Psychometric Assessments

We provide wide a range of questionnaires covering personality, interest and values assessments and aptitude and ability tests for use in occupational selection and assessment, vocational guidance and staff development.

1. Personality & Values
   
2. Development & Guidance
   
3. Ability and Aptitude

Development & Guidance

Occupational Inventory Profile (OIP)

What the OIP+ measures: The OIP+ provides a comprehensive assessment of vocational interest and personal work needs. The vocational interests refer to work areas which an individual would enjoy, (e.g. administrative, computational, persuasive, practical). Whereas the work needs are related to the individual’s personal needs within a chosen area of work (e.g. variety, structure, people, control).

Jung Type Indicator (JTI)

What the JTI measures: The Jung Type Indicator assesses a person’s psychological type using the categories first proposed by the Swiss Psychologist C.G. Jung. These are (EI) Extraversion vs. Introversion, (TF) Thinking vs. Feeling and (SN) Sensing vs. Intuiting. An additional scale, (JP) Judging-Perceiving reflects whether the respondent adopts a judging attitude (thinking or feeling) or a perceptive attitude (sensing or intuition) towards the world. Measuring a person’s thinking style and the way they deal with information, this test is particularly useful for counselling, guidance, team building and examining how people will interact in group settings.

Myers Briggs Type Indicator (MBTI)

What the MBTI measures:  The MBTI instrument is the best known and most trusted personality assessment on the market.  Far more than just personality tests, MBTI Step I and Step II provide a constructive, flexible framework that can be applied to all areas of human interaction and personal development. The MBTI profile reveals how we see and interact with the world, giving insight into our motivation and the motivation of others. This provides a strong foundation for personal growth and development, underpinning enhanced personal effectiveness .

• MBTI Step I identifies personality type, made up of four basic preferences, and provides a positive framework to explain how we interact with the world and each other
• MBTI Step II drills into the detail of Step I preferences, providing insight into the unique way in which we express our personality type

Starting with an understanding of MBTI type, the MBTI framework supports a far-reaching and lifelong Development Journey which embraces many common challenges in the workplace, and outside it.

Thomas Kilmann Inventory (TKI)

What the TKI measures: The TKI helps people identify their preferred approach to conflict, and looks at how to use different styles to cope with various types of conflict situations. It prompts people to think about their reaction to interpersonal friction, and suggests strategies to positively affect the outcome of conflict, both in terms of relationships and results.

Life Style Inventory (LSI)

What the LSI measures: Developed from an extensive review of the literature, the LSI measures the six learning styles for which there is most supporting research. Each of these six learning styles fall into three pairs of opposing approaches to learning. The first two learning styles assess a preference for learning from an abstract, theoretical perspective, rather than learning from practical examples and by focussing on concrete real world issues. The second two learning styles assess a preference for focussing on the big picture and gaining an overall grasp of the subject-matter before learning the fine detail, versus preferring to focus on the core elements of the subject-matter and build an understanding of how these elements are related to each other “from the bottom up”. The final two learning styles assess a preference for learning via quiet contemplation and self-reflection versus learning actively by discussion, experimentation and hands-on activity.