Hogrefe Assessments for Selection and Development

Assessments for Selection and Development

2016/2017

Hogrefe. Knowing people.There is no concrete formula for identifying and developing workplace talent – but with Hogrefe business psychometrics and HR solutions, you can be assured of accessing reliable people data and measurements to support your organisation’s or your client’s unique needs. Best of all, our wide range of personality and ability tests are designed to work together to create scientifically validated solutions tailored to your specific needs. With our new Hogrefe Consulting solutions service, we can help you identify the optimal combination of assessments, training and feedback to solve your people needs – taking the obstacles out of the psychometric testing process. Whether you’re testing 1 or 1,000, we have the solution for you. We invite you to peruse our current catalogue of assessments, training and business solutions and get in touch with one of our representatives.

Hogrefe LtdHogrefe HouseAlbion PlaceOxford, OX1 1QZUnited Kingdom

Tel. +44 (0)1865 797920Fax +44 (0)1865 797949

[email protected]

Contents

Psychometric Success: A Case Study 2

Personality Assessments 4

Aptitude & Ability Assessments 15

Training & Accreditation 22

Assessment Feedback Service 27

Hogrefe Consulting 28

Collaboration in Research 29

Hogrefe Testsystem 5 30

HTS 5 Terms and Conditions 32

Index of Assessments and Services 33

Photo courtesy of Nottingham City Transport

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Nottingham City Transport: Driving Psychometric SuccessWhen we first started working with Nottingham City Transport (NCT) back in 2005, they faced a host of problems, including a trainee dropout rate of one in three, representing a sizeable financial loss for the company. In addition, 25% of their drivers were close to retirement.

It was clear that better assessment of candidate suitability was necessary prior to beginning training, in order to address these issues.

“Keeping such a large fleet of vehicles ready for the road is hard enough,” said Mike Lee, Training and Development Manager at NCT at the outset of the project. “But making sure that we’ve enough qualified drivers is an even bigger headache.”

Nottingham City Transport and Hogrefe agreed the best way to determine which tests would really give the NCT team the exact insight that they wanted was to conduct a trial of several, and determine which combination worked best. A pilot project was established where four Hogrefe tests were used on a representative sample of 50 existing staff members, and the results were examined carefully by both Mike and the Hogrefe team.

The results indicated that the d2 Test of Attention and the NEO Personality Inventory were most predictive of job performance. The d2 ensures drivers can maintain the basic focus of attention needed to drive a bus safely through the city centre, and the NEO gives insight into their temperament. After implementing the new testing process, including the NEO and the d2, NCT’s dropout rate fell from one in three to one in ten, making a huge difference to the company’s finances. You can watch their psychometric success story on our website at www.hogrefe.co.uk/neopi3.html.

“The inclusion of the Hogrefe psychometric tests early on in the process has allowed us to make better and faster decisions. We are so confident in the test results now that we even use adverse NEO results as reason to stop the assessment straight away. That saves us a lot of time and ultimately a lot of money.” –Nottingham City Transport

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£0.2m

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£0.6m

£0.8m

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onth

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ears

£72,000 saved within the first six months

0%

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25%

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2005

2015

Dropout rate fell from 28% to 9%

Nottingham City Transport’s total savings: £1.2 million

Personality AssessmentsPersonality testing provides valuable information on how an individual relates to others, tackles problems, deals with stressful situations and works within a team.

We provide a wide range of assessments that offer varying degrees of depth. Some provide a quick snapshot of personality, while others, such as the NEO-PI-3, provide a comprehensive overview of personality and behavioural style. Browse the personality section or contact us to find out what could work best for your organisation.

Personality

assessments are

available online. Reports

can be produced for test

users and takers.

7

Administration time Untimed (approx. 30–35 minutes)

Qualification Test User Occupational Personality, NEO-specific

Author(s) P. T. Costa and R. R. McCrae

Formats HTS 5 online, paper and pencil

NEO Personality InventoryPersonality assessment for selection and development, vocational guidance, counselling, research, as well as for use in clinical sectors.

The NEO is the gold standard measure of the ‘big five’ personality factors, providing a rich personality description that can be a valuable resource for business professionals everywhere. The NEO family tree includes assessments and tools to help meet a variety of business needs, beginning with our NEO PI-R and the brand new UK-normed NEO-PI-3, all the way through to our NEO Primary Colours® Leadership Report and our new assessment tool, NEO Cards.

NEO-PI-3 (UK edition)The NEO-PI-3 is a concise measure of the five major domains of personality and the six traits or facets that define each domain. Taken together, the five domains and 30 facets of the NEO-PI-3, including the scales for Agreeableness and Conscientiousness, facilitate a comprehensive and detailed assessment of normal adult personality. This new edition contains updated norms and revised items.

The forerunner of the NEO-PI-3 is the NEO PI-R, which we are continuing to offer in parallel with the new edition. There is a huge volume of research data from high-level academic journals concerning the NEO, underlining its academic rigour. Contact us for information on the norm groups we have available for both the NEO-PI-3 and the previous edition, NEO PI-R.

Primary Colours® Leadership ReportThe leadership report merges the in-depth personality profile of the NEO with the proven Primary Colours® Model of Leadership to create a clear, comprehensive narrative report on an indidvual’s leadership suitability. The leadership report is an option above and beyond the standard detailed NEO reports.

