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*Customer Support Test
Customer Support Test (CST) is a test designed to assess the ability to support customers in the context of customer care and, in general, in those situations where it is necessary to interact with customers who are carriers of needs, requests, and problems to be solved.
The CST is a situational judgment test where items are represented by realistic scenarios. A test taker is required to put himself in a worker's shoes and indicate how likely each mentioned behaviour could be put in place.
Customer Support Test (CST) provides a measure of customer care, defined through three scales: effective communication, identification of needs and customer orientation. Additionally, the test points to candidate's strenghts, as well as the areas that can be strengthened and improved.
*Mindset for Digital Agility Quotient
Mindset for Digital Agility Quotient (M4DAQ) is a questionnaire that assesses an individual’s ability to work effectively in environments which are characterized by continuous development and transformation which require speed, flexibility and the ability to feel comfortable with technology and complexity.
The M4DAQ is made up of 88 items, organized into eleven factors, which are in turn grouped into four macro-areas: cognitive agility, challenge agility, social agility, and behavioral agility; plus, a general index.
Cognitive agility describes an individual’s commitment to continual performance improvement, to match contemporary work environments.
Challenge agility describes whether an individual is prepared to seek out circumstances where he/she can be tested. It identifies people who feel comfortable in unstructured, uncertain and potentially risky situations where failure is a real possibility.
Social agility describes an individual’s inclination to keep colleagues’ skills in mind. Creating a sharing, mutually supportive environment is made possible by social agility, just as it enables professional growth and the development of a sense of belonging to the organization.
Behavioral agility describes the aptitude for using technological tools as an integral part of one’s own professional and personal life, together with the tendency to rely on the web to obtain knowledge, access information, and build one’s own, professionally-recognized digital identity.
The questionnaire includes a Positive impression scale and a group of validity items, which together supply some indicators of the accuracy of the test-taker’s responses. The report also presents an individual’s Mindset Matrix.
Multidimensional Work Motivation Scale
The Multidimensional Work Motivation Scale is a reliable and valid scale, based on the self-determination theory, applicable to identification and the quality of an individual’s motivation to work. There are two versions of this test: for candidates and for employees. The first one is suitable for job candidates and aims to capture the work motivation in general, as opposed to the original version (for employees), asking about the current job a person is employed with.
The multidimensional work motivation scale is represented through 19 items describing various reasons that people put effort in at work generally.
Six factors, i.e. levels of motivation are:
• amotivation
• external regulation - social
• external regulation - material
• introjected regulation
• identified regulation
• intrinsic motivation.
Psychological Demands and Control Questionnaire
Psychological Demands and Control Questionnaire was developed based on Karasek's model, which is one of the most commonly used models for measuring work stress. In the model, the work stress is defined as the result of continuously experiencing high work demands, with very little control or the ability to decide what needs to be done.
Karasek's model is one of the most well-known and most frequently used models for measuring work stress, primarily because of its good predictability for a whole range of psychophysiological reactions to stress. According to Karasek's model, jobs can be divided into four so-called psychosocial categories: active, passive, low-effort and high-effort jobs.
Active jobs have a high level of psychological requirements and high control (e.g., farmer, teacher, and engineer). Low-effort jobs have a low level of psychological requirements and a high level of control (e.g., minor breaker, architect). Passive jobs are jobs with low control and low levels of psychological demands and can lead to mental and physical illnesses of employees (e.g., salesman and doorman). High-effort jobs are jobs with a high level of psychological demands and a low level of control, and these jobs are most likely to experience psychological stress and physical illness (e.g., postman and waiter). Active jobs are productive and carry the highest level of efficiency, but they do not result in the negative psychological strain that high-effort jobs result in.
The amount of work stress depends on the level of control. Individuals with little or no control over the situation and who constantly suppress high exertion will have high psychological stress. Those with high control and high psychological demands will be willingly productive and will have a low level of psychological tension. An increase in psychological demands and control leads to an increased level of learning, motivation and skills development.
