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Performance and knowledge tests | Cognitive performance tests
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ATTENTION | Routine tasks & alertness
The ability to remain focused is important for all tasks where - over a longer period of time - relevant content has to be extracted from a multitude of given information. People scoring high in this test are able to keep up their attention over a longer period of time and react to relevant stimuli fast and adequately.
Long version # of items: 2000 # of dimensions 0 Duration: 20 min - Internal consistency: α = .84
- Construct validity: .83 (CAM), .81 (CAM Speed of operation), .65 (CAM Ability to process), .55 (CAM Retentivity)
- Norm basis: N > 1,400
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CAPPA | General mental ability
Cognitive abilities tests have proved to be one of the most valid predictors of career success, regardless of profession and activity. CAPPA combines skills which deal with the reception, processing and reproduction of information and thereby allows conclusions about the intellectual proficiency level of a person. Candidates who achieve high scores in this procedure are capable of deriving coherent and correct conclusions from differently presented information (verbal, numeral, and figural). This procedure combines different actions like speed of operation and the ability to process. Therefore it allows conclusions about the intellectual proficiency level of a person.
Short version Long version # of items: 28 35 # of dimensions 0 0 Duration: 18 min 22 min - Internal consistency: α = .86
- Construct validity: .54 (CAM),.38 (CAM Speed of operation), .58 (CAM Ability to process), .27 (CAM Retentivity), .64 (PROFFICE), .65 (EPICUR), .44 (PLUSMINUS), .58 (SPACE), .27 (TMU)
.17 (AMT), .00 (TAKE5 Extraversion), .13 (TAKE5 Emotional Stability), .14 (TAKE5 Conscientiousness), .08 (TAKE5 Agreeableness), .20 (TAKE5 Openness), .21 (MMI) - Criterion validity: .44 (career success), .42 (training success)
- Norm basis: N > 1,000
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CAM | Cognitive abilities modules
The performance of tasks like speed of operation, the ability to process and commemoration allow conclusions about the intellectual proficiency level of a person. Depending on the presented contents (verbal, numeral, and figural) differences arise.
Short version Long version # of items: 3 9 # of dimensions 0 6 Duration: 10 min 50 min - Internal consistency (overall result): a = .74
- Construct validity: .74 (PROFFICE), .82 (BIS), .73 (PROFFICE), .54 (CAPPA), .66 (WONDERLIC), .40 (PLUSMINUS), .50 (CALCULATE), .54 (EPICUR), .51 (SPACE), .32 (TMU)
.11 (AMT), .07 (AMT-A), .10 (PIA), .05 (BSI), .32 (CUSTOM!ZE), .09 (TAKE5 Extraversion), .10 (TAKE5 Emotional Stability), .09 (TAKE5 Conscientiousness), .07 (TAKE5 Agreeableness), .20 (TAKE5 Openness), - Criterion validity: .56 (career success), .43 (training success)
- Norm basis: N > 63,000
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MATRIX | Matrices test
Cognitive abilities tests have proved to be one of the most valid predictors of career success, regardless of profession and activity. MATRIX enables you to assess cognitive abilities in situations where they need to be assessed non-verbally, e.g. international recruiting processes. Candidates with high scores in this procedure have good problem-solving capabilities. They are able to analyze information fast and accurate, deduce rules from that information, and apply these rules to new tasks and situations.
Long version # of items: 18 # of dimensions 0 Duration: 15 min - Internal consistency: α =.78
- Construct validity: .50 (APM/Raven), .39 (WONDERLIC), .13 (LEXI)
- Criterion validity: .31 (high school grades), .35 (math grade)
- Norm basis: N > 200
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SPACE | Spatial sense
Common tools for the assessment of spatial sense are limited to two-dimensional tasks. SPACE on the contrary allows you to assess the spatial sense in three-dimensional space. Candidates with high scores in this procedure have good spatial sense. They can understand diagrams/connection schemes easily and orientate spatially. Tasks which are associated with complex geometric objects are mastered easily.