NEO CardsOur new, interactive NEO Cards are designed to enhance and inform your NEO feedback conversations. The cards facilitate an interactive exploration of the NEO’s five domains, all 30 facets and potential indications of working style.

NEO training options available on page 24.

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Administration time

Qualification

Author(s)

Formats

Leadership Judgement Indicator, Second Edition (LJI-2)Leadership development and selection; when used for selection, assessors must also be TUOA/Level A trained and we recommend it is supported by a personality measure.

The LJI-2, including Standard, Global and Sales versions, was specifically created to measure the level of ‘wisdom’ that the test taker uses in decision-making.

A situational judgement test comprised of 16 different decision-making scenarios, the LJI-2 requires the test taker 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 have both a Personal Insight Report (previously termed the ‘Narrative Report’) and a Technical Report (previously termed the ‘Graphical Analysis Report’ and ‘Analysis of Findings Report’), which have been updated and streamlined for easier use. These reports now better dovetail into both recruitment and development settings, catering for test takers and test users with different levels of sophistication and need.

LJI-2 StandardThe scenario-based approach adopted by the LJI-2 goes beyond the measurement of an individual’s typical or preferred style and sets out to assess how well he or she understands the importance of sometimes behaving against his or her preferred style.

LJI-2 Global (G-LJI)The G-LJI benchmarks how accurately a leader can discern the most appropriate ways of engaging with colleagues in an international setting, as well as the leadership strategies he or she is likely to employ. This is compared to a sample of leaders drawn from 38 countries across 6 continents. Whilst the G-LJI is administered in English, slightly more than half the test takers did not use English as their first language.

Administration time Untimed (approx. 35 minutes)

Qualification LJI-specific

Author(s) Michael Lock, Robert Wheeler, and

Nick Burnard


“A particular plus of the LJI approach is that we are getting early indicators of its usefulness in some international settings … a powerful addition to the suite of instruments we use in development ... the LJI goes beyond just broad style preferences, unlike many other leadership instruments.”

–Director of People Development at an international organisation

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LJI-2 Sales (S-LJI)Designed to assess current and potential sales leaders responsible for the motivation, effectiveness and success of sales teams, the S-LJI allows for the assessment of a sales leader’s judgement and preferred styles when dealing with a range of decision-making contexts. The S-LJI gauges how accurately the test taker can discern appropriate leadership strategies for engaging with colleagues and direct reports in a sales setting, benchmarking the results against a reference group of leaders from 38 countries in Europe, Africa, the Middle East, Australasia and North America, with the majority being from the UK.

Leadership Judgement Assessor (LJA)The LJA uses a unique dynamic assessment approach, examining the test taker’s breadth and level of leadership judgement. The LJA’s unique “live” system brings theory into real-world practice by exploring the test taker’s own distinctive leadership scenarios. Its interactive, innovative software can even establish mid-assessment whether or not the test taker has the capacity to further develop leadership judgement.

LJI training options available on page 25.

Use the

LJI‑2 & NEO

Personality

Inventory

together

“The thing about the DASA is that it’s possible to improve the way that people make decisions, and improve the way that people self-regulate, by drawing people’s attention to the nature of their decision-making styles and their self-regulatory styles and capacity, and suggesting to them ways that they can improve these things.” –Chris Dewberry, DASA author

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Administration time

Qualification

Author(s)

Formats

Administration time 5–10 minutes

Qualification Test User Occupational Ability

Author(s) Chris Dewberry

Formats HTS 5 online

Decision-making and Self-regulation Assessor (DASA)Personnel selection, personal development, team-building, coaching, counselling.

The DASA is the first dedicated measure of an individual’s capacity to self-regulate and make sound decisions – often important facets in the process of selection, development and coaching.

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.

The DASA works from the latest theory and research – which posits that critical psychological processes, including decision-making and impulse control, are habit-based and can be consciously controlled – and offers

considerable opportunities for training, self-development and self-improvement.

In fact, the DASA thrives when concerned with psychological variables which can be modified and controlled, making it flexible, comprehensive and adaptive.

It also provides tailored feedback and developmental advice on decision-making style and competence, as well as on regulatory focus and mental resources, making it ideal for use in selection, development and coaching.

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Administration time Untimed: Form S (self-rated, approx. 40 minutes), Form O (observer-rated, approx. 10–15 minutes)

Qualification Test User Occupational Personality

Author(s) R. Hossiep and M. Paschen


Business-focused Inventory of Personality (BIP)Selection, development, coaching, career counselling.

In contrast to many other assessments of personality, the BIP has a distinct professional focus. It provides clear and concise prediction of effectiveness across a range of work situations. The inclusion of both temperamental and motivational factors makes the BIP ideally suited to board and senior executive level assessments. The self-report questionnaire is complemented by a version of the questionnaire that can be completed by others. This provides a useful insight into the impact of behaviour on other people and, as such, makes for a rich source of information in a development setting. The questionnaire includes 14 scales arranged into four conceptual domains:

• Occupational Orientation – assessing work-specific motivation, this domain considers what motivates

test takers in planning and shaping their career path and what they value in a job.

• Occupational Behaviour – assesses the typical approach to work.

• Social Competencies – this domain describes the style of interacting with other people.

