NBI – Neethling Brain Instrument
NBI ® is a profiling tool created to measure a person’s thinking preferences. Thinking preferences are your preferred ways of thinking while working in your most natural state. There are 4 quadrants which are also halved and separated into 8-dimensions.
OPQ – Organisational Personality Questionnaire
The world’s leading personality assessment for predicting performance, potential and fit, while identifying behavioural styles for engagement throughout the employee lifecycle.
16 Personality Factors
The 16pf® is highly effective at revealing potential, confirming suitability, and identifying development needs. Unlike many personality assessments designed for use in business, the 16pf establishes a fully-rounded picture of the whole individual, making it a vital roadmap for decision makers.
Very large variety assessments measuring e.g. aptitude, knowledge and skills, performance and development, job and company fit, customised assessments: IT, Financial Services/Banking, Insurance, Retail, Hospitality, Healthcare, Manufacturing, Telecommunications, Communications/ Media, Technology, Transportation and Logistics, Safety, Sales, Business, Clerical, Contact Centre, Customer Services.
CPP – Cognitive Process Profile
Measures: cognitive styles and approaches to managing uncertainty, information processing competencies, typical left and right brain preferences, work related processing dimensions, units of complexity, speed and power dynamics, strengths and development areas, learning potential and development guidelines.
The General Reasoning Test Battery assesses three domains of ability that are relevant to work and study: Verbal Reasoning, Numerical Reasoning and Abstract Reasoning. We also include the technical (spatial & mechanical) battery and the critical reasoning battery.
MBTI – Myers-Briggs Type Indicator
The Myers–Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. Help individuals and teams to understand apply their type to their purposes, such as career development, increasing effectiveness at work, understanding interpersonal interactions, etc.
HPI – Hogan Personality Inventory
The HPI is a measure of normal personality. It provides information regarding the “bright side” of personality – characteristics that appear during social interaction and that facilitate or inhibit a person’s ability to (a) get along with others and (b) achieve his or her goals. It assesses normal personality and interpersonal characteristics, and predicts occupational success. The HPI provides information regarding how a persona is perceived by others. Uses: Selection, Career guidance, Individual Assessment, Development planning, Coaching, Promotion and Succession planning
Neuro Zone measures if you are in a relaxed physiological state or in chronic stress. 14 Areas are measured: Silencing the mind, goal directness, collective creativity, learning, abstraction, sleep-wake cycle, nutrition, executive function, exercise, social safety, resilience, self-leadership, innovation capacity, and learning capacity. It then provides you with your high-impact recommendations. You will be advised on the top 6 ways to optimize you brain/body system.
Situational Judgement Tests
Situational Judgement Tests (SJT’s) for a variety of work contexts. These assessments are well-crafted simulations of realistic contextualised work situations which require candidates to envisage their “best-fit” reaction to the situation in real-time. Being competency-based assessments, the Dilemma Series enables practitioners to observe how potential employees would respond to on-the-job situations, making it a particularly useful tool for aiding hiring decision-making.
The Raven’s Progressive Matrices help professionals identify key staff members who can better handle the cognitive complexity of the modern workplace. The Raven’s measures general mental ability and offers information about someone’s capacity for analysing and solving problems, abstract reasoning, and the ability to learn. It does this in a non-verbal format that is an especially important feature for an ethnically diverse population.
Giotto Integrity Assessment
This assessment measures Honesty, Trustworthiness, Reliability, Openness, Loyalty, Fairness and Moral Reasoning. Integrity is an evaluation of values, attitudes and work ethic. Integrity is influenced by decisions and therefore can be subject to change. Personality on the other hand, is a reflection of our nature and thus cannot change. A person cannot be held responsible for specific personality traits, but can be held responsible for their work-based integrity and ethical behaviour.
Consists of 14 assessments which specialise in Integrity, Personality, Cognitive Potential & Job Matching. All products measures integrity from a different angle, covering the entire field of integrity. It is a product with South African norms, standards and is registered with the HPCSA.
ELSA – English Literacy Skills Assessment
The assessment is designed to measure a person’s ability to integrate listening, speaking, reading and writing skills in English. The assessment benchmarks the candidate’s current skill against what would be expected of an English mother tongue speaker. Results are expressed in number of years of formal learning in English. It is also equated to NQF levels, equivalent school grades and CEF (Common European Framework) outcomes.
Tram I & II – Transfer, Automisation and Memory
This measures lower level employees on their learning potential in any type of job. Combined with the ELSA, English literacy, basic numerical and verbal skills can be assessed.
LPCAT – Learning Potential Computerised Adaptive Test
It is intended to serve as a screening instrument to assess learning potential in the nonverbal (figural) reasoning domain in such a way that inadvertent discrimination against previously disadvantaged groups can be countered to a large extent. It is intended to provide information that could be used to the benefit of individuals and companies in ensuring that appropriate selection decisions are made.
It is used as a competency measurement tool to enhance operator safety, performance and productivity in mining and transport industries and reduces accident potential. It acts as a risk detection and accident reduction tool by identifying candidates’ weak areas in their fundamental skills: Eye-hand-foot co-ordination, auditory discrimination, visual perception, distance estimation of moving objects, decision-making abilities and concentration levels under monotonous circumstances.