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General Employment Test Packages |
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Employment Tests (click on each category below to see more)
Developed by Dr Richard Roberts from the University of Sydney, this inventory is based on the Big Five Factor Theory of personality. The OCEANIC (Openness, Conscientiousness, Extraversion, Agreeableness, N-Stress Tolerance Index Combined) is a demonstrably robust measure of personality for any occupation. Among other things, the OCEANIC examines such factors as team fit, work ethic, and reliability, and social ability.
Conscientiousness Scale: The major aspects of the Conscientiousness factor include accomplishment, scrupulousness, and responsibility. People who score high on this trait are described as well-organised, planful, careful, and thorough. Individuals who score low tend to be disorganised, careless, inefficient, and undependable. Extraversion Scale: People who score high on this trait are described as talkative, sociable, having high energy, and assertive. Individuals who score low on this trait are described as quiet, solitary, having low energy, shy, and reserved. Agreeableness Scale: Agreeableness is a dimension best perceived as interpersonal in its manifestation, containing aspects of sympathy, compassion, and generosity. People who score high are described as warm-hearted, kind, trusting, and compassionate. People who score low are described as antagonistic, unkind, suspicious, and unsympathetic. N - Stress Propensity Scale: People who score high on this trait are described as emotional, anxious, highly-strung, self-pitying, and self-conscious. Individuals who score low are described as calm, even-tempered, self-satisfied, and comfortable with themselves. |
Openness Scale: The Openness dimension contrasts the 'open' person who is generally more willing to entertain novel ideas and unconventional values, with that the 'closed' person who tends to be conventional in behaviour and conservative in outlook. A measure of fluid intelligence (Gf) that examines problem solving ability and numerical fluency at an elementary level.
A measure of crystallized intelligence (Gc) that examines knowledge of word meanings and language comprehension.
A measure of mental processing speed (Gs). Examines clerical and perceptual speed and checking ability.
A measure of fluid intelligence (Gf) that examines sequential and spatial type reasoning skills.
A measure of fluid intelligence (Gf) that examines general reasoning skills and numerical fluency.
A test of fluid intelligence (Gf) designed to examine strategic thinking and logical reasoning. The matrices test helps examine a person's ability to solve more complex problems.
Measures working memory and fluid intelligence (Gf). Examines the ability to change or switch between different tasks.
Time organisation and Management Inventory (ATOMS) was developed to assess time management behaviours and attitudes. It is based on work by experts in the field of time management (Adams & Jex, 1997; Britton & Tesser, 1991; Lakein, 1973; Maccan et al., 1990), as well as large-scale empirical studies devoted to psychometric analyses and construct validation (Roberts et al., 2002). The scale consists of six dimensions outlined below.
Sense of Purpose: This sub-scale is composed of the following components: individual differences in a person's sense of purpose, their level of focus, the way in which they order priorities, and their goal-setting capacity.
Meeting Deadlines: This sub-scale is essentially the converse of procrastination. Items defining this construct measure the extent to which people perceive themselves to be in control of time and to use their time wisely and efficiently. It also reflects a person's ability to estimate accurately the time it takes to complete a task and be realistic about what goals may be achieved in a set period. Mechanics of Time Management: The items in this sub-scale assess actions, strategies, and preferred ways of behaving that are associated with successful time management practices.
Coping with Temporal Flow: Scores on this sub-scale represent a person's ability to cope with (and adapt to) circumstances, particularly as these change with the passage of time. It has two major components. Firstly, it reflects a person's perception of and orientation to the past, present, and future. This factor also has some concordance to a construct known as '(future) time perspective'. Secondly, it reflects an individual's potential to cope with change and their ability to adapt when change occurs.
Propensity to Plan: The items in this sub-scale essentially assess ways of behaving that stand in contradistinction to acting impulsively and spontaneously. Items reflect a person's preference for structure and routine over flexibility, unpredictability, and lack of constraint.
Effective Organisation Scale: The final sub-scale indicates a person's preference for being organised and keeping their workspace neat and tidy. Several items pertain to the degree to which a person views messiness or disorganisation as counterproductive.
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