• Psychological Constitution – this domain seeks to describe how the demands made by a range of tasks at work impact on a test taker’s resilience and experience of emotional pressure. In addition, the BIP has an ‘Impression Management’ scale which assesses an aspect of the test taker’s approach to the questionnaire and enables the test user to obtain, to some extent, the extent to which test takers are emphasising more or less positive aspects of themselves. The supplementary Observer-Rated Version (Form O) is a short, 42-item questionnaire which can be used by observers to rate the test taker on the 14 dimensions of the BIP. For the sake of time efficiency, in Form O, each BIP dimension is addressed with just three items. Form O has not been normed as a metric in its own right; it is exclusively a reference or support tool which provides some useful information about divergence between self-image and public image which might be discussed in coaching conversations or in team-development contexts.

12

Administration time

Qualification

Author(s)

Formats



Author(s) R. Hossiep and C. Krüger


Business-focused Inventory of Personality (BIP-6F)Selection, development, career counselling.

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 found in the BIP, the other 15 were created anew through research specifically for this measure.

In contrast to many other assessments of personality, the BIP-6F has a distinct professional focus. This is evident in two ways: firstly, only professionally-relevant personality traits are included; secondly, all of the statements in the questionnaire are business-focused.

Behaviour and personality outside of work are not covered. The BIP-6F is frequently used in discussion and planning for an individual’s professional development. The results can however be used more generally – for example for personal development.

While the BIP was developed deductively, the BIP-6F was constructed via factor analysis in an inductive way. The relationship of the 6 BIP-6F dimensions to the 14 BIP scales is analogous to that between the 5 NEO domains and their respective facets.

Additionally, with only 15 to 20 minutes required to complete it, the BIP-6F is an time-efficient alternative to the BIP, which averages a completion time of 45 minutes.

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Achievement Motivation Inventory (AMI)Selection, development, career counselling.

The AMI assesses factors relevant to vocational and professional success. It is based on the premise that performance motivation results from the way in which broad components of personality are directed towards performance. As a result it includes a range of dimensions that are relevant to success at work but that are not conventionally regarded as being part of performance motivation.

The AMI is founded on the theoretical work related to the German ‘Leistungsmotivationsinventar’ and assesses test takers for 17 different facets of achievement motivation, which consist of:

• Compensatory Effort • Competitiveness • Confidence in Success • Dominance • Eagerness to Learn • Engagement • Fearlessness • Flexibility • Flow • Goal Setting • Independence • Internality • Persistence • Preference for Difficult Tasks • Pride in Productivity • Self-control • Status Orientation

Each scale has ten items, which for the most part are couched in a work context. Dimension-specific scores are derived, as well as an overall score.

The AMI consists of 170 items presented in a 7-point Likert-style format.



Author(s) H. Schuler and G. C. Thorn


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Administration time

Qualification

Author(s)

Formats

Administration time Untimed (approx. 5 minutes per test)

Qualification Implicitly-specific

Author(s) P. Jones

Formats Online

Implicitly: Assessment of Unconscious BiasIndividual development, inspection, audit, evaluation of training programmes.

Implicitly can be used to help uncover our unconscious biases, which can impact on behaviour. Its results can be valuable in team-development contexts, as well as part of organisational audits and development programmes.

Implicitly comes in nine different versions:• Ethnic minority (White/Black)• Ethnic minority (White/Asian)• Ethnic minority (White/SE Asian)• Age• Gender• Gender and leadership• Disability• Sexual orientation (homosexual/heterosexual woman)• Sexual orientation (homosexual/heterosexual man)

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 a series of simple sorting tasks involving pictures of different social groups and words with negative or positive associations. The sorting tasks have to be completed as quickly and accurately as possible. Implicitly measures differences in the time taken to sort the different images and words. These differences are enough to measure the potential for an individual to behave in a biased way.

Implicitly was developed to specifically address concerns raised by other unconscious bias tests on the market. Unlike some other tools, it has been carefully constructed to ensure a behaviourally-referenced and feedback-rich testing ground – meaning there is very little capacity for the misinterpretation of results.

Implicitly training options available on page 26.

Management Development Questionnaire

MANUAL(UK Edition)

MDQManagement Development Questionnaire

The MDQ is one of a range of assessment tools for business

published by Hogrefe; Europe’s leading Psychological

Publisher.

Other Hogrefe products that add to insights gained from

MDQ include:

u The Leadership Judgement Indicator (LJI).

The wisdom with which leaders make decisions about

how to work with and through people.

u The Achievement Motivation Inventory (AMI).

The passion to achieve challenging goals.

u The FOCUS series.

The underlying style with which a person understands

the world and operates within it.

u Personality Poker.

A group exercise to increase insight into personal and

interpersonal impact.

HOGREFE LTD . OXFORD GÖTTINGEN BERN VIENNA TORONTO SEATTLE PRAGUE

HO

GREFE

15

Administration time Untimed (approx. 25 minutes)


Author(s) A. Cameron

Formats Online

Management Development Questionnaire (MDQ)Competency-based development, assessment and development centres, individual development plans, 360 degree feedback.

The MDQ is an inventory of management competencies, based on a concept model examining 20 key competencies most often encountered in management and work-place settings. It examines 20 competency dimensions across five broad domains:

•Managing Change•Planning and Organising•Interpersonal Skills•Results Orientation•Leadership

MDQnMDQn is a normative instrument with 20 competency scales and an impression management scale. It has 168

statements which respondents rate on a 5 point scale ranging from Strongly Agree to Strongly Disagree.

