Electus

Psychological tests are standardized, objective and reliable measuring methods that predict most likely personal behaviour in specific situations.
There are different types of psychological measuring instruments. The types of tests used most frequently for candidate and employee assessment are as follows:

Ability Tests

The tests of general cognitive abilities measure the general ability of logical thinking, acquisition of knowledge and skills, and resolution of complex problems and tasks. Consequently, they may predict candidate performance in different complex activities.
Other tests measure specific abilities important for particular jobs. It is important to test verbal abilities, for instance, for professions that involve communication with other people; numerical abilities are important e.g. in the accounting and finance field, while the candidate’s mechanical abilities need to be tested for jobs that require use, maintenance and repair of devices and equipment (e.g. engineers, mechanics, pilots).

Personality Questionnaires

They provide a detailed insight into the employee personality and behaviour, with special emphasis being laid on evaluation of interpersonal relations, team work and cooperation tendencies, organizing skills and motivation. The questionnaires test many personality traits, e.g. conscientiousness, extroversion, emotional stability, self-control, independence. They are, thus, used to predict employee adaptation and achievements at work.

Work Values Questionnaires

Every individual has his/her own value system - a set of personal beliefs about what is right, good or desirable. An individual work value system affects the behaviour when it comes to the selection of a profession, and the extent of work value achievement in a working situation determines job satisfaction and work preoccupation.
Consequently, the Work Values Questionnaire is used to test work aspects of greatest significance for the candidate. They are constructed to identify preferences relative to working style, working environment, desire for development, the expected level of responsibility, etc.

Leadership Style Questionnaire

Leadership style is usually permanent way in which a leader interacts with the rest of the team. In order to succeed, in addition to his personality traits, the manager has to know how to manage people.
There are several theories trying to explain leadership styles. One of the most quoted ones is the theory that claims that leadership effectiveness is the function of two things: balancing focus on the task and focus on intergroup relations, and leader's level of control and influence on the team.
Based on that theory, we are able to classify leadership styles according to level of leader's authority. This questionnaire estimates candidates' leadership preferences or, in other words, evaluates how they would communicate plans and tasks to the team if they were given the opportunity to be the leader.

Sales Aptitude Questionnaires

Every individual has his/her own sales approach – a set of specific behaviours in everyday interaction with customers and clients. Some features of a successful salesperson are active listening, persuasiveness, resistance, perseverance, knowledge and readiness, client orientation, negotiation, adaptability and vigour. A combination of these behaviours contributes to effective sales in different ways relative to job requirements.
The Sales Aptitude Questionnaire is used to identify characteristic, best developed individual behaviours, which are useful in sales. The questionnaire is also used to identify those behaviours individuals could develop further in order to increase their sales success.

The results suggest how the person:

• Builds trust and relations with customers
• Presents and articulates product/service values
• Adapts to different customers in terms of different buying and sales styles
• Obtains buying consent
• Settles negotiations
• Acquires sales knowledge

… And may be used:

• To select salespersons
• In sales employee management
• For sales personnel training
• To develop effective sales teams

Belbin® Team Role

According to the team role model, developed after comprehensive studies by Dr. Meredith Belbin, we are distinguished by the behaviour we practice in team work. These distinctions depend on individual abilities, knowledge and interests. Every individual undertakes a team role, which is manifested in different approach to group management, a dose of creativity applied to work, work results orientation, decision making and cultivation of interpersonal relations in general.
The Belbin® Team Role Questionnaire is an instrument that provides a unique insight into the employee behaviour in a team environment and encourages organizational progress.
The aim of the Belbin® Team Role Questionnaire in the organizational environment is to assist employees to become aware of their team role preferences, and to provide consultation regarding improvement of individual and professional development and better team performance.

The Belbin® Team Role is used in the working environment when there is a need to:

• Understand employees and increase their self-awareness
• Develop natural talents and preferences
• Build productive working relationships
• Promote genuine team work
• Select and develop highly effective teams
• Assign people to adequate positions
• Increase management effectiveness

The individual assessment is an invaluable tool to increase self-awareness and behavioural preferences that, in turn, allow easier adaptation to organizational and job requirements.
The assessment can also be used to recruit and select new candidates as it contains information about the candidate’s adequacy for the job assessed.

MBTI®

Increase of Organizational, Team and Individual Efficiency
The Myers-Briggs Type Indicator (MBTI®) is a personality questionnaire that ‘describes’ the individual psychological type. The MBTI questionnaire is an empirically researched and verified instrument. It has been used since the early 1940s. Today more than 2 million copies are completed, and it is the most frequently used personality questionnaire in the world.

The MBTI employee psychological profiles with special emphasis on the working environment indicate differences in:

• Approach to working tasks and communication methods
• Relationship towards colleagues and clients
• Decision-making process
• Motivating, i.e. unmotivating factors
• Relationship towards given deadlines, and
• Areas for further development

The emphasis is laid on the value of individual differences in the working enviornment, specific individual contributions and advantages of combinations of different preferences and ‘strengths’ in team work.
The aim of using the MBTI® instrument in the organizational environment is to allow employees to get to know each other better, and to provide team and department leaders with the information for the evaluation of strengths and weaknesses of the team as a whole, potentials for further development of individual members and the team as a whole, suggestions for project team compositions, barriers in the information flow and suggestions for their resolution, potential conflicting areas, etc.