Personality Questionnaires

How often do you hear the phrase ‘personality clash’ cited in reasons for the costly breakdown in employment relationships? Most employers hire on the basis of someone’s ability and fire on the grounds of personality, usually at considerable financial and emotional expense to the employer and employee.

It doesn’t have to be that way.

Why Use Personality Questionnaires When Recruiting?

Managing the risks associated with making poor selection decisions can be readily achieved through the use of tried and tested measures of the behaviours associated with success in your business.

By selecting only the personality tests with a proven track record of being valid and reliable measures of personality, People Central add considerable value to the selection of new staff and development of existing staff in identifying:

  • Whether a candidate is likely to value and support your organisation's culture, competencies and aspirations?
  • How they are likely to interact with colleagues, clients, suppliers and other people?
  • How they should be managed and motivated?
  • How they are likely to deal with change, solve problems and make decisions?
  • What they are likely to add to team performance?
  • What personal development plans are required to get them from good to great performers?
  • How they are likely to deal with the stresses and strains of the job?

All our personality questionnaires can be administered online, enabling employers to easily assess candidates anywhere in the world.

Take a look at a sample range of personality tests and sample reports below.

 

Managing the risks associated with making poor selection decisions can be readily achieved through the use of tried and tested measures of the behaviours associated with success in your business.

By selecting only the questionnaires with a proven track record of being valid and reliable measures of personality, People Central add considerable value to the selection of new staff and development of existing staff in:

personality questions, assessments and tests
  • Identifying whether a candidate is likely to value and support your organisation's culture, competencies and aspirations?
  • How they are likely to interact with colleagues, clients, suppliers and other people?
  • How they should be managed and motivated?
  • How they are likely to deal with change, solve problems and make decisions?
  • What they are likely to add to team performance?
  • What personal development plans are required to get them from good to great performers?
  • How they are likely to deal with the stresses and strains of the job?

All our personality questionnaires can be administered online, enabling employers to easily assess candidates anywhere in the world.

Take a look at a sample range of personality questionnaires and sample reports below.

Sample Personality Questionnaires & Reports

Although we pride ourselves on selecting the personality tool most suited to the unique circumstances of your business, the 15FQ is our most frequently requested and flagship product.

Based on an extensively researched model, the 15FQ+ provides an in-depth assessment of the full sphere of human personality.

Building on the most current local and international research, the 15FQ+ has been fully revised to ensure its suitability for use in both the public and private sector.

Maintaining the breadth of the original 16 personality factors first identified by Raymond B Cattell, the 15FQ+ sets new standards for reliability and validity.

Of all the personality measures available, the 15FQ+ remains the single most frequently used personality tool by switched-on NZ organisations.

Click here for a sample report and then give us a call.

Call centre and contact centre focused jobs require assessments that measure behaviours specifically associated with high job performance within both inbound customer service and outbound sales and service orientated contact and call centres.

The Contact Centre Scenario Inventory (CCSI) delivers a fast, accurate and effective assessment for selecting and/or developing people who work in call and contact centres.  The criteria assessed are:

  • Effective interaction with team members
  • Maintaining high performance
  • Following policy & procedure
  • Responding to challenging customers
  • Focus on outbound sales calls
  • Overall suitability for call/contact centre employment

Completed online, the CCSI is readily accessible and extremely cost effective. Clients also add the GCAT suite of basic numerical, verbal and abstract reasoning to get a combined assessment of both hard abilities to grasp information at work, respond to training and induction priorities as well as the above personality traits associated with success.  Tests of Alpha Numeric Data Entry speed and accuracy are also valuable additions to Contact Centre Assessments

As with all assessment products promoted by us, the CCSI measure candidates against an appropriate New Zealand norm-group and has passed stringent tests of reliability and validity.

Click here for a sample report, then give us a call.

With the introduction of the Health & Safety at Work (2016) Act and ACC levies being calculated against organisations compliance and focus on safe workplaces, an ever growing number of organisations are aiming to reduce the incidence of health and safety incidents and workplace accidents.

The Health & Safety Indicator (HSI) assesses a range of ability and personality characteristics that represent an individual’s tendency towards safe behaviour in the workplace environment.

The HSI is a combination of targeted personality and ability measures in one assessment which allows for the identification of health and safety risk factors. It includes an overall score as well as specidfic ability and personality scores. The ability components are timed whereas the personality components are not. Specific measures include:

Ability to Operate Safely

  • Understanding instructions
  • Checking and attention to detail
  • Understanding the safety environment

Safety Focused Personality

  • Safety motivation
  • Safety diligence
  • Adherence to rules
  • Openness to guidance
  • Safety confidence
  • Safety composure

Click here for a sample report, then give us a call to build this money and people saving assessment into your recruitment and development toolkit.

Our flagship measure of vocational interests and work needs, the OIP+ plays a powerful role in career development and direction setting  for people as diverse as school leavers to people looking for new directions after redundancy.

Designed to provide a comprehensive and fully integrated assessment for career guidance and development, the OIP+ consists of an occupational interest questionnaire and a measure of personal work needs.

As with all assessment products promoted by us, the OIP+ measure candidates against an appropriate New Zealand norm-group and has passed stringent tests of reliability and validity.

Click here for a sample report, then give us a call.

An accurate measure of personality traits of critical importance in customer facing roles.

A comprehensive yet quick to administer personality profile, the OPP measures nine core traits that are of particular relevance in occupational assessment.

The OPP was developed as part of an extensive research programme in major UK organisations and is supported by a continuing development programme in NZ.

The questionnaire is written in a straight forward and direct style that is accessible to people of a wide range of abilities.

Click here for a sample report, then give us a call.

Perspectives is a recent personality assessment wholly developed in New Zealand to assess ten factors of personality associated with success in a broad range of employment sectors and interview questions to address potential concerns with candidates and their referees before making that critical decision on whether to appoint.

A growing number of employers are taking up using Perspectives as a shorter and easier alternative to full-length questionnaires and reports.

Click here for a sample report, then give us a call.

The SSI measures pre-employment attitudes towards policy compliance, theft and deviant behaviour, identifying high risk applicants before they sign the employment agreement.  We have an impressive list of  ‘saves’ for our clients who could otherwise have imported high-risk individuals into their workplaces.

Any role that gives employees access to cash, bank accounts or other sensitive information, as well as those requiring strict adherence to policies, rules and processes should include the SSI assessment in the selection process.

Click here for a sample report, then give us a call.

Contact us today to see how personality assessments can help you choose the right candidate for the job and make the most of your existing workforce.

Ready To Up Your Hiring Game?

The average cost of bad recruitment is 140% of the salary for the role*. That’s a $70,000 mistake on a $50,000 a year job.

Save time, money, stress and your reputation with our online personality tests.

*Chartered Institute of Personnel & Development (CIPD) Study