MDQiMDQi measures the same 20 dimensions of management competency as MDQn but in a semi-ipsative format based on an approach developed by the Management Research Group (Sawyer and Kabacoff 1997). Test takers are presented with two competency statements. First they must decide which competency they perform more effectively and indicate if it is a high or low priority for development; then indicate whether the competency they perform less effectively is also an area for development.

MDQ360MDQ360 measures 25 management competency dimensions in a 360-degree feedback format Respondents are presented with short descriptions of each competency area and asked to rate a colleague on a 5-point scale. At the end of the questionnaire, respondents are invited to provide comments to guide the manager’s development.

MDQ Leadership ReportThe Leadership Report provides an objective assessment of leadership and management competencies and attributes. The report is based upon the extensive research carried out for the MDQ exploring the competencies required to be a successful leader and manager in today’s economy and business climate. The MDQ inventory consists of 168 short behavioral statements that the test taker rates on a 5-point Likert scale.

16

Administration time

Qualification

Author(s)

Formats

PASAT Effective Sales and Customer Service PredictorSelection, sales training, development.

The PASAT is an extensively researched, rigorously constructed personality questionnaire designed to measure personality attributes with a direct bearing on successful performance in a sales- and customer-service-led environment.

Even if the test taker has no prior experience in sales, the PASAT can help to identify if he or she has the temperament and behavioural style to be effective.

The PASAT’s eight main scales are as follows:

• Social Adjustment is concerned with the tendency to establish and maintain effective relationships with others.

• Motivational Adjustment is concerned with goal-directed behaviour and seeking challenges.

• Emotional Adjustment is concerned with coping effectively with emotionally-challenging events and showing resilience in the face of adversity.

• Adaptability is concerned with the capacity to embrace change, adapt to it and generally react in a positive way towards it.

• Conscientiousness is concerned with doing things conscientiously, planning, paying attention to detail and following rules.

• Social Control is concerned with influencing others by a variety of means, including deception.

• Emotional Stability is concerned with mood control.• Self-Assurance is essentially concerned with having

a positive view of oneself.



Author(s) S. Poppleton and P. Jones

Formats HTS 4 online, PAN online, paper and pencil

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Aptitude & Ability AssessmentsAbility testing is a widely-used method for predicting candidate performance. Our assessment portfolio consists of a wide range of tests suitable for administration roles right up to senior leadership level.

Our ability and aptitude portfolio includes the following types of assessment:

• Critical thinking• Numerical reasoning• Numerical computation• Verbal reasoning• Verbal comprehension• Abstract reasoning• Problem-solving• Spatial ability• Processing speed• Control of attention• Multi-trait abilities

18

Administration time

Qualification

Author(s)

Formats

d2 Test of Attention– Revised (d2-R)Assessing selective attention and concentration.

In its newest iteration, the d2-R has become one of the most widely-used measures of attention – particularly visual attention – throughout Europe. Used not only within clinical and educational settings, it is also used within the pharmaceutical and transport sectors, and finds further application in areas such as sports psychology.

The online d2-R consists of 14 screens in succession, each having 60 symbols laid out in six rows of 10. Each symbol 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 attention – and its contribution to extensive savings. You can read more about its success in conjunction with the NEO Personality Inventory with Nottingham City Transport on page 4.

The d2-R measures a variety of facets, including:

• Processing speed• Accuracy of visual scanning• Coordination of speed and accuracy• Control of attention• Inhibitory control• Cognitive flexibility• Consistency in work speed and persistence• Rule compliance• Motivation for the task

The recently-published d2-R includes the following enhancements:

• An additional practice phase to enhance test taker understanding

• The removal of ceiling effects by increasing the number of symbols shown per screen

• New 2015 norms for the UK (n=606) and Europe (n=2100), incorporating data from the Czech Republic, Denmark, Finland, France, Germany, Italy, the Netherlands, Norway, Sweden, and the UK

Age range 18 to 55 years

Administration time 10 minutes


Author(s) R. Brickenkamp, L. Schmidt-Atzert, D. Liepmann


“The inclusion of the Hogrefe psychometric tests early on in the process has allowed us to make better and faster decisions. We are so confident in the test results now that we even use adverse results as reason to stop the assessment straight away.”

–Nottingham City Transport

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Administration time Approx. 60 minutes


Author(s) R. Hossiep, D. Turck, and

M. Hasella


Bochum Matrix Test, Advanced Short Version (BOMAT-SHORT)Selection, training.

The BOMAT-SHORT is used to measure general intelligence and intellectual capacity in the upper cognitive ability range.

The BOMAT 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 administration of the test. The BOMAT measures the analytic

and integrative operations involved in complex reasoning. The instrument makes it possible to clearly distinguish, with regard to general intelligence and intelligence capacity, between individuals of marked intellectual ability.

Because the BOMAT-SHORT is an almost entirely non-verbal instrument, it is particularly suitable for use in assessment situations where the measurement of verbal skills is not an explicit focus. It consists of a ‘warm-up’ section containing 10 practice items, followed by the test itself. The first section is used for training; it initiates test takers into the principle of matrices and the solution strategies that need to be applied.

The test section consists of 29 items presented in approximate ascending order of difficulty. These items reach a significantly higher degree of complexity than those in the ‘warm-up’ section. The arrangement of items according to difficulty is appropriate in that it means that even the least able candidates will work on as many items as possible in the given time, thus obtaining informative results.

