A proven part of successful recruitment, psychometric assessment, is also recognised as a vital component in improving organisational effectiveness through the development of both teams and individuals. The use of psychometric assessments can play a significant role in effective member care, enabling individuals to evaluate their gifts and experience and develop an action plan to improve their individual effectiveness and strengthen their relationships with colleagues.

For international mission agencies, whether as part of initial recruitment, home assignment or on return home, the use of psychometrics provides added value to discussions on an individuals experiences, readjustment to different cultures and changes in role. Individuals such as pastors and missionaries often value the opportunity to talk with someone who is outside their agency as they may have personal issues they do not want to share with anyone in the agency or for which they think there is no help in the agency.

At Claybury we utilise a wide range of ability and personality tools to ensure that the information and insight the tools provide allows the organisation and the individual to make more informed decisions concerning their gifts and experience and future roles. We are able to use psychometrics, together with structured interviews to produce in depth psychological profiles of individuals covering both personality and intellectual ability. We use psychometric assessment as an integral part of:

• Individual assessments for selection purposes providing further data to validate or challenge perspectives from other sources and give interviewers the opportunity to explore areas of concern highlighted by the assessment.
• Debriefing sessions on home assignment or return home.
• Counselling.
• Personal development programmes.
• Individual coaching,
• Bespoke assessment centre design, incorporating psychometrics with other means of assessment e.g. job preview simulations, interviews, group exercises.

Leading edge methodologies, including the use of on-line questionnaires, and best industry practices are adopted.

We adopt a pragmatic approach that enables our clients to benefit from a specialist advice delivered in a clear, timely and down to earth fashion with client reports tailored to your individual needs.

All our assessment specialists hold the British Psychological Society's Level A and Level B qualifications in psychometric testing which allows them to tap into an extensive range of ability tests provided by all the main test providers and the following personality instruments: MBTI, NEO-PiR, 16PF, CPI, OPQ, EQI, HDS and others.

Fees: As a non-profit organisation we are required to make these services available at a reasonable cost and usually discuss a suitable donation base with our clients. Enquiries for Psychometrics are treated as confidential. For further information contact us on 0845 4340021 or email pauline@claybury.com.

‘Click below for summaries of some of the psychometric tools that we use’
MBTI®, BarOn EQ-i®, 16PF®, NEO PI-R®, FIRO Human Element


MBTI®
The MBTI® questionnaire describes an individual's personality preferences. It represents these in four dimensions with the various combinations of these preferences result in 16 personality 'types'. Each is associated with a unique set of behavioural characteristics and values.
The MBTI is useful to allow individuals to begin to raise their level of self awareness and provide a common language for individuals to explore personality differences. As such it can be used for:

• Individual development
  Understand preferred working style and how to develop this to be more effective
• Leadership development
  Helps leaders to appreciate the impact of their personal style on others. Identify their strengths and any areas which they may need to develop to become more effective. Can be used as part of an executive coaching programme
• Team building and development
  Increase awareness of the team’s working style. Through this, improve team communication, enhance problem solving, encourage appreciation of diversity and resolve conflict
• Organisational change
  Understand why people react differently to change and how to support them though the process
• Improving communication
  Help people to understand how to communicate effectively with different people and develop influencing and persuading skills

BarOn EQ-i®
A growing body of research suggests that emotional intelligence is a key determinant of success in life. Emotionally intelligent people are effective at work and in life.  They are very self-aware, and empathise and build relationships with others.  These attributes can be developed and many of clayburys learning solutionsa re aimed at developing emotional intelligence. Based on over 20 years of research by Dr Reuven BarOn and tested on over 85,000 individuals worldwide, BarOn EQ-i® is the first measure of emotional intelligence to be reviewed in the BUROS Mental Measurement Yearbook (the leading international review of psychometric tests).  

The BarOn EQ-i® measures emotionally and socially intelligent behaviour in five key areas:

• Intrapersonal:
  Self-Regard
  Emotional Self- Awareness
  Assertiveness
  Independence
  Self-Actualisation
  
• Interpersonal:
  Empathy
  Social Responsibility
  Interpersonal Relationship
  
• Adaptability
  Reality Testing
  Flexibility
  Problem Solving
  
• General Mood:
  Optimism
  Happiness
  
• Stress Management:
  Stress Tolerance
  Impulse Control
  

16PF®
The 16PF® instrument is a robust measure of personality traits. It was developed by Raymond Cattell in 1949 and is available in UK English and many other languages. The 16PF questionnaire assesses an individual’s personality against 16 personality factors. 

• Selection
  Map the factors against those needed for success in a role. Assess candidates against these and use as a basis for interview
• Management development
  Assess management potential and style and use this to formulate a development plan
• Executive coaching
  Help current and potential leaders to increase their self-awareness and identify areas for development
• Team building
  Understand any areas that might add to or detract from team effectiveness. Identify areas for team development
• Career guidance
  Match individual’s skills to those needed for particular roles. Identify any skills that would benefit from further development.

NEO PI-R®
The NEO PI-R® is internationally recognised as the ‘Gold Standard’ instrument with which to measure personality. NEO PI-R® can be used across a broad range of occupations. It is most suited for middle to senior leadership assessments where a comprehensive description of temperament and behavioural style is required for informed selection, internal promotion and individual development decisions.

The high amount of detail gained from the questionnaire provides a platform for substantial investigation into an individual’s behavioural style and temperament. The five broad domains measured are:

• Extraversion
• Negative Emotion
• Openness to Experience
• Agreeableness
• Conscientiousness

The five factor model delivers informed data applicable to working style, leadership style, team style, training needs, conflict resolution, decision-making style and stress management.
The Hogan Development Survey®
The (HDS) represents ground breaking research on eleven behavioural tendencies that can derail career success. The questionnaire contains eleven scales measuring behavioural tendencies that can be barriers to career success. The scales are interpreted in terms of risk—higher scores indicate greater potential for problems on the job.
In the book “Why CEOs Fail”, Dotlich and Cario use the results of the HDS® to document the pervasiveness and negative impact of these tendencies among executives. According to Dotlich and Cario, "...CEO’s, as well as all leaders, are vulnerable to these eleven derailers - deeply ingrained personality traits that affect their leadership style and actions." They suggest that the key to avoiding the negative consequences associated with these tendencies is self-awareness.


FIRO Human Element

We use 3 FIRO tools to help individuals raise their self awareness:

Behaviour - FIRO Element B® Your Behaviour is a critical window into the things that matter to you - and hence the things which affect your relationships. Element B provides a check on what you say you do and how you want things to be. It is a self report questionnaire measuring three dimensions - Inclusion, Control and Openness from four different aspects.

Feelings - FIRO Element F® Your Feelings are what make you human. They are the driving force for much of what you do. Element F provides a tool for exploring this much neglected area and helps to provide a key to convert 'What you do' into 'Why you do it'. It explores the feelings you have towards others and clarifies your attitude towards their significance, their competence and their likeability. This, in turn, provides the mirror into your own self concept.

Self - FIRO Element S ® The self concept is the key to how you manage your life and your relationships. By exploring how 'I include myself', why 'I control my spontaneity' and what 'prevents me from developing self awareness people learn how they feel towards themselves and how that is reflected in all their relationships with others.

Other personality tools:

OPQ, MQ, IPI ASQ