Psychometric tests are a standard and scientific method used to measure individuals’ mental capabilities and behavioural style; and they are designed to measure candidates’ suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities).

Below you will find my score in some of the most popular tests (personality, leadership,situational judgement, and reasoning) that are used by over 80% of Fortune 500 companies in the USA and over 75% of the Times Top 100 companies in the UK. All the tests are updated on a yearly basis.


Emotional Intelligence Assessment

Emotional intelligence is the capability of individuals to recognise their own emotions and those of others, discern between different feelings and label them appropriately, use emotional information to guide thinking and behaviour, and manage and/or adjust emotions to adapt to environments or achieve one’s goal(s).

In simple terms, Emotional Intelligence questionnaires assesses you in relation to a number of areas related to social and emotional functioning.

My Emotional Intelligence Results

A graph to show the overall results of my own abilities in a number of areas of social
functioning

The coloured bands (A-E) indicate the extent to which I show the competency characteristics described in the questionnaire.

The bands are defined as follows:
A: shows these characteristics very consistently
B: shows these characteristics consistently
C: generally shows these characteristics
D: is not consistent in showing these characteristics
E: rarely shows these characteristics


Resilience Assessment

Resilience is about how well you respond to pressure and stress and how easy you find it to recover from set-backs.

The result of a Resilience test assists employers to select employees who have strong resources and skills to manage stress and conflict as well as a good support network to help them deal with the pressures of work.

It must be noted that Resilience is more than coping. Resilient people are also flexible, adapt to new and different situations, learn from experience, are optimistic and ask for help when they need it.

My Resilience Results

The diagram below shows how I respond to pressure in terms of five different areas of functioning:

  • Self-belief
  • Optimism
  • Purposefulness
  • Managing Situations
  • Emotional Tolerance.
How I respond to pressure in terms of five different areas of functioning

The blue column shows how much of that attribute I display under normal circumstances

The orange column shows how much of that attribute I display when pressure is increasing (i.e. when you feel ‘stretched’ )

The red column shows how much of that attribute I display when the pressure begins to become really significant (i.e. when you are ‘stressed’ )


Situational Judgement Test

Situational Judgement test (SJT) is a commonly used psychometric test that measures a candidate’s suitability based on their responses to work related scenarios. These tests are designed to assess an individual’s ability to use effective judgement in solving problems in work-related situations.

A Situational Judgement test assesses the way an individual thinks and prioritises his/her actions in the face of difficult often critical situations – based on four criteria:

  • Results
  • Teamwork
  • Influence
  • Integrity

My SJT Results


Verbal Reasoning Assessment

Verbal reasoning tests measure verbal analytical insight and the capability of a candidate to communicate and understand information is a workplace.

The test can be used in selection procedures, especially for job positions in which verbal and/or written reasoning ability is important. For example in job roles where one must formulate a lot verbally and be able to distil the core messages out of verbal information.

My Verbal Analogies Results


Big 5 – Personality Assessment

Psychological researchers often use a five-factor model to evaluate what are believed to be five core aspects, or traits, of an individual’s personality. The five-factor model is used to help understand and predict relationships between personality traits and success in social, academic, and professional circumstances. To put it simply, this model attempts to answer the question: ”Who are you?”

Openness

Openness has been described as the depth and complexity of an individual’s mental life and experiences (John & Srivastava, 1999). It is also sometimes called intellect or imagination. Openness to experience concerns people’s willingness to try to new things, their ability to be vulnerable, and their capability to think outside the box.

Analysis of my Results

76%
  • An individual who is high in openness to experience is likely someone who has a love of learning, enjoys the arts, engages in a creative career or hobby, and likes meeting new people (Lebowitz, 2016a).

Agreeableness

This factor concerns how well people get along with others. While extroversion concerns sources of energy and the pursuit of interactions with others, agreeableness concerns one’s orientation to others. It is a construct that rests on how an individual generally interacts with others.

56%
  • People high in agreeableness tend to be well-liked, respected, and sensitive to the needs of others. They likely have few enemies and are affectionate to their friends and loved ones, as well as sympathetic to the plights of strangers (Lebowitz, 2016a). Although not all people who are low in agreeableness are cruel or abrasive, they are not likely to leave others with a warm fuzzy feeling (Lebowitz, 2016a)

Neuroticism

Neuroticism is not a factor of meanness or incompetence, but one of confidence and being comfortable in one’s own skin. It encompasses one’s emotional stability and general temper.

52%
  • Individuals low in neuroticism are more likely to feel confident, sure of themselves, and adventurous. They may also be brave and unencumbered by worry or self-doubt. On the other hand, Those who score high are generally prone to anxiety, sadness, worry, and low self-esteem.

Extroversion

This factor has two familiar ends of its spectrum: extroversion and introversion. It concerns where an individual draws their energy from and how they interact with others. In general, extroverts draw energy from or recharge by interacting with others, while introverts get tired from interacting with others and replenish their energy with solitude.

34%
  • People low in extroversion are more likely to be people “of few words who are quiet, introspective, reserved, and thoughtful (Lebowitz, 2016a).

Conscientiousness

Conscientiousness is a trait that can be described as the tendency to control impulses and act in socially acceptable ways, behaviors that facilitate goal-directed behavior (John & Srivastava, 1999). Conscientious people excel in their ability to delay gratification, work within the rules, and plan and organize effectively.

98%
  • People high in conscientiousness are likely to be successful in school and in their careers, to excel in leadership positions, and to doggedly pursue their goals with determination and forethought (Lebowitz, 2016a).

DISC Assessment

DISC is a behaviour assessment tool that was developed by Industrial psychologist Walter Vernon Clarke.

As an assessment tool it focuses on identifying four different behavioural traits: dominance, influence, compliance, and steadiness. Based on the behaviour traits the individuals may be categorised as either task-oriented or people-oriented.

The best use of DISC is to learn more about oneself, others and how to deal with situations where interpersonal relationships are involved. Some more specific versions of the DISC assessment helps understand how one person would likely react in a specific team, management or leadership situation, given her or his DISC style. DISC assessment has also been used to determine leadership skills and the course of action that an individual is likely to take when dealing with problems as a leader.

A visual representation of the DISC ‘wheel’

My DISC Results: Interpretation

The DISC assessment describes me as ”Dominance” to ”Influence” type of person, which means that I place an emphasis on shaping the environment by overcoming opposition to accomplish results.

A person with a ”D” style

  • Is motivated by winning, competition and success.
  • Prioritises accepting challenges, taking action and achieving immediate results.
  • may be impatient and sceptic.
  • Is described as direct, demanding, forceful, strong willed, driven, determined, fast-paced, self-confident, and it gets straight to the point.

Although “D” type people are direct and straightforward, they are not necessarily hasty. They think things through and do not dive head-in so that later, they can have regrets. A “D” personality will take responsibility for their action, as they have taken the best possible course of action. Other traits include: assertive, dynamic and efficient. Such individuals will not lose time to get to the bottom line.

In simple terms, ”D” type people are goal-oriented and aim high; at the same time, they are very resourceful and adaptive, so they have a reputation of being formidable opponents.

My DISC Leadership Style

According to the DISC Work of Leaders Profile, my leadership style includes components of the following styles.

Commanding leader:
Commanding leaders tend to be competitive, driven, and assertive. Their confident style might be the one you first think of when you think “leader” and therefore be seen as a natural leader.

  • They are able to set and stick to aggressive timelines.
  • They tend to be very goal-oriented.
  • They’re able to speak with conviction.
  • They’re not afraid to take some risks.
  • They’re comfortable stepping up to take charge when a group lacks direction.
  • They’re able to make tough decisions that may not be popular.
  • They set high expectations for themselves and others.

Resolute Leader:
Resolute leaders are highly determined and persistent. They have the inner strength to give people courage during hard times. They tend to be natural sceptics and show a disdain for weakness and incompetence. You might hear them say “should” a lot; they like to see things done the “right” way, or maybe just their way.

  • They tend to be good problem solvers.
  • They’re often able to push their way through obstacles.
  • They’re able to hold people accountable.
  • They’re often able to identify potential weaknesses in plans.
  • They’re not afraid to speak their minds.
  • They’re usually able to separate feelings from issues.
  • They have a competitive streak that helps them achieve their goals.
  • They have high standards for themselves and others.

Pioneering Leader:
In terms of the Everything DiSC model, the pioneering dimension is located on the northern side of the model, which means that pioneering leaders tend to be fast-paced and outspoken.

  • They tend to be good at initiating change.
  • They often trust their gut instincts.
  • They’re able to bring people together to achieve their goals.
  • They tend to be inspiring.
  • They’re not afraid to try something new.
  • They’re comfortable taking the lead.
  • They set stretch goals for themselves and others.
  • They aren’t afraid to take risks.

More tests will be available soon…