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Administration time

Qualification

Author(s)

Formats

Age range 13 to 58 years

Administration time 45 minutes


Author(s) G. A. Lienert


Mechanical and Technical Understanding Test (MTVT)Measuring practical intelligence.

The MTVT is designed to assess the test taker’s mechanical comprehension – a facet of the area of ability referred to in short as ‘practical intelligence’.

The MTVT is suitable for the following assessment purposes:

• As a specific measure of mechanical and technical comprehension

• As a supplementary test for the investigation of general intelligence, if this is measured solely by means of verbal tests

• In supporting the selection of apprentices and trainees on the basis of aptitude

• In providing teachers with information on the practical and technical skills of their students

The MTVT is characterised by the following features:• All 32 multiple-choice items involve practical

technical problems that can, in principle, be solved by visual inspection

• It can be administered as an individual or group test.• Because of its modest requirements in terms of time

and materials, it is an economical test• It is an objective test and one that, in comparison with

the majority of tests of this type, is highly reliable• There is content- and factor-based evidence of its

validity

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Administration time Approx. 60 minutes (individual tests range from 3-12 minutes each)


Author(s) Jim Barrett

Formats Online, paper and pencil

Power and Performance Measures (PPM)Selection, training.

The PPM is a battery of nine aptitude and ability tests designed to meet the demands of occupational test users seeking high levels of reliability, validity and flexibility. Each of the nine tests can be administered individually to measure a test taker’s ability level in any of the areas represented.

The complete nine-test battery can also be used for vocational guidance where meaningful distinctions between different abilities need to be ascertained.

The nine tests are as follows:

1. Applied Power: Ability to apply a sustained level of intelligence to solving a series of logical problems.

2. Processing Speed: Accuracy in recognising a stimulus and responding to it.

3. Mechanical Understanding: Principles of dynamics in the form of mechanical devices or situations involving forces.

4. Numerical Computation: Application of the basic rules of arithmetic.

5. Numerical Reasoning: Ability to reason with numbers.6. Perceptual Reasoning: Reasoning test based upon

non-language principles.7. Spatial Ability: Rotate and turn over shapes in the

‘mind’s eye’.8. Verbal Comprehension: Academic predictor and a

measure of attainment.9. Verbal Reasoning: Measures the test taker’s

understanding of verbal concepts, including comprehension and reasoning.

22

Administration time

Qualification

Author(s)

Formats

Administration time 47 minutes (SPM); 42 minutes (APM)


Author(s) J. Raven


Raven’s Progressive MatricesSelection, career counselling.

Raven’s is a leading global non-verbal measure of mental ability, helping to identify individuals with advanced observation and clear thinking skills who can handle the complexity and ambiguity of the modern workplace.

Raven’s offers information about an individual’s capacity for analysing and solving problems, abstract reasoning, and learning, as well as reducing cultural bias with a non-verbal approach.

The Advanced Progressive Matrices (APM) Short Form:

• Is suitable for senior management positions and senior professional and technical positions

• Differentiates between people at the high end of intellectual ability

• Is a timed test containing 23 items that lasts for up to 42 minutes (with 2 minutes for practice items)

The Standard Progressive Matrices (SPM) Short Form (online only):

• Is suitable for supervisory/entry-level management positions and mid-level positions

• Is a timed test containing 28 items that lasts for up to 47 minutes (with 2 minutes for practice items)

Both tests are available for use online under supervised conditions; the APM is also available in paper and pencil format. For those using Raven’s full version norms, there is a conversion table for the short form.

Raven’s is owned and published by TalentLens, a global division of Pearson.

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Administration time Up to 30 minutes


Author(s) G. B. Watson and E. M. Glaser


Watson Glaser Critical Thinking Appraisal (WGCTA)Selection where verbal reasoning and critical thinking skills are essential to the job.

The WGCTA is a powerful measure designed to test high -level critical thinking ability.

Critical thinking is the ability to look at a situation and clearly understand it from multiple perspectives whilst separating facts from opinions and assumptions.

Managers at all levels are bombarded with information that looks good on the surface but may be incomplete or even flawed. It is easy to make assumptions, draw the wrong conclusions and, therefore, make the wrong decisions.

The questionnaire is divided into three sections, each of which measures a different aspect of critical thinking:

• Recognising assumptions• Evaluating arguments• Drawing conclusions

WGCTA features include:

• More contemporary and business-relevant items• Interpretable subscale scores that provide

information about three critical thinking skill domains

• Scoring based on Item Response Theory (IRT) allowing a more accurate estimate of true critical thinking skills

• Automated reports which include a basic Profile Report, an Interview Report and a Development Report

• The ability to retest those who have completed the WGCTA with a further supervised test that can be administered online or via paper and pencil

• A range of norm groups

Watson Glaser is owned and published by TalentLens, a global division of Pearson.

Training & AccreditationFound the assessment you need but not sure how to start using it? Hogrefe is pleased to offer training courses for many of our popular assessment tools, both occupational and clinical.

Our team of qualified occupational and clinical psychologists take you step by step through relevant, hands-on training, making us one of the UK’s leading independent providers of psychometric test training.

