Profile Assesments

To support the decision process, MARPRO utilize the Thomas International Assesment system, the largest privately owned assessment company in the world.

We normally recommend the combination of a Personal Profile Analysis (PPA) and a General Intelligence Analysis. This allows us to compare profiles based on both subjective and objective criteria’s and the results provides a scientific fundament for the final decision.

Personal Assessment Profile (PPA)

In just 8 minutes, the Personal Profile Analysis psychometric assessment will provide an accurate insight into how people behave at work, answering questions such as: what are their strengths and limitations? How do they communicate? Are they self-starters? What motivates them?

Assess: Behaviour
Type: Ipsative psychometric assessment
Time: 8 minutes

Thomas' behavioural assessment PPA provides an accurate insight into how people behave at work, giving you a greater level of certainty when recruiting, identifying where to maximise your learning and development budget and understanding where to boost morale to avoid staff turnover.

It will also enable you to spend less time managing your underperformers and focus more time on those who will truly drive your business forward. Thomas PPA takes only 8 minutes to complete. You are then provided with an initial profile detailing a person’s strengths and limitations, their communication style, their value to the business, what motivates them, their basic fears and how they behave under pressure.

Use Thomas PPA to:

  • Recruit the right person
  • Improve communication
  • Motivate and engage staff
  • Identify areas for development
  • Manage performance

General Intelligence Assessment (GIA)

Cognitive ability relates to how quickly and accurately a candidate can process information. Information can be presented verbally, numerically or in spatial and abstract forms. The Thomas General Intelligence Assessment measures the candidates cognitive aptitudes and abilities across five areas: Reasoning, Perceptual Speed, Number Speed & Accuracy, Word Meaning and Spatial Visualisation.

Assess: Cognitive aptitudes and abilities
Type: Normative psychometric assessment
Time: 45 minutes

Cognition is the word that psychometrics experts and psychologists use for describing thought processes. A candidates cognitive ability encompasses the thought processes that lead to the speed of information processing. This means looking at how quickly the candidate can move from perception and acquisition of knowledge, to retaining it, organising it around the candidates existing knowledge and then being able to take those concepts and apply them again in a different situation. This is related to the candiates problem-solving, analytic and reasoning skills.

When a candidate take a cognitive ability test, the test will likely be timed. The candidate will also find that the score is given as a percentile ranking. This gives the employer an idea of where the candidate score sits against a particular population, selected as a comparison sample. For example, if the candidate score in the 36th percentile, this means that the candidates score was the same as or better than 36% of the population that the candidate is being compared against.

These cognitive ability tests can help to show an employer how quickly a candidate will pick up a new job or task, how well the candidate will be able to make appropriate decisions in a timely manner, whether the candidate will be able to cope well with situations that are new or more complicated and whether the candidate can exercise sound reasoning and provide suitable solutions to problems.

Ultimately, these cognitive ability tests can give a strong indication of likely overall job performance, as well as identifying areas that require development and coaching.

Cognitive ability can predict both job and academic performance.


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