Long version # of items: 7 # of dimensions 0 Duration: 10 min - Internal consistency: α = .77
- Construct validity: .51 (CAM), .34 (CAM Speed of operation), .53 (CAM Ability to process), .29 (CAM Retentivity), .50 (PROFFICE), .58 (CAPPA), .41 (PLUSMINUS), .36 (CALCULATE), .46 (EPICUR), .33 (TMV)
.11 (AMT), .01 (AMT-A), .01 (PIA), .00 (BSI), .04 (C-Scale), -.12 (TAKE5 Extraversion), .13 (TAKE5 Emotional Stability), -.02 (TAKE5 Conscientiousness), .00 (TAKE5 Agreeableness), .06 (TAKE5 Offenheit) - Criterion validity: .28 (career success), .25 (training success)
- Norm basis: N > 1,000
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SYLLOG | Verbal reasoning
The syllogisms examine a sub-facet of cognitive verbal skills: the ability to draw formal-logical conclusions correctly. Candidates with high scores in this procedure are capable of logical and formal abstract thought. They are able to process information they are presented with and to arrive at the correct conclusions.
Short version Long version # of items: 18 23 # of dimensions 0 0 Duration: 10 min 15 min - Internal consistency : α = .78
- Construct validity: .25 (CAM), 26 (CAM Speed of operation), .24 (CAM Ability to process), .19 (CAM Retentivity), .39 (CAPPA), .62 (WONDERLIC), .33 (PLUSMINUS), .24 (TMU)
.04 (AMT), .32 (PIA), -.15 (BSI), -.20 (C-Scala), .28 (CUSTOM!ZE). - Criterion validity: .17 (high school grades)
- Norm basis: N > 5,000
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Performance and knowledge tests | Hybrid tests
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PRODUCTION | Work sample for industrial jobs
PRODUCTION belongs to a new test type called hybrid test. Hybrid tests combine the advantages of a cognitive abilities test with those of a work sample. Candidates with high scores prove their general cognitive abilities as well as specific skills like technical-mechanical understanding, spatial abilities, arithmetical skills, and orthography.
Long version # of items: 6 # of dimensions 4 Duration: 45 min - Internal consistency: α = .64
- Construct validity: .58 (CAM), .47 (CAM Speed of operation), .53 (CAM Ability to process), .33 (CAM Retentivity), .59 (PROFFICE), .51 (CAPPA), .51 (PLUSMINUS), .50 (CALCULATE), .60 (SPACE), .67 (TMU)
.07 (AMT-A), .10 (PIA), .01 (BSI), .01 (TAKE5 Extraversion), .13 (TAKE5 Emotional Stability), .17 (TAKE5 Conscientiousness), .14 (TAKE5 Agreeableness), .14 (TAKE5 Openness) - Criterion validity: .53 (career success), .55 (training success)
- Norm basis: N > 300
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PROFFICE | Cognitive abilities (work sample style)
PROFFICE belongs to a new test type called hybrid test. Hybrid tests combine the advantages of a cognitive abilities test with those of a work sample. Candidates who achieve a high score are able to calculate accurately, to extract relevant information rapidly from numerical and verbal data, and to think in quantitative categories. They are able to analyse and correctly understand complex tasks.
Long version # of items: 10 # of dimensions 3 Duration: 60 min - Internal consistency: α = .88
- Construct validity: .74 (CAM), .65 (CAM Speed of operation), .57 (CAM Ability to process), .45 (CAM Retentivity), .60 (BIS), .64 (CAPPA), .44 (PLUSMINUS), .53 (CALCULATE), .59 (EPICUR), .50 (SPACE)
.17 (TMU), .09 (AMT), .03 (AMT-A), .12 (PIA), .02 (BSI), .01 (CUSTOM!ZE), .07 (TAKE5 Extraversion), .14 (TAKE5 Emotional Stability), .08 (TAKE5 Conscientiousness), .09 (TAKE5 Agreeableness), .19 (TAKE5 Openness) - Criterion validity: .54 (career success), .42 (training success)
- Norm basis: N > 55,000
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Performance and knowledge tests | Knowledge tests
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TMU | Technical and mechanical understanding
Technical and mechanical understanding is an aspect of intelligence that is extremely important, especially in a commercial-technical professional discipline. People who achieve high scores in this method possess solid knowledge in the fields of physics and mechanics. They are able to solve general scientific problems.