We can deliver both in-house and public test practitioner courses depending on clients’ needs and schedules. We believe that training in the use of professional assessments should be provided by experienced practitioners offering a wide range of knowledge and expertise, helping clients to meet a variety of training needs – and, equally, to support organisational and clinical development initiatives.

Whether you are a psychologist in clinical practice, an HR practitioner or the manager of a global multinational company, we have training that could benefit you.

Refresher

and bespoke

training also

available!

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Test User Occupational Ability (TUOA) & Test User Occupational Personality (TUOP) Verified by the British Psychological Society (BPS), these courses – offered as a combined qualification or broken up separately into Ability or Personality as required – qualifies you to use ability tests from all the UK’s main publishers, and also qualifies you to use the gold standard NEO Personality Inventory.

Test User Occupational AbilityTUOA course content:• Theory of psychometric testing and

personality assessment• Selecting the most appropriate tests for a

specific purpose• Test administration and scoring• Test validity, reliability and sources of error

Test User Occupational PersonalityTUOP course content:• Understanding personality assessment• Interpretation of the NEO Personality Inventory• Using the NEO for selection and development• Feeding back ability and personality tests• Best practice, diversity and fair selection• Pre- and post-course work required

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NEO Personality Inventory Conversion Course*Our NEO conversion courses enable delegates to qualify in the use of the world-renowned NEO Personality Inventory (Big Five) personality questionnaire. The NEO is internationally recognised as the gold standard for personality assessment and is standardised to the UK working population.

Our variety of intensive and interactive courses in the NEO are designed for users who hold a BPS Test User Occupational Personality (Level B) certificate and would like to gain access to the NEO.

On Hogrefe’s NEO training course, delegates learn through tutorials, group exercises, case studies and practical feedback sessions how to use the NEO with confidence.

Objectives of the course• Gain knowledge of NEO’s 30 facets and 5 domains• Interpret facet combinations• Become familiar with NEO profiles• Understand how to feed back NEO profiles

Delegates will:• Learn to interpret and feed back personality profiles• Gain eligibility to be assessed (at an additional

charge) for BPS TUOP/Level B Intermediate Plus

Certificate as long as the personality measure used for the intermediate qualification is substantially different from the NEO (please visit the BPS website for more information).

In addition to our usual training materials, such as the NEO test manual, all delegates will now also take home a set of our interactive NEO Cards for use in assessment feedback sessions. See page 5 for more on NEO Cards.

*Delegates must be TUOP/Level B trained.

What our clients have said about Hogrefe’s NEO Personality Inventory training courses:

“Perfect pitch! Lots of experience in the room,

great knowledge and feedback from the trainer.”

“Good balance of theory and practice. The trainer was super knowledgeable – supported / facilitated group learning and discussion and brought the scales to life.” “I was very apprehensive about online training and the length of this on an online basis, but I had a fab day – thank you for making it fun, matching to my pace and personality.” “Really enjoyed the course and the learning that you delivered in a very lively and engaging way!”

Hogrefe House training venue

Hogrefe House training venue

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NEO Masterclass*Our NEO Masterclass is designed for NEO-trained practitioners wishing to gain further insight, tips and tools for using the NEO.

The schedule for this fun and engaging one-day course changes every time, so be sure to ask us what’s on the agenda for the next one. Topics range from discussions of feeding back on difficult assessments to the future of personality testing and using the NEO in combination with other assessments.

With plenty of time also given for networking throughout the day, you can be sure to come away with plenty to think about for your next assessment.

*Delegates must be NEO PI-R/NEO-PI-3 trained.

LJI-2 Training**This one-day course allows users to become accredited in the use of the Leadership Judgement Indicator, a unique assessment of leadership decision-making. This course is designed for existing BPS TUOA-qualified test users (see page 23) to start using the LJI, an exciting and effective measure specifically created to assess the level of ‘wisdom’ that the test taker uses in leadership decision-making. The test provides a stark contrast to traditional self-report measures by asking test takers to actually demonstrate their leadership wisdom. The course provides delegates with:

• An introduction to leadership theory and how effective leadership judgement can be assessed

• The skills needed to assess leadership style and decision-making ability through a situational judgement approach

• The ability to interpret and feed back LJI profiles and put results into a meaningful context

• A free LJI credit so that trainees can start using the LJI straight away

**Delegates must be TUOA/Level A trained.

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Implicitly: The Unconscious Bias Test Training CourseThis course provides specific training in the use of Implicitly, a unique assessment of unconscious social bias.

Learn how to administer, interpret and give feedback on Hogrefe’s cutting-edge tool for measuring the risk of discriminatory behaviour. Implicitly is the first commercial test to not only measure social bias but to link it to real-world discriminatory behaviours. This one-day course allows users at all levels, from entry-level HR professionals to psychologists and coaches, to become accredited in the use of Implicitly.

The training for this unique measure includes:• An introduction to Implicit Association Theory and

how this can be used to measure social bias and risk of discriminatory behaviour

• Recommendations on when this test should be used and consideration of best practice and ethical issues

• How to interpret and feed back test results• How to put test scores into a coaching or

development context

In-house and Remote TrainingIf you and your colleagues can’t get to us, we’ll come to you – in whatever format you prefer. We can provide our full range of training courses either remotely over weblink or by visiting you in your workplace.

RemoteThis option is only recommended for experienced test users who regularly feed back and interpret assessments.

You will receive the test technical manual and any other required training materials. These are yours to keep and your trainer will recommend reading goals.

