From validity to Big Five: the key terms around assessments and talent management, briefly explained.
A structured measurement of ability, personality or behaviour to select or develop more objectively.
The degree to which a test actually measures what it claims to measure.
The degree to which a test measures consistently and reproducibly.
A reference group against which an individual score is compared to gain meaning.
The most researched personality model, with five dimensions: extraversion, conscientiousness, emotional stability, agreeableness and openness.
Big Five →An accessible model with four behavioural styles: dominance, influence, steadiness and conscientiousness.
DISC →Measures thinking and learning ability, often under time pressure. Strongly predictive of job performance.
Cognitive ability test →Maps stable preferences and behaviour. There are no right or wrong answers.
Personality test →What motivates someone and gives energy at work. Key to engagement and fit.
Motivational drivers →Feedback on behaviour from multiple perspectives: manager, colleagues, clients and self-view.
360-degree feedback →A cluster of knowledge, skills and behaviour needed to perform a task or role well.
Competency →The degree to which a test score predicts future behaviour or performance.
Indicates what percentage of the norm group scores lower. Percentile 70 means: higher than 70% of the group.
Presents realistic work situations and measures which approach someone chooses.
A measurement before hiring to assess whether a candidate fits the role.