whether or not a candidate has the capability t…

  • Comprising a series of decision-making scenarios, the LJI-2 (including Standard, Sales and Global) requires the respondent to rate the appropriateness of various courses of action in responding to each challenge. The scenarios have been crafted from the principles underlying leadership theory and there is a single 'best fit' way to react to each scenario. The LJI-2 tests are comprised of a Persona…

  • The LEAMO describes the individual’s motivation to pursue a leadership career and the capacity for management responsibilities. It detects motivational potential and obstacles, making participants aware of these factors during the early stages of career planning, during professional development and into later career. Areas of application include: Career counselling in schools  Academic…