When completing remote training, it will be important to have completed the online assessment ahead of time. Remote training will cover:• The history and background of the assessment • Preparation and feedback sessions• The next steps, including practice assessment

If you show a good level of understanding of test, we will sign you off as a qualified product-specific test user. If you require further learning and/or feedback practice, we will continue the process and support your learning process.

After the course, we will send you a questionnaire link to be used with your applicant pool for familiarisation and further practice with the measure.

In-houseIn-house training provides the opportunity to train at your office, without external delegates, and have elements of the training tailored to your needs.

The host is requested to provide:• A conference room adequate for the purpose of

training• A projector to connect to the trainer’s laptop• A flip chart• The trainer’s accommodation and travel expenses• Refreshments and lunch for the attendees and the

trainer

“I was so happy with my virtual training session - I feel much more up to speed with NEO, how to interpret it and give feedback, which was the aim of the session; so much appreciated.”

–Medical Advisor in the NHS

consulting@

hogrefe.co.uk

Assessment Feedback Service & AdministrationOur assessment feedback service offers organisations without the necessary resources (such as a qualified psychologist)the option to use tests within a selection environment.

The process is managed by a Hogrefe psychologist and ensures that the test user fully understands the significance of the results, thus guaranteeing that your organisation gets the most out of the process.

As an example of how our assessment feedback service typically works:

• Hogrefe reviews needs and discusses the role in more detail with the organisation

• Hogrefe recommends appropriate psychometrics.• Hogrefe administers the test(s) directly or indirectly

to candidates via email/online testing• Test taker(s) log in to complete the assessment(s).• The results are automatically sent to Hogrefe

psychologists for analysis• Bespoke choice of assessment feedback options are

delivered to test user

These services and processes can be fully tailored to the needs of the organisation; please call or email to discuss options with one of our in-house psychologists.

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Hogrefe ConsultingFinding, developing and retaining talented employees is one of the biggest business challenges of the 21st century. Only when a company can meet this challenge will it be in a position to grow in terms of quality and impact – and thus succeed in the long term.

At Hogrefe, we work with an international network of highly experienced psychologist consultants to deliver psychometric solutions in selection, recruitment and development. We also provide training and ongoing support in our tests – which cover all aspects of psychometric assessment, from aptitude and ability through to personality.

Hogrefe Consulting supports you in matters of organisational analysis and development. With various psychometric tools we are able to analyse, for example, the degree of employee satisfaction, the organisational climate, and employee and executive commitment.Feedback tools are the basis for targeted development processes that can be effective for the whole organisation.

Hogrefe Consulting is well-equipped with the right assessment tools for your organisation and has experienced consultants and the process expertise to help develop your organisation and your employees in a targeted and resource-oriented way, including numerous bespoke options.

Hogrefe Consulting is part of the Hogrefe Group – Europe’s leading publisher of psychology journals, books and psychometric assessments. Established over 60 years ago, Hogrefe is a family-owned company which has expanded across Europe over the past 13 years. We combine scientific pedigree with an ability to develop class-leading innovative assessments.

We offer a range of services and price points – contact us to discuss your needs.

Collaboration in ResearchHogrefe is committed to continual exploration and learning in the fields of psychology, psychiatry and psychometrics. We actively encourage the use of Hogrefe products for research purposes and are keen to hear from any interested academic or professional user undertaking such studies.

Access to our products will be granted on a case-by-case basis. Hogrefe is also able to offer advice from our in-house team of psychologists, should this be required.

To request permission to use one or more Hogrefe products in your research study, please send details of the study and the relevant products to [email protected].

Please note that all Hogrefe products are protected by copyright. It is illegal to photocopy, reproduce or transmit in any form or by any means, electronic or mechanical, recording or duplication, on any information storage or retrieval system, without permission in writing from the publisher.

Please further note that psychometric products require a level of formal training or qualification for correct, ethical and reliable administration and interpretation. The necessary qualification levels are clearly specified on the Hogrefe web page for each product. Hogrefe is happy to advise any researcher on the appropriate qualification levels or training required to administer and interpret as part of a research study.

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Hogrefe Testsystem 5 (HTS 5)The latest version of Hogrefe Testsystem, HTS 5, makes it possible to set up testing, manage multiple test takers, download results and offer remote testing – all with an easy click of a button. Most importantly, its user-friendly testing platform delivers the insightful and reliable results needed to inform your selection, development and clinical assessment needs.

HTS 5 annual subscriptionsIf you use, or are considering using, Hogrefe tests – such as the NEO, LJI, DASA or BIP – a Hogrefe Testsystem annual subscription can save you money. By purchasing even a Basic subscription, you are immediately saving £15 per test usage on administration fees – and are further entitled to all of our bulk discount options. This means that, on average, buying more than 5 online assessments per year on subscription results in savings.

Basic subscription (£125)• Test set-up, download and data export• Test taker management• Remote, local and installed options

HR subscription (£175)Everything included in the Basic subscription, plus:• Analysis of test taker results as a group• Ranking of test takers and ‘target profiles’ for

test takers

Clinical subscription (£225)Everything included in the Basic subscription, plus:• Analysis of test taker results as a group• Analysis of test taker results over time

Full subscription (£275)Everything included in the Basic, HR and Clinical subscriptions for our super-users.

