Occupational Personality Questionnaire (OPQ32) for Managers, Experts and Graduates
In this version of the test the candidate has to make “forced choices”, that is, they have to indicate which in a block of three statements is most like them and then from the remaining two statements which are more characteristic of them. The ipsative method ensures that the candidates cannot bias the result of the assessment. The test cannot be hand scored.
Work Styles Questionnaire (WSQ)
The Work Styles Questionnaire has been specifically designed to help assess and develop the behaviours associated with successful job performance in the areas of manufacturing and production. It is applicable to a wide range of selection and development activities, ranging from recruitment, one-to-one performance counselling, training needs analysis, through to team building and restructuring. It is basically a version of the OPQ developed specifically for manufacturing and production jobs.
Motivation Questionnaire (MQ)
The Motivation Questionnaire is recommended for the assessment of managers and professionals. The candidate has to indicate how much various factors motivate them in their work. It can be used on its own and as a companion to SHL personality questionnaires. Since motivation fluctuates as a function of time and changing circumstances, it is recommended that the candidates be retested quite often.
OPQ 32 + MQ Motivation for Sales Representatives
With the joint use of the two questionnaires, the competencies and the motivational factors of sales representatives can be determined. It can be also determined, in which sequence of the sales cyle is the candidate.
Verbal Test (Managerial) for Managers, Sales representatives, Clerical and Administrative Staff
This kind of test measures, how precise and correct the candidate is in concluding from texts. The given paragraphs are from the area of managerial work.
Verbal Test (Supervisory) for Sales Representatives, Customer Services Representatives and Administrative Staff
This kind of test measures, how precise and correct the candidate is in concluding from texts. The given paragraphs are from the area of customer service work.
Verbal Test (Operational) for Trained Workers and Skilled Workers
This kind of test measures, how precise and correct the candidate is in concluding from texts. The given paragraphs are from the area of operational work.
Numerical Test (Managerial) for Managers and Financial Experts
This kind of test measures, how precise and correct the candidate is in concluding from numerical data. The given numerical data is from the area of managerial work.
Numerical Test (Supervisory) for Junior Managers, Sales Representatives and Administrative Staff
This kind of test measures, how precise and correct the candidate is in concluding from numerical data. The given numerical data is from the area of managerial work.
Numerical Test (Operational) for Trained Workers and Skilled Workers
This kind of test measures, how precise and correct the candidate is in concluding from numerical data. The given numerical data is from the area of operational work.
Inductive Reasoning Test for Software Developers, Programmers, System Operators, Engineers and Project Engineers
This kind of test measures the logical reasoning skills of the candidate with the help of graphs. As many researches have confirmed, this kind of test indicates the suitability of software developers well.
Universal Competency Framework (UCF)
It is based on the UCF20 competency model. It provides a holistic 360-degree view of an employee by gathering feedback from the employee’s manager, peers, direct reports, and/or other raters. By offering a wide range of perspectives, 360 feedback gives employees a more thorough understanding of not only their strengths, weaknesses, and development opportunities, but also their impact on others.
RemoteWorkQ
Every employee works differently from home, so they also need a different kind of support. In an epidemic caused by COVID-19, the home office soon became commonplace. Our goal is to provide employees with the right help for their work, even in this changed situation. We have used 40 years of experience and expertise to create a tool that provides real support to employees and organizations in adapting to work from home.
IT (Information Technology) tests
SHL has a really wide variety of tests, more than 200 tools. We can also measure popular programming languages like JAVA, C languages, PHP, HTML, or Phyton and basic computer skills like using Microsoft Office programs. Our catalogue below contains every avalaible SHL IT tests.
Executive Scenarios
Executive Scenarios is a unique test of Managerial Judgement - an individual’s ability to decide on effective ways of handling real life situations. It is specifically designed to assess judgement in Executives; a group who typically has significant work experience to draw on. It consists of hypothetical scenarios, each followed by several possible responses. Candidates rate the effectiveness of each response, using a 6-point scale, from highly undesirable to highly desirable. It can be used for recruitment, selection, training and development, performance management and coaching in a variety of functions and industries.
Managerial Scenarios
Managerial Scenarios is a unique test of Managerial Judgement - an individual’s ability to decide on effective ways of handling real life situations. It consists of hypothetical scenarios, each followed by several possible responses. Candidates rate the effectiveness of each response, using a 6-point scale, from highly undesirable to highly desirable. It can be used for recruitment, selection, training and development, performance management and coaching in a variety of functions and industries.
Graduate Scenarios
Graduate Scenarios is a unique test of Managerial Judgement - an individual’s ability to decide on effective ways of handling real life situations. It is specifically designed to assess judgement in graduates; a group who typically has limited work experience to draw on. It consists of hypothetical scenarios, each followed by several possible responses. Candidates rate the effectiveness of each response, using a 6-point scale, from highly undesirable to highly desirable. It can be used for recruitment, selection, training and development, performance management and coaching in a variety of functions and industries.
Dependability and Safety Instrument for Entry-level workers
The DSI is a short pre-screening tool for many key entry-level roles. It is designed to identify potential employees who will have good dependability and reliability, and who are less likely to engage in counter-productive work behaviors.