Short version Long version # of items: 26 26 # of dimensions 0 0 Duration: 15 min 25 min - Internal consistency: α = .75
- Construct validity: 34 (CAM), .27 (CAPPA), .35 (PLUSMINUS), .16 (CALCULATE), .33 (SPACE)
.16 (PROFFICE), .19 (SYLLOG), .08 (AMT), .16 (AMT-A), .04 (PIA), .04 (BSI), .03 (C-Scale), .09 (TAKE5 Extraversion), .15 (TAKE5 Emotional Stability), .14 (TAKE5 Conscientiousness), .14 (TAKE5 Agreeableness), .17 (TAKE5 Openness) - Criterion validity: .38 (career success), .41 (training success)
- Norm basis: N > 1,300
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Job-related personality tests
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AMT | Achievement motivation
Achievement motivation literally represents an essential stimulation of professional success. In addition to intelligence, achievement motivation is the central trait that influences job performance and facilitates unerring predictions of professional success. Achievement motivation is defined as a general personality characteristic that forms various aspects of the individual including his or her behavioral tendencies. Many facets of the nature of a person combine to the achievement motivation in a job context. Candidates who achieve high scores are able to motivate themselves to work over long periods of time in order to achieve set goals. Such people work very independently and trust in their own ability to get the job done. They are resilient, target-oriented and approach tasks with confidence. They work exceptionally hard to achieve their goals, enjoy challenges and are proud of their achievements.
Short version Long version # of items: 19 51 # of dimensions 0 3 Duration: 5 min 12 min - Internal consistency (overall value): α = .90
- Construct validity: .81 (AMT-A), .92 (AMI), .81 (AMT-A), .43 (PIA), .83 (BSI), .77 (C-Scale), .87 (CUSTOMIZE Personality)
.09 (PLUSMINUS), -.02 (LOGIC), .15 (TMU), .21 (AC total), .16 (AC presentation), .21 (MMI) - Criterion validity: .31 (career success)
- Norm basis: N > 32,000
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BSI | Social competencies
Social competencies refer to the ability to achieve one's goals with adequate, appropriate, and socially accepted means in interpersonal situations. Individuals with high social competencies do not hesitate to initiate social contact with their colleagues and co-workers. They know how to perform properly and self-confident. They reflect their own needs and follow them by their own motivation - without constraining the cooperation with others or negatively affecting their long-term commitment. This skill can be seen both in situation within the company and in situations where an employee interacts with external partners, e. g. customers or other business partners.
Short version Long version # of items: 9 20 # of dimensions 0 0 Duration: 3 min 5 min - Internal consistency: α = .84
- Construct validity: .83 (AMT), .71 (AMT-A), .22 (PIA), .52 (C-Scale), .76 (CUSTOM!ZE), .45 (TAKE5 Extraversion), .40 (TAKE5 Emotional Stability), .48 (TAKE5 Conscientiousness), .14 (TAKE5 Agreeableness), .56 (TAKE5 Openness), .37 (AC Total)
.06 (CAM), .01 (PROFFICE), .09 (CAPPA), .02 (PLUSMINUS), .01 (CALCULATE), .00 (SPACE) - Criterion validity: .26 (career success), .20 (training success), .10 (sales performance)
- Norm basis: N > 63,000
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CONFIDENCE! | Achievement-oriented self-esteem
The faith in one's own performance is an important predictor not only of job performance but of job satisfaction as well. People with strong results in this field of competence are marked by a pronounced sense of being personally responsible for their successes, personally determining their actions, and trying to reach their goals. They are full of positive energy and will not be discouraged by failure.
Long version # of items: 12 # of dimensions 0 Duration: 4 min - Internal consistency: α = .78
- Construct validity: .80 (AMT), .61 (BSI), .55 (CUSTOM!ZE Total), .72 (NEO-FFI Emotional Stability)
.08 (SYLLOG) - Criterion validity: .27 (sales performance), .27 (job performance), .59 (job satisfaction)
- Norm basis: N > 1,300
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CUSTOM!ZE | Customer service orientation
Customer service orientation means the ability to identify the needs and expectations of customers and the drive to establish customer satisfaction. Candidates who achieve high scores in this particular dimension are capable of adapting their actions to the needs and expectations of their clients. They are forward-looking and can empathise with other people. They are active and obliging in their dealings with clients and are able to adopt the right form of behaviour. Providing good service is important for them in terms of their professional success.
