Tests/Techniques

COGNITIVE ASSESSMENTS
Learning potential tests:

These tests measure cognitive dimensions such as the ability to analyze, think and reason logically, as well as the ability to process new information quickly and accurately, and learning and mastering demanding new competencies. The tests have been especially designed in South Africa, with the wide diversity of the South African population in mind, and are culture fair and non-verbal in content. Different levels of tests are used depending on candidates’ level of education, ranging from no formal education to post-graduate level.

Specific cognitive ability tests:

Specific cognitive abilities such as numerical, verbal, spatial perception, clerical and mechanical abilities, as required for specific positions, can be assessed.


SITUATIONAL ASSESSMENTS
In-Basket assessment:

This entails the use of a simulated In-Basket where the candidate is required to manage his/her daily in-basket or email inbox within a specified time period. Typical dimensions assessed, include task structuring and prioritizing, interpersonal sensitivity, client relations, written communication and initiative.

Conflict Role Play:

This assesses the candidate’s behaviour in dealing with a situation fraught with potential interpersonal conflict. Candidates are assessed in terms of their ability to communicate assertively, but also to deal with potential conflict and to remain focused on achieving the overall objectives of the task while negotiating a positive outcome. The candidate’s communication skills under pressure, interpersonal sensitivity and relationship building as well as diversity management skills are assessed.


PERSONALITY TESTS

ADS uses various self-assessment personality questionnaires which measure critical personality competencies that are important in being effective in a job and in managing and interacting with others successfully. Some of the dimensions measured are:

  • interpersonal style, e.g. people-orientation and assertiveness
  • conflict handling
  • self-discipline
  • emotional stability and stress management
  • convention following
  • team orientation
  • influencing and leadership style
Emotional Intelligence (EQ)

ADS makes use of an Emotional Intelligence questionnaire that assesses factors such as Self Confidence, Self Control, Conscientiousness, Achievement Drive, Initiative, Persistence, Empathy, Team Work, Service Orientation, Influence and Leadership.

Emotional intelligence has been identified as a critically important competence in effective leadership – the work of Goleman, Salovey, Meyer and Caruso has been used in defining the constructs measured in this questionnaire. Candidates are required to rate themselves as they are now and also to indicate dimensions that they would like to develop in the future, which is discussed in the interview to assist in clarifying their personal development needs.

This questionnaire can also be used for 360 degree assessments of a candidate by colleagues, subordinates and managers in their organisation.


STRATEGIC CAPABILITIES

Career Path Appreciation: (CPA)

See BIOSS SA website (www.bioss.co.za) for more information

The CPA is a semi-structured interview which explores the candidate’s career history, preferred approach to work as well as the type of work complexity with which the individual feels comfortable. The CPA evaluates the individual’s current capability and potential longer-term development, using the Matrix of Working Relationships model of work complexity as a theoretical framework.

Feedback is an integral part of the CPA process, allowing the individual to explore and understand the past and take charge of their work and personal “life story”. Mutual benefit is created for the individual and the organisation as it touches on the core of work – that capability to generate contextually appropriate solutions and decisions even in the absence of previously acquired knowledge, skills and experience. This provides a powerful framework for the development of organisations, as well as individuals and their career paths within or outside of organisations.

CPA’s are useful for:

  • Executive identification and development
  • Recruitment, selection and placement at senior levels in the organisation
  • A platform for mentoring
  • A platform for current and future career path management
  • A platform for current and future competency development / training and development
  • Broad based succession planning
  • Organisational interventions

As qualified CPA practitioners, ADS psychologists provide an analysis of candidate’s current strategic thinking capabilities as well as how these capabilities are likely to develop and mature in the future.


INTEREST QUESTIONNAIRES

Various questionnaires are used to assess candidates’ career interests, values and motivation, in order to provide appropriate career direction and guidance.