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Subscribe to HTS 5 for discounted testingBoth new and existing users of our HTS 5 system can choose from subscription and non-subscription options. With a subscription, users pay an annual fee, which allows access to a variety of discounted pricing.

We currently offer the following tests on the HTS 5 system:• Bochum Matrices Test (BOMAT)• Business-focused Inventory of Personality (BIP) • Business-focused Inventory of Personality – 6

Factors (BIP-6F)• Decision-making and Self-regulation Assessor

(DASA)• d2 Test of Attention – Revised (d2-R)• Mechanical and Technical Understanding Test

(MTVT)• NEO Personality Inventory and Primary Colours

Leadership Report (NEO) • Leadership Judgement Indicator 2 (LJI-2) including

Standard, Sales and Global

The number of tests we offer on HTS 5 will be growing throughout 2016, so please check back with us often, or join our mailing list by contacting [email protected]. You can also find our HTS 5 terms and conditions on page 32.

Quality-driven & multifunctional HTS 5 can help you to enhance the quality and integrity of your selection decisions and let your focus remain where it needs to be – on the results. With HTS 5 you’ll get:• Substantial results feedback• Choice of norms and scales• Data export• Multi-profile comparisons• Group evaluation (ranking/profiling)• Tablet compatibility• A complete user guide and step-by-step video guide

to help you navigate the system

HTS 5 is

compatible

for PC, laptop

and tablet

testing

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HTS 5 Terms and ConditionsBy purchasing an annual HTS 5 subscription you are confirming that you fully understand and agree to the HTS 5 subscription terms and conditions as defined below.

1. Subscriptions can start at any point during the calendar year and are charged pro rata (on a quarterly basis). Your subscription will end on the 31 December of the year of purchase.

2. If your start date is after 30 November, your subscription will expire on 31 December of the following year.

3. If your subscription term lapses for longer than 3 months, your account may be placed ‘on hold’ (including any usages/credits left within the account). If your subscription is renewed within 6 months of the original expiration date, the account will be reactivated, including any remaining usages/credits. After 6 months, we cannot guarantee reactivation and you may lose any remaining usages/credits, except where we have come to prior agreement.

4. Subscriptions can be cancelled at any time. Notification of cancellation must be issued in writing and the subscription will end following a 30-day notice period. In the event of cancellation, unused usages/credits on the account will not be refunded.

5. Note that test results and reports are the responsibility of the account holder in cases of expiration or cancellation of a subscription. Results must be saved and stored by the account holder before the account is closed.

6. Access to the HTS 5 platform (www.hogrefe-online.com) is guaranteed (barring technical difficulties, see 7 below) at the following times:• Monday–Saturday: 6:00 a.m. to 9:00 p.m.• Sundays: 10:00 a.m. to 9:00 p.m.Scheduled maintenance may sometimes occur outside the times stated above. At these times there will be a notification provided on the platform.

7. Hogrefe cannot guarantee access to the platform in the unlikely event of server difficulties. Again, notification will be provided on the platform on these rare occasions.

8. Please ensure that you are aware of the system requirements as specified on the ‘About’ page of the platform.

9. HTS 5 customer support is available from 9:00 a.m. to 5:00 p.m., Monday to Friday, and can be reached by emailing [email protected] or calling +44 (0)1865 797920. Hogrefe endeavours to resolve all HTS customer support issues within 3 working days. Please see our website for a full range of HTS support, including a user guide and demos.

10. These T&Cs are applicable to all customers in the UK and Ireland.

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Index of Assessments and Services

Achievement Motivation Inventory (AMI) 11

Aptitude & Ability Assessments 15

Assessment Feedback Service & Administration 27

Bochum Matrices Test (BOMAT) 17

Business-focused Inventory of Personality (BIP) 9

Business-focused Inventory of Personality – 6 Factors (BIP-6F) 10

d2 Test of Attention – Revised (d2-R) 16

Decision-making and Self-regulation Assessor (DASA) 8

Global Leadership Judgement Indicator (G-LJI) 6

Hogrefe Consulting 28

Hogrefe Testsystem 5 30

HTS 5 Terms and Conditions 32

Implicitly: The Unconscious Bias Test 12

Implicitly: The Unconscious Bias Test Training Course 26

In-house and Remote Training 26

Leadership Judgement Assessor (LJA) 7

Leadership Judgement Indicator (LJI) Training 25

Leadership Judgement Indicator, Second Edition (LJI-2) 6

Mechanical and Technical Understanding Test (MTVT) 18

NEO Cards 5

NEO Masterclass 25

NEO Personality Inventory 3 (NEO-PI-3) 5

NEO Personality Inventory Conversion Course 24

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NEO Personality Inventory Revised (NEO PI-R) 5

NEO Primary Colours® Leadership Report 5

Nottingham City Transport: Driving Psychometrics Success 2

PASAT Effective Sales and Customer Service Predictor 14

Personality Assessments 4

Power and Performance Measures (PPM) 19

Raven’s Progressive Matrices 20

Sales Leadership Judgement Indicator (S-LJI) 7

Test User Occupational Ability & Test User Occupational Personality 23

Training & Accreditation 22

Unconscious Bias 12

Watson Glaser Critical Thinking Appraisal (WGCTA) 21

Discover more online www.hogrefe.co.uk

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Hogrefe Assessments for Selection and Development

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Transcript of Hogrefe Assessments for Selection and Development