What is Psychometric Profiling?
Psychometric profiling is the use of a model to understand what drives a particular individual’s behavior. Using the metaphor of an iceberg, profiling looks beneath the surface and helps us to understand an individual’s personality. It works by getting an individual to complete a questionnaire the answers to which are compared in a systematic way to a mass of data from other people who have answered the same questions.
It is often referred to as personality profiling or even as psychological testing, this latter term is not helpful as it implies the making of value judgements and a profiling exercise is not a “test” as such and the individual is not sitting an exam where he or she will pass or fail.
Psychometric profiling has a long history; there are many models on the market. Many are based on the observations of Carl Jung, this lead to the development of the Myers-Briggs Type Indicator (MBTI); in recent years other bodies and individuals have developed other useful models based on various approaches.
Since the psychometric models are all based on ‘norms’ of various sorts, interpretation of the results depends on an understanding of the underlying model. The profiles are therefore only made available via accredited people, who will usually be consultants (whether occupational psychologists or management development specialists, coaches etc).
Once you have “Sat” or “Taken” the “test” the accredited person then gives the report to the person being profiled and, on a one-to-one basis, explains how the model works, analyses the individual’s profile report and then discusses with them the implications in terms of personal development opportunities, career planning, etc.
Why do it?
Psychometric profiling can work at all levels within an organisation, for many different purposes, including:
- Career development
- Conflict management
- Leadership development
- Personal development
- Personality assessment
- Recruitment and selection
- Talent management
- Team development
Does it work?
In short, yes. Extensive research in recent years (most notably an academic literature review by Barrick and Mount drawing on some 24,000 profiles undertaken in a work context) has validated the ‘Big Five’ approach. Coupled with the impact of PC and web technology, this has led to a significant increase in demand for new generation profiling tools.
Psychometric Profiling Services
iWAM Assessment Tool
The Inventory for Work Attitude & Motivation (iWAM) is a questionnaire used for job-related activities, such as recruitment, coaching and training projects. It is based on metaprograms, a model of cognitive thinking styles (48 parameters are measured and explained).
The iWAM Management Report identifies a person’s motivational and attitude preferences in the job context and predicts how this person will behave in various job types, such as administrative, customer contact or managerial tasks. The iWAM Attitude Sorter predicts key motivational preferences and development areas.
JobEQ provides products that are designed to create a more emotionally intelligent workplace, which increases your ability to hire, manage and coach employees.
Not every part of HR faces the same challenges. You need flexible solutions that fit your specific needs. JobEQ’s formula for success is: RESULTS = ATTITUDE x VALUES x COMPETENCE, and a goal to improve each factor that will inevitably lead your organisation to great results.
The iWAM is a unique online assessment tool designed to measure motivational and attitudinal patterns in the work-context that directly influence:
- What you sense and experience from the world around you
- How you interpret what you experience
- How you behave and communicate as a result.
In other words, the iWAM helps explain, predict, and influence performance in a certain work environment or role by assessing what you pay attention to, how you think, and how you prefer to behave in the context of work.
How is the iWAM different than other assessments?
The iWAM produces unique and powerful results by providing a look at a dimension of humans that is not available through any other assessment. It measures motivational and attitudinal patterns—a set of filters and translators that exist at the non-conscious level in humans.
Unlike tests that measure traits such as personality, the patterns assessed by the iWAM may be somewhat different in different contexts (e.g. at work, at home, or with friends), hence revealing them in the work-context is more powerful in explaining or predicting performance than characteristics that tend to be stable across situations. (The questions and statements in the iWAM assessment keep one’s focus on the work-context throughout the entire test process.)
iWAM also explains implications of the results in work relationships and communication, and helps you determine developmental directions and methods.
Unlike other tests, the iWAM does not put people in boxes: each person has a unique fingerprint of motivational and attitudinal patterns. For each pattern measured, iWAM recommends motivational language to be used – or avoided – for effective communication.
iWAM also compares one’s results to a standard group (people who have taken the test) to provide invaluable information about how others actually see us!
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The EBW Emotional Intelligence Model for Business
- Decisiveness: Willingness to make decisions, the need for control and the level of comfort with decision making responsibility.
- Motivation: Level of energy, passion, drive and enthusiasm for work, being optimistic and positive, the need for achievement and challenge.
- Influence: The drive to influence others and persuade them, to be heard and have an impact.
- Adaptability: The desire for, and enjoyment of, variety in the workplace; the capacity to keep an open mind and be flexible with different and creative approaches.
- Empathy: The ability to recognise, be sensitive to, and consider others’ feelings, needs and perspectives. The need to understand, to help, and work with others.
- Conscientiousness: (Sub-scales Structure and Rules): The need to plan and have structure, be diligent and meet deadlines; the level of comfort with conforming and following the rules.
- Stress Resilience: (Sub-scales Resilience & Emotional Control): The capability to relax and deal with the day to day pressures of work; the level of comfort with showing and managing emotions e.g. can control/hide temper when provoked.
- Self Awareness: This scale is an index of the extent to which an individual’s EBW scores is likely to correspond with the way that others would score them on the EBW scales.