Short version Long version # of items: 15 81 # of dimensions 0 9 Duration: 4 min 20 min - Internal consistency (overall value): α = .95
- Construkt validity: .87 (AMT), .87 (AMT-A) .41 (PIA), .93 (BSI), .75 (C-Scale), .51 (CUSTOM!ZE SJT)
.41 (CAM), .39 (SYLLOG) - Criterion validity: .19 (sales performance)
- Norm basis: N > 35,000
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C-Scale | Conscientiousness
Conscientiousness generally is counted to the big five personality factors. Meta-analyses have shown that conscientiousnees is the single most important big five factor to predict career success. Conscientiousness is defined as a facet of individual self-control that refers to planning, organising and performing tasks given over. It includes personality traits like personal strength, accuracy, and dependability. Individuals with high scores on conscientiousness pursue a thorough and precise accomplishment of their tasks.
Short version Long version # of items: 6 12 # of dimensions 0 0 Duration: 2 min 3 min - Internal consistency: α = .76
- Construct validity: .82 (AMT), .66 (AMT-A), .65 (PIA), .55 (BSI), .56 (CUSTOM!ZE), .90 (TAKE5 Conscientiousness), .86 (NEO-FFI Conscientiousness)
.07 (CAM), .06 (PROFFICE), .11 (CAPPA), .11 (EPICUR), .04 (SPACE), .07 (TMU) - Criterion validity: .32 (career success), .27 (training success)
- Norm basis: N > 67,000
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KLF | Key leadership factors
Especially in management positions a wrong choice can lead to serious consequences. For selection and development of leadership personnel a thorough assessment of the job-relevant personality traits is therefore essential. KLF enables you to assess the required traits using job-related items from a leadership context. Candidates who achieve high scores in this procedure possess the personality qualifications to cope successfully with leadership tasks.
Long version # of items: 117 # of dimensions 8 Duration: 35 min - Internal consistency (overall value): α = .96
- Construct validity: 53. (Extraversion), .64 (Conscientiousness), .68 (Emotional Stability), .28 (Openness), .29 (Agreeableness)
- Criterion validity: .35 (leadership success)
- Norm basis: N > 500
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PIA | Integrity and Counterproductive Tendencies
The personality construct integrity is very important in professional life. It comes to integrity for instance when a honest, reliable, and fair behavior towards the company and colleagues is addressed. Candidates who achieve a high score in this test are committed to the company's aims and will behave fairly towards their colleagues.
Short version Long version # of items: 14 45 # of dimensions 1 9 Duration: 5 min 12 min - Internal consistency (overall value): α = .89
- Construct validity: .46 (AMT), .32 (AMT-A), .21 (BSI), .56 (C-Scale), .56 (CUSTOM!ZE Personality), .40 (TAKE5 Extraversion), .63 (TAKE5 Emotional Stability), .65 (TAKE5 Conscientiousness), .74 (TAKE5 Agreeableness), .42 (TAKE5 Openness)
.11 (CAM), .13 (PROFFICE), .08 (CAPPA), .08 (PLUSMINUS), .05 (CALCULATE) - Criterion validity: .27 (career success), .20 (training success), .78 (self-reported deviant behavior)
- Norm basis: N > 23,000
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TAKE5 | Big5 personality traits
Personality traits are temporally and situationally stable characteristics that influence a person's behavior. Different jobs demand different behavior and varied personality traits. Therefore it is indispensable to assess these traits in a differentiated way to match occupational demands with personal qualifications. TAKE5 allows this kind of matching and assesses the big five personality factors in an occupational way.
