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ABILITY ASSESSMENTS

future-oriented

ABILITY
ASSESSMENTS

COGNITIVE PROCESS PROFILE (CPP)

The Cognitive Process Profile (CPP) is an advanced computerised cognitive assessment technique or test that externalises and tracks thinking processes to indicate a person’s cognitive preferences and capabilities. Based on this information, a suitable Stratified Systems Theory (SST) work environment, learning potential and developmental needs of the person can be identified. The CPP is not a speed test, and the candidate can work at his/her own pace. It normally takes one to three hours to complete. The assessment also does not require “correct” answers. A comprehensive report is provided which indicates the person’s stylistic preferences, describes a most suitable work environment, represents processing scores and learning potential for developmental purposes, and provides customised developmental guidelines. Our psychologists are trained and accredited to use the CPP for purposes of selection, placement, succession, team compilation, development, and other HR functions.
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DIFFERENTIAL APTITUDE TEST (DAT)

An aptitude is a combination of characteristics indicative of an individual’s capacity to acquire with training some specific knowledge or skill, our set of organised responses, such as the ability to speak a language, to become a musician, to do mechanical work etc.’ There is no assumption that aptitudes are hereditary but rather are a result of the interaction between hereditary and environment. Aptitudes are extremely broad. It embraces any characteristics which predispose to learning, including intelligence, achievement, personality, interest, and special skills. The original forms (A and B) of the DAT were developed in 1947 to provide an integrated, scientific, and well-standardized procedure for measuring the abilities of boys and girls in Grades 8 through 12 for the purpose of educational and vocational guidance. While the tests were constructed primarily for uses in junior and senior high schools, they have also been used in the educational and vocational counselling of junior employees, graduate recruitment and in the selection process.
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GRADUATE REASONING TEST (GRT)

The Psytech Graduate Reasoning Test or GRT1 as it is known, is a combination of three different tests and is used in assessing high level staff (e.g. managerial positions, system analysts, accountants, SMP’s, technical and scientific posts etc). The tests are designed to evaluate high level reasoning skills thus gauging the mental ability of each candidate. The three tests are: Verbal reasoning (VR1) – This test is used to evaluate high level verbal abilities and thus measures vocabulary, verbal fluency and the candidate's proficiency using the English language. Numerical reasoning (NR1) – In this test the candidate will have to prove their numerical ability by using different concepts and use logical reasoning to recognize different mathematical relationships. Abstract reasoning (AR1) – Commonly known as the purest form of mental ability, in the AR1 the candidate will be evaluated of the capacity to understand abstract logical problems. These tests are used to measure process mapping, creativity, and abstract thinking levels.
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Wechsler Adult Intelligence Scale IV (WAIS-IV)

The WAIS is an intelligence test first published in 1955 and designed to measure intelligence in adults and older adolescents. The test was designed by psychologists, who believed that intelligence was made up of several different mental abilities rather than a single general intelligence factor. The WAIS has ten core subtests as well as five supplemental subtests. Additionally, the WAIS-IV test provides four major scores on perceptual reasoning, processing speed, verbal comprehension, and working memory. The WAIS-IV also provides two overall summary scores including a Full-Scale IQ and a General Ability Index.
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HOGAN BUSINESS REASONING INVENTORY TEST

The Hogan