Benefits of Objective Assessments e.g. SHL Tests

• Improves the efficiency of a hiring process
  - Identifying the most unsuitable candidates early on in the hiring process means that less time and money is spent on them
  - Formally identifying and measuring the competencies required for a job, in order to get a closer fit, permits the hiring manager to be more efficient and productive
• Permits more informed recruitment decisions to be made by providing additional information about a candidate
  - It’s proven to work better than the interview alone meaning less emphasis is placed on the skill of the interviewer (who may not be a recruitment specialist).
  - Provides objective information permitting objective and defensible decisions to be made
• Enables you to look beyond just hard skills
  - Enables an individual’s potential to be gauged rather than just skills that have been acquired retrospectively
  - Provides information concerning the way in which someone goes about their daily job which can be just as important as hard skills
• Provides for beyond the candidate selection
  - Equips the line manager and HR with lots of information about the candidate in terms of their likely strengths and weaknesses. This means that when they become an employee they can be managed more effectively
  - Is seen by candidates as a fair and open way of recruiting people which can look good for the company, especially if the process is managed online

• SHL ability assessment tools are tried and tested in over 40 countries in more than 5,500 organisations
• Assessments are available for all levels of work, from Directors and senior managers to semi-skilled workers
• Assessments are designed purely for the world of work, targeted at business needs
• Assessments are designed with the line manager in mind, providing practical, non-jargon orientated reports so that at-a-glance they can see where someone’s strengths and weaknesses might lie

Testing Centre Ethical Policy and Conditions of Use

Quest's Ethical Statement and Requirements for the Application of Objective Assessments e.g. psychometrics, and assessment centres This document describes how Quest Partnership conducts its professional practice and requirements for clients, partners and associates. The key tenets are to ensure a respectful relationship with our stakeholders and to ensure the professional usage of our technology. It is our mission to ensure fair and equal competition between all individuals. Professional Relationship with Participants Participants should be clearly made aware of the following: The nature of the assessment and what to expect Why and how the assessment is being used to inform decisions That they can receive full feedback on their performance as is their right under Data Protection legislation. When and how this ®feedback is to be provided. How long their data will be retained, who may have access to it, and for what purposes this may be applied. Generally, it is expected that data will be gathered for a specific, time-limited and evident purpose only. Participants should be invited to ask questions and to have their concerns addressed openly and objectively. Participants should be encouraged to share any specific requirements they have during the assessment. Reasonable adjustments and compensations should be made to accommodate such special requirements. No participant should be unfairly discriminated against. It is our mission to ensure fair and equal competition between all individuals. Participants should be given reasonable opportunity to decline participation at any stage in the assessment.

Who can use the site? To maintain the integrity of information used to select job applicants, Recruitment reports are available for business use, by recruiters only. Only development reports or consultancy are available for individuals who wish to undertake assessments upon themselves. We are committed to ensuring the highest professional standards of practice and application of the reports available from the Online Testing Centre. Some of the reports available through this site require users to have a minimum level of training in order to apply them professionally, and some are not available as reports alone and may require additional consultancy support. We recognise 3 levels of access to the materials and information:   Level 1   No training - if you do not have any professional qualifications in the use of psychometrics (Called Level A and Level B). Don't worry! - most of the reports are available to you, as they contain full interpretations, designed for inexperienced users. You will need to read through our online training materials (~1 hour) and we provide full telephone support (included in quoted costs) to help you get the most from the reports.       Level 2   Level B Trained by a recognised Training Provider - if you have the recognised level of competence to use psychometric tests. Most of the reports are available to you, depending on the models that you covered in your training. We will contact you to get evidence that you have completed your training.     Level 3   Trained by Quest Partnership - apart from the instruments that are not available to purchase on a product-only basis, you be able to use most reports on this site. You are also eligible for discounts on consultancy fees chargeable for consultancy work, please contact us to discuss your specific requirements.

Application of Assessments

Guidelines for the use of assessments:

Assessments should only be applied if job relevant, and be shown as such by a job analysis.

• Only qualified and trained personnel should apply assessments. E.g. no psychometric aptitude test should be administered by untrained personnel. Individuals assessing candidates in assessment centres should be trained to professional standards and apply the ORCEF model.
• Results or outputs of assessments should be carefully controlled and in compliance with Data Protection legislation, Quest's General Terms and Conditions and Quest's Privacy Policy. The dissemination of assessment data or information within a users organisation is the responsibility of the user, and users must ensure the ethical and professional use of all materials. Quest can support in this area. Validity is not a property necessarily of a particular tool, but rather how the tool is applied. Quest can support the ongoing validation of assessments, e.g. ensuring ongoing compliance with Equal Opportunities legislation.
• All assessment materials, content, outputs etc, must be carefully secured and kept confidential.
• No assessment materials may be copied or reproduced unless the user owns the sole copyright on materials. No user should breach the copyright or intellectual property rights of Quest Partnership of its agents or associates.

Amended 11 Sept 06

Online Psychometric Tests and Personality Questionnaires

A robust trait-based measure of personality, the 16PF® instrument is one of the most valid predictors of human behaviour, and is based on over 50 years of research and testing.

Available in UK English and many other languages, the 16PF® questionnaire assesses an individual's personality against 16 personality factors to provide a valid and accurate predictor of future behaviour