Long version # of items: 48 # of dimensions 5 Duration: 12 min - Internal consistency dimensions
- Emotional Stability: α = .78
- Extraversion: α = .74
- Openness: α = .67
- Agreeableness: α = .71
- Conscientiousness: α = .77
- Construct validity
- Emotional Stability: .37 (AMT), .29 (AMT-A), .63 (PIA), .40 (BSI), .68 (KLF), .45 (C-Scale), .45 (TAKE5 Extraversion), .41 (TAKE5 Openness), .29 (TAKE5 Agreeableness), .18 (TAKE5 Conscientiousness), .89 (NEO-FFI Emotional Stability) .10 (KFM), .14 (PROFFICE), .13 (CAPPA), .04 (Creativity), .19 (PLUSMINUS), .04 (CALCULATE), .20 (EPICUR), .13 (SPACE), .15 (TMV)
- Extraversion: .51 (AMT), .29 (AMT-A), .40 (PIA), .45 (BSI), 53. (KLF), .31 (C-Scale), .45 (TAKE5 Emotional Stability), .62 (TAKE5 Openness), .18 (TAKE5 Agreeableness), .26 (TAKE5 Conscientiousness), .91 (NEO-FFI Extraversion) .09 (KFM), .07 (PROFFICE), .00 (CAPPA), .06 (Creativity), .12 (PLUSMINUS), .04 (CALCULATE), -.01 (EPICUR), -.12 (SPACE), .09 (TMV)
- Openness: .67 (AMT), .57 (AMT-A), .42 (PIA), .56 (BSI), .28 (KLF), .59 (C-Scale), .41 (TAKE5 Emotional Stability), .62 (TAKE5 Extraversion), .21 (TAKE5 Agreeableness), .45 (TAKE5 Conscientiousness), .50 (NEO-FFI Openness) .20 (KFM), .19 (PROFFICE), .2 (CAPPA), .05 (Creativity), .27 (PUSMINUS), .18 (CALCULATE), .16 (EPICUR), .06 (SPACE), .17 (TMV)
- Agreeableness: .30 (AMT), .25 (AMT-A), .74 (PIA), .14 (BSI), .29 (KLF), .58 (C-Scale), .33 (TAKE5 Emotional Stability), .18 (TAKE5 Extraversion), .21 (TAKE5 Openness), .45 (TAKE5 Conscientiousness), .65 (NEO-FFI Agreeableness) .07 (KFM), .09 (PROFFICE), .08 (CAPPA), -.05 (Creativity), .08 (PLUSMINUS), .06 (CALCULATE), -.01 (EPICUR), .00 (SPACE), .14 (TMV)
- Conscientiousness: .76 (AMT), .68 (AMT-A), .65 (PIA), .48 (BSI), .64 (KLF), .90 (C-Scale), .18 (TAKE5 Emotional Stability), .26 (TAKE5 Extraversion), .46 (TAKE5 Openness), .45 (TAKE5 Agreeableness), .81 (NEO-FFI Conscientiousness) .07 (KFM), .07 (PROFFICE), .14 (CAPPA), -.09 (Creativity), .21 (PLUSMINUS), .09 (CALCULATE), .10 (EPICUR), -.02 (SPACE), .14 (TMV)
- Criterion validity
- Emotional Stability: .14 (career success), .10 (training success)
- Extraversion: .18 (career success), .06 (training success)
- Openness: .32 (career success), .29 (training success)
- Agreeableness: .19 (career success), .13 (training success)
- Conscientiousness: .26 (career success), .21 (training success)
- Norm basis: N > 4,000
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Behavior-related situational judgment test (SJT)
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CUSTOM!ZE | Customer Service-related Judgment
Your employees' behavior during customer contact is crucial for your company's success. Your employees represent your company in the eye of your customers. Candidates who achieve high scores in this procedure are capable of correctly assessing job-specific situations and to act accordingly. They possess the implicit knowledge to anticipate behavior that is appropriate or to be expected from an employee in a specific situation.
Short version Long version # of items: 6 10 # of dimensions 0 0 Duration: 12 min 20 min - Internal consistency: α = .68
- Construct validity: .14 (CAM), .41 (PROFFICE), .09 (SYLLOG), .52 (AMT), .38 (AMT-A), .25 (PIA), .34 (BSI), .45 (C-Scale), .53 (CUSTOM!ZE Personality)
- Norm basis: N > 35,000
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JUDGE |
A situational judgement test (SJT) describes typical everyday situations at work that are critical for success. JUDGE assesses the ability to appraise situations, identify adequate bevavior, and act accordingly. The company and job specific development provides an insight into future tasks and a solid prediction of the actual behavior in similar situations.
Long version # of items: 0 # of dimensions 0 Duration: 0 min Company-specific developed Situational Judgment Tests (SJT) reach criterion validities up to .60.
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LEAD | Judgment on the job
LEAD assesses the ability to appraise leadership situations, identify adequate bevavior, and act accordingly. The appropriateness of behavior reveals to what extent the management behavior chosen by a candidate in the assessment involves their employees in the decision making process in a specific situation and thereby make successful decisions.
Long version # of items: 20 # of dimensions 2 Duration: 40 min - Internal consistency: α = .84
- Interrater-reliability: .71 (situational attributes), .83 (behavior alternatives)
- Norm basis: N > 300
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