Verbal Test (Managerial) for Clerical 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 clerical work.
Verbal Test (Managerial) for Administration 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 administrative work.
Numerical Test (Supervisory) for Junior Managers
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 Sales Representatives
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 sales work.
Numerical Test (Supervisory) for Receptionists
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 receptionist work.
Numerical Test (Supervisory) for Administration 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 administrative work.
Numerical Test (Managerial) for Managers
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 (Managerial) for 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 financial work.
Numerical Test (Managerial) for Controllers
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 financial work.
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.
Customer Contact Styles Questionnaire (CCSQ) for sales representatives
The test asks the individual to indicate his or her responses on a scale of five from strongly agree to strongly disagree. Recommended for training and development purposes.
Customer Contact Styles Questionnaire (CCSQ) for customer services representatives
The test asks the individual to indicate his or her responses on a scale of five from strongly agree to strongly disagree. Recommended for training and development purposes.
Occupational Personality Questionnaire (OPQ32) for experts
In this version of the test the candidate has to make “forced choices”, that is, they have to indicate which in a block of four statements is most and least like them. The ipsative method ensures that the candidates cannot bias the result of the assessment. The test cannot be hand scored.
Occupational Personality Questionnaire (OPQ32) for 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 four statements is most and least like them. The ipsative method ensures that the candidates cannot bias the result of the assessment. The test cannot be hand scored.
Occupational Personality Questionnaire (OPQ32) for managers
In this version of the test the candidate has to make “forced choices”, that is, they have to indicate which in a block of four statements is most and least like them. The ipsative method ensures that the candidates cannot bias the result of the assessment. The test cannot be hand scored.