Psychological Services

The psychological assessment process is quite flexible and will vary according to the specific needs of clients. In general terms, it aims to identify potential against set criteria as it relates to intellectual ability and the appropriateness of personal style. The assessment process is designed to complement general recruitment activities and enables sound decisions to be made about the fit between personal style, the skills of the candidate and the position to be filled.

Peter uses a number of qualified psychologists as Associates. His expertise is in understanding the application and nature of the various assessments, what mix of tools is appropriate to a situation, and how to give constructive feedback to the individual(s) involved.

Contact Peter R Breed to learn more about Psychological Measurement and Assessment

The assessment combines information from two main areas:

1. Ability or aptitude measures
2. The assessment and subsequent evaluation of personal style

1. Ability Measures

Ability measures provide objective, reliable and relevant information concerning the likelihood of job success as related to intellectual effectiveness. The test battery is designed to incorporate tests measuring skills relevant to the position for which the candidate is being considered and provide a fair and comprehensive assessment in a competitive situation.

The battery of ability tests assesses competence/skill and/or ability in for the following areas:

• Language – incorporates verbal reasoning, vocabulary, work knowledge and comprehension.
• Numerical skill – numerical reasoning, arithmetic skill, numerical critical reasoning.
• General ability – abstract reasoning and general problem solving skill.
• Logical thinking – critical thinking, analytical skill, verbal critical reasoning.
• Special abilities – clerical, mechanical, design/spatial, computer aptitudes.

The nature of the tests administered may vary from candidate to candidate, depending on the position applied for and the background of the candidate. The exact tests to be administered will be determined once the relevant information is known and throughout the course of assessment.

The tests are likely to include most, if not all, of the tests listed below:

• Verbal Reasoning

Designed to measure one’s understanding of language concepts and ability to think within a communication framework. Candidates are required to select from groupings of words, follow complex ideas and concepts in the analysis of written material and demonstrate their knowledge of words and their meaning. In summary, it measures an individual’s capacity to use language in both its written and spoken form and as a framework for the expression of thoughts and ideas.

• Numerical Reasoning

A test designed to measure the candidates ability to understand and reason with quantitative data. It involves numerical problem solving as well as questions involving the analysis and interpretation of quantitative information.

• Abstract Reasoning

In determining general ability a problem solving task is included in the test battery. The test used is a non-verbal measure of reasoning ability, free from any educational bias, and thus the best measure of innate ability. It is a problem solving task and candidates are require to work out what is going on in a variety of patterns. This test is included as a measure of one’s versatility and flexibility of thought. It shows the capacity to handle conceptual as distinct from operational or concrete thinking tasks.

• Critical Thinking – incorporates logical and analytical skill

A test of critical thinking is included to asses how well candidates are able to evaluate the logic of various kinds of arguments. Respondents must be able to select pertinent information, evaluate statements based on text, define problems, recognise stated and unstated assumptions, judge the validity of inferences and finally, evaluate the logic of statements in the light of information presented.

The most appropriate norms will be applied and will vary across individual tests and with the nature of the position under consideration. Norms typically employed include general populations, University graduates and Managerial and Professional groups within an industry.

2. The Assessment of Personality

Personal style is evaluated through the use of self completion personality questionnaires measuring temperament style. The use of these measures help to identify people best suited to the demands of the job, facilitate the appropriate placement of personnel throughout the organisation and identify possible areas of weakness that may be overcome with staff development and training initiatives.

For higher level positions with increased responsibility and the need for team/staff management skills, additional assessment focuses on supervisory/management and leadership styles, team type, etc.

Tests typically incorporated in the battery include the following:

• 16PF-Temperament Assessment

This self report questionnaire is designed, in general, to give insight into an individual’s approach to work and the way in which individual’s interact with others.

• Occupational Personality Questionnaire (OPQ)

This self completion inventory enables us to look at the dimensions of personality as they apply in the workplace.

• Leadership Opinion Questionnaire (LOQ)

This self completion questionnaire is designed to capture an individual’s perception of the most desirable and effective way to act in a managerial role.

A number of other instruments are available and will be used where appropriate.

An interview will be conducted at the conclusion of the testing to further facilitate understanding of the exact nature of the role under consideration and any special strengths the applicant may have to offer.