Our Assessments

What is Psychometrics?

Psychometrics is a field of study concerned with the theory and technique of psychological measurement. Psychometric tests are designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities)

Psychometrics
Traitily & Big 5

Traitily is the exclusive partner for Big 5 Assessments here in South East Asia. Big 5 Assessments, its technology, science and assessments have a long history dating back over 20 years. The assessments and science are the work of Dr Len Goodstein (a former CEO of the American Psychological Association and Chairmain of the Psychology Faculty at Arizona State University) and Dr Richard Lanyon (A Professor of Psychology at Arizona State University for over 40 years and a previous Associate Professor at Harvard Medical School who has published over 100 papers on psychological assessment). With excess of 20 million assessments completed worldwide and multiple language translations, the assessments are used across the globe in the US, Australia/New Zealand, UK, Europe, Africa and Asia.

Our Assessments

The 4 Assessments that are currently on offer are:

  • Personality
  • Engagement
  • Attitude
  • Cognitive

Personality is what we are whilst behavior is what we do. One can change what we do temporarily but unable to alter what we are. Your personality has a huge influence on who you are personally and professionally. In fact, personality plays an essential role in explaining some of the variation in work performance; some people are well organised, some are care free. Some people are shy, some are more outgoing. Some people are warm and friendly; some are more skeptical and direct. Some people are creative and open to new ideas, some people prefer structure and rules.

5 Traits that are measured within one's personality are:

  1. Openness to Experience
    The tendency to be imaginative, independent and interested in variety vs practical, conforming and interested in routine.
  2. Conscientiousness
    The tendency to be organized, careful, and disciplined vs disorganized, careless and impulsive.
  3. Extraversion
    The tendency to be sociable, fun-loving and affectionate vs retiring, somber and reserved.
  4. Agreeableness
    The tendency to be soft-hearted, trusting and helpful vs ruthless, suspicious and uncooperative.
  5. Neuroticism
    The tendency to be anxious, insecure and self-pitying vs calm, secure and self-satisfied.

Research by Gallup shows that engaged employees are more productive employees. They are more profitable, more customer-focused, safer, and more likely to withstand temptations to leave the organisation.

The Big 5 Assessments Employee Engagement Survey can be used in the recruitment process to help Recruiters, Hiring Managers and HR Professionals to understand a candidates level of commitment and engagement with their current or most recent job and employer.

  1. Company Commitment
    Individuals who are highly engaged with their employer tend to be loyal to their employers and see their jobs as a source of pride and enjoyment.
  2. Job Commitment
    Individuals who are highly engaged with their job are typically inspired to go above and beyond their job description to help meet business goals.

Research demonstrates that honesty and integrity testing can help to predict counterproductive workplace behaviour.

Assessing a candidates attitudes towards behaviours (such as work reliability, hostility & agression, absenteeism, computer misuse, sexual harrasment), employers can identify individuals who have stricter attitudes and are inherently less likely to steal, lie or be absent from work - an important element is establishing "Company Fit".

Screening out applicants with lenient attitudes towards these counterproductive behaviour leads to:

  • Reduced shrinkage
  • Reduced absenteeism
  • Lower levels of inappropriate workplace behaviour
  • Reduced involuntary turnover
  • Employing candidates that are inherently less likely to engage in theses counterproductive behaviours will mean that you are employing candidates that are likely to contribute positively to a high reliability culture within the organisation.

Attitude Scales Measured

  1. Hostility:Describes the degree to which the person is not able to suppress angry feeling but rather expresses anger physically or verbally to co-workers and thus poses a real risk in the workplace.
  2. Conscientiousness: Describes the degree to which the individual lacks persistence, work motivation, and organization, ranging from being lackadaisical and careless to being highly disciplined and dependable.
  3. Integrity: Involves the degree to which the person is likely to engage in pilferage, short-changing customers, falsifying expense accounts, lying to protect him or herself, exaggerating one's job qualifications and other acts of dishonesty.

We all talk about identifying and hiring "Talent", but what makes a candidate talented? Personality (their preferred behavioural approach to work) is one key element. The second key element is ability.

Research confirms what you probably already knew - the best predictor for job performance is cognitive ability. Cognitive ability is one of the two most frequently cited factors that impact job performance

The Cognitive Ability Tests assess how quickly the candidate will:

  1. Adapt to new changes.
  2. Grasp new concepts.
  3. See new opportunities.
  4. It is a measure of how well people can solve problems, process information and learn new things.