When
to use psychometric assessments?
- You want to improve the quality of selection because candidates often make a good impression in interviews but later fail to meet expectations
- You are looking for objectivity and comparability between job or promotion candidates
- You want to create data-based individual development plans
- You want to understand how suitable a candidate is for succession to a higher-level position
If you recognize one or more of these signals, let’s talk.
Psychometric assessments from Ninety Nine
We use psychometric assessments developed by SHL, a global leader in talent assessment and management.
OPQ – Occupational Personality Questionnaire
OPQ is a workplace personality questionnaire. It provides a clear framework for understanding how personality influences performance and helps people recognize their potential strengths and limitations.
OPQ facts:
It has undergone more than 90 independent validity studies over a period of more than 25 years, in 20 countries and 40 different industries
It measures how people relate to others, approach thinking, and manage emotions
There is a range of different report types based on the OPQ questionnaire
The reports ensure that questionnaire results can be meaningfully interpreted and understood
Types of OPQ reports:
Candidate Plus report – a short descriptive report structured around three OPQ domains – relationships with people, thinking styles, and emotional functioning – as well as SHL’s team impact model. Suitable for hiring or development.
Universal Competency report – an easy-to-interpret report that gives managers information about a person’s potential across 20 key workplace competencies. Suitable for hiring or development.
Development Action Planner report – provides clear and concise information about an individual’s strengths and development areas, and offers specific development actions and recommendations. Suitable for development.
Sales report – provides a graphical and descriptive summary of the individual’s natural style, which is critical for success in sales. Suitable for hiring and development.
Maximise your Learning report – created to help people make the most of their development. It summarizes the preferred learning approach across four dimensions. It provides practical insights and summarizes strengths and development areas in relation to key work and learning activities. It also provides guidance on activities that support learning. Suitable for development.
Team Impact Individual Development report – describes the impact the individual may have on the team. Suitable for hiring, moving to another team, or planning team interventions.
Emotional Intelligence report – examines how a person manages their feelings and relationships with other people. It focuses on strengths and development areas in 4 main areas: emotion management; emotions and awareness; relationship management; empathy and social skills. Suitable for hiring and development.
Team Impact / Leadership report* – provides a detailed analysis of the individual’s leadership potential. It is based on SHL’s leading model, which offers a competency-based approach to leadership. Suitable for hiring, promotion, or development.
*This report is intended only for trained OPQ specialists.
Motivation Questionnaire (MQ)
The questionnaire measures the extent to which a person is motivated by factors such as achievement and competition, recognition and personal growth, interest and flexibility, and career or social advancement. MQ clarifies the relationship between personal motivation and engagement at work. It can also identify the strongest motivating and demotivating factors and support more effective motivation practices.
Several reports are available for trained specialists and for users who are not trained practitioners.
Profile Chart report* – maps the factors that motivate the individual against a selected comparison group and provides an indication of key motivating and demotivating factors. Designed for use by trained specialists.
Employee Motivation report – ideal for use by line managers, as well as those involved in employee performance and wellbeing. This report provides an in-depth and easy-to-interpret assessment of the factors that motivate and demotivate the person. The report offers a comprehensive list of recommendations and suggestions for managing the employee’s strongest motivating and demotivating factors.
Candidate Motivation report – allows respondents to understand what drives their motivation and encourages them to take greater responsibility for their development plans.
Motivation package – includes the Profile Chart, Employee Motivation, and Candidate Motivation reports. It helps the organization build a comprehensive approach to understanding the factors that motivate its employees.
OPQ MQ Sales report – uses data from both the MQ and OPQ questionnaires. It provides information about the individual’s natural style, which is essential for success and motivation in sales.
Case studies
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FAQ
Psychometric assessments provide standardized information about personality, motivational preferences, and behavioral style. They are most effective when combined with a structured interview, experience review, references, and, where appropriate, an Assessment Center or practical tasks. Together, these sources create a fuller and more reliable picture of the candidate.
Results are interpreted in context – against the requirements of the role and together with the other data about the candidate. The risk of wrong decisions is reduced through validated tools, clear criteria, and professional interpretation.
Psychometric tools are useful, but they do not provide an absolute truth about a person. Results may be influenced by cultural context, language nuances, a temporary state, or socially desirable responding. They should therefore be interpreted professionally and alongside other sources.
Attempts to present oneself in a desirable light are often visible in the response pattern, which is why results should again be considered carefully and in combination with an interview and other methods.