*Sales Potential Test
Sales Potential Test (SPT) is a potential assessment tool aimed at identifying predispositions to successfully fill roles in the sales area. The instrument was fully developed in Italy in 2015./2016., based on an analysis of the international scientific literature.
SPT focuses in particular on those dimensions that can determine success in the commercial field and achieving excellent performance.
The SPT consists of 77 items. It does not require special knowledge in the sales area. It includes 7 factors, one macro-factor called the Sales potential index and the Positive impression scale that measures personality traits, motivational orientation and cognitive processes.
Personality traits include extraversion, conscientiousness and emotional stability. The two motivational orientations measured by the test are result orientation and status orientation. Cognitive factors are internal locus of control and self-efficacy.
The Integrity Scale
One of the most prominent instruments for measuring integrity in organisational research is the Integrity Scale developed by Dr. Schlenker. This scale contains of items measuring the inherent value of principled conduct, the steadfast commitment to principles despite temptations or costs, and the unwillingness to rationalize unprincipled behavior.
In short, the Integrity Scale measures a person's level of commitment to ethical principles. The scale has acceptable psychometric properties and its internal consistency reliability is very good. Factor analysis indicated that the scale appears to represent a single global factor. Furthermore, research showed that the Integritiy Scale predicts a range of reported prosocial and antisocial activities. In other words, in studies, a wide variety of antisocial behavior (reported lying, cheating, stealing) was inversely related to integrity. Also, integrity predicts reported helping and volunteering and is associated with a variety of personality and attitudinal qualities that signify greater psychological well-being, buffering from stress, and effective social functioning.
The scale consists of 18 items, with the higher scores on the scale reflecting stronger claims of being committed to ethical principles.
Work Locus of Control Scale
The Work Locus of Control Scale (WLCS) is a psychological instrument designed to assess control beliefs in the workplace, that is, whether a person believes he or she is able to control events at work or whether control resides in others. The control belief can be internal or external, so this scale encompasses two dimensions: the externality and the internality of the work locus of control.
The locus of control in a work context refers to an individual's belief in the cause of an event in his or her work environment, especially when it comes to success and/or failure at work. A person with an external locus of control believes that causes of events around him are a matter of luck, destiny, other individuals, etc. On the other hand, a person with an internal locus of control believes that his behavior, efforts or some personal characteristics led to a certain event and result.
*Work and Organizational Motivation Inventory (WOMI)
Work and Organizational Motivation Inventory (WOMI) is a self-report questionnaire assessing motivational aspects in organizational contexts. It is a comprehensive measure of various motivational aspects, both intrinsic and extrinsic.
The WOMI report provides useful information for a broad variety of human resource assessment and development operations. The questionnaire consists of 18 scales, that are grouped into four makro factors: Reward, Success, Competrence and Stability.
The Reward factor refers to importance a person attributes to different forms of reward and recognition, described in four scales, named: Career, Status, Remuneration and Feedback.
The Success macro factor indicate the person’s drive to do his/her job, led by the objective of obtaining key positions of organisational leadership. This faktor includes: Management, Activity, Achievement and Dominance.
The Competence macro factor regards the tendency to pursue the constant goal of self-improvement and skill development. It refers to various aspects of Organizational climate, Ethics, Autonomy, Self development and Customer orientation and team work.
Finally, the Stability macro factor refers to the combination of elements of Interest, Security, Convenience, Physical environment and a Work/home balance.
Additionally, information on intrinsic and extrinsic motivational aspects is also added to a profile.
*This test is charged additionally
FAQ
What are primary types of psychometric tests?
The primary types are cognitive ability tests, personality tests, and aptitude tests.
What can be measured by psychometric tests?
Psychometric tests can measure a wide range of psychological constructs, including cognitive abilities such as reasoning and memory, personality traits like extraversion or conscientiousness, aptitudes for specific tasks, and even attitudes and values.