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.
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.
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 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.
The PMC facilitates constructive, in-depth, 360° degree development of managers, based on detailed assessment of 36 key management competencies, viewed from multiple perspectives. Besides the candidate, a number of other people (colleagues, subordinates, managers, clients) fill the questionnaire as well. The test can be administered with a computer which makes test-taking flexible. The comprehensible, computer generated report is aimed particularly for managers (i.e. the candidates), and helps to identify and accept areas of development.
This inventory can be used both to predict managerial achievement and to identify developmental needs.
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.
In the normative format of OPQ32 individuals indicate the extent to which they agree or disagree with a series of statements on a scale of five, ranging from “completely agree” to “ I do not agree at all”. Its uncomplicated language and straightforward structure make the test accessible for everyone, however, due to its normative nature, we recommend it primarily for training and development purposes.
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.
The test is a companion to the Raven’s Matrices which measure nonverbal intelligence. It contains words that an intelligent person would probably “know” yet would not be necessarily aware of their meaning. The candidate has to choose the synonym of the words from a list of alternatives.