The SACS aptitude assessment measures a person’s cognitive ability.
Measuring the cognitive ability of prospective and existing employees can be extremely valuable. Research over the past several decades has shown that cognitive ability is one of the most accurate predictors of success at work. People with higher levels of cognitive ability can:
Furthermore, they undertake counter-productive work behaviours less often than those with lower cognitive ability.
The intelligence assessment can be used to maximise the probability of success when hiring new employees. For existing employees it can be used as a predictor of the person’s likelihood of progressing within the organisation and as a foundation for coaching them for future development.
SACS uses the Australian Council for Educational Research (ACER) aptitude assessments:
The HEXACO is a six factor personality assessment that has been shown to be an excellent predictor of both success and failure at work. It looks at a person’s score on the factors of honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness to experience. Different jobs require different personality elements, but there are some personality elements that appear to be crucial for any role.
One of the most important areas of employee research right now is that of counterproductive work behaviours. This includes behaviours like:
The short form personality assessment is a 5 factor instrument that assesses the factors of Conscientiousness, Extraversion, Emotionality, Agreeableness and Openness. It assesses a candidate’s suitability for a role and is a shorter assessment than the HEXACO.
Values are a key aspect of an individual’s competencies. They influence certain aspects of a person’s behaviour and are significant predictors of positive and negative work outcomes. The Schwartz personal values questionnaire was developed through decades of research by Professor Shalom H Schwartz, one of the world’s most prominent and respected researchers on this topic. Many organisations try to match values through interview impressions; the values assessment gives you an evidence based approach.
Professor Schwartz discovered that there are ten values that affect people’s behaviours irrespective of the culture they come from. Below is an example of an individual’s results on the Schwartz personal values questionnaire and a brief explanation of what each value means.