Many important outcomes are influenced by our personalities. At an individual level, personality affects whether you will be an effective leader. It also influences your typical levels of job satisfaction, employee engagement, and the quality, quantity, and timeliness of the work you produce.
At an aggregated level, personalities in organisations predict accounting and stockmarket-based measures of firm performance. In short, the personality of workers in organisations is a powerful organisational asset. It should be managed strategically rather than being left to develop haphazardly. The best way to do this is with standardised personality questionnaires.
OUR PERSONALITY ASSESSMENT
Perspectives is a broad-range occupational personality inventory that is based on modern neuroscientific and psychometric models of personality.
It is suitable for use in all areas of HR where detailed information is required about employees’ and prospective employees’ patterns of thinking, feeling and behaving.
The structure of Perspectives reflects modern neuroscientific thinking about personality. It contains ten broad scales that correspond to the ten aspects of personality identified by De Young et al. (2010), and can be aggregated to form the Big Five.
Perspectives is a self-report inventory. It is 90 questions long, makes minimal reading demands, and is completed in under 20 minutes after receipt of an invitation from the Podium assessment system. Reports can be generated instantly for selection and development.
- Perspectives was developed using large, representative samples using multidimensional item response theory methods.
- Perspectives has strong internal consistency reliability overall and across subsamples (e.g., gender and ethnicity).
- Test-retest reliability analyses over a 14-day period reveal that the retest reliabilities for all scales is in excess of .75. That's high.
- Validity studies against well-established models, such as De Young’s Aspects and the 16PF, reveal expected patterns of correlations with these alternative models.
- Examination of questionnaire items across ethnic regroups reveals minimal evidence of psychometric bias (i.e., measurement invariance analyses)
- Analyses of Perspectives data across thousands of participants of different ethnicities suggests differences across groups are unlikely to lead to adverse impact.
- Predictive models using Perspectives scales and manager and colleague ratings of worker job performance reveal significant correlations with job performance.
- Large normative comparison groups are available for Perspectives from job applicants in the United Kingdom, Australia, New Zealand and Asia.