We offer you the possibility to choose from various test segments.
Personality can be defined as a dynamic and organized set of characteristics possessed by a person that uniquely influences his or her cognitions, motivations and behaviours in various situations. The difference between personality and character is that personality can be influenced by external factors such as upbringing and environment, whereas character is more gender & nature related. Personality can also be described as the unique and stable pattern of psychological behavioural traits that offsets one human from the other. Simply stated: personality is about the way we deal with or show typical behavioural patterns in various situations. Personality traits are individual, subjective and vary widely. Character traits are constant, objective and timeless.
The Big 5
The Big 5 is used in clinical context and also in work & health psychology. The Big Five encompasses five dimensions: Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness.
The Big Five is based on research focusing on all words – originally only adjectives – related to personality traits as described in dictionaries. The enormous number of words where reduced to a few hundred key constructions after which items were constructed for questionnaire use. These five dimensions are therefore the main word categories we use when describing personality features of our fellow human being, either in our thought or outspoken (or written).
Q-Assessments offers a wide range of well-known, valid and trustworthy on-line questionnaires describing personality.
Cognition (Latin: cognoscere = to know) is the mental process of knowing, including aspects such as awareness, perception, reasoning and judgment. Or that which comes to be known, as through perception, reasoning, or intuition; knowledge. Particularly the problem solving ability is food for thought in cognitive psychology and science.
Cognitive psychology studies all psychic processes dealing with issues such as connotation, knowledge, memory, problem solving abilities and information processing.
Detecting intelligence started during the 19th century, amongst which Paul Broca in France, Francis Galton in England and Wilhelm Wundt in Germany. But the basis of intelligence measurement started in 1905 with the French psychologist Alfred Binet who designed a special test for kids together with his associate Théodore Simon. The Binet-Simon ‘scale’ was shortly thereafter translated and transported for use in the United States. The American Henry Goddard used the French test to develop the Intelligence Quotient, today better known as IQ. The word Quotient refers to how intelligence was originally measured by the division of ones mental age by ones chronological age.
Q-Assessments offers a wide range of well-known, valid and trustworthy on-line questionnaires describing cognition.
The goal of these tests is to give insight into a person’s interests, so that they may have less difficulty in deciding on an appropriate career choice for themselves. It is also frequently used for educational guidance as one of the most popular career assessment tools.
Utilizing sophisticated response latency analysis to predict the predisposition of candidates toward counterproductive job behavior, this module measures attitudes and gauges past behavior.
We offer a large number of online simulations that provide a realistic method of assessing candidate skills and abilities for a wide variety of jobs.
Our library offers lots of assessments proven over time to accurately identify candidates’ strengths and weaknesses in relation to a specific knowledge area or skill.
360° Feedback is an instrument helping to observe, judge and develop co-workers. With this instrument one can get an overview on how various persons perceive the behaviour of one person in particular. Think about how managers, colleagues, subordinates or even customers can vary in perception. Here we focus on measuring “true” behaviour, that is to say, what is seen in the eye of the beholder. The goal is to describe how someone is behaving in a working environment.
When using a 360 questionnaire, various people rate the behaviour of one person. The use of more than one respondent, multi-rating, has more advantages opposed to the use of a single-rater. In the first place, multi-rating increases the number of observation options (Borman 1974; Henderson, 1984). In some cases, a manager will not always be able to judge all job aspects, simply because he/she can not always be present to observe. For example, a sales manager will have difficulties to observe behaviour when a co-worker spends most of his or her time with customers. In addition, a variety of group raters all fulfil a different role versus the person judged (Harris & Schaubroeck, 1088; Roe, 1983). By combining the perceptions of more persons with different perspectives, a less uniform and therefore more complete picture emerges of the person in question.
Q-Assessments offers a wide range of well-known, valid and trustworthy on-line 360 questionnaires.
Competencies and skills
Measuring a level of competency is generally done based on personality traits. Certain talents are less or more evident (or potential) depending on a certain combination of personality dimensions.
Competency encompasses the total declarative and procedural knowledge needed for a certain skill. A teacher or director can be competent if (s)he meets a certain minimum number of job requirements. Competencies for students are for example measured during end term objectives.
A competency can relate to a single skill, knowledge or attitude that enables someone to fulfil its professional tasks successfully. Competencies describe if someone is capable or authorised to execute certain tasks, jobs or able to take on certain responsibilities. A set could also encompass all competencies of one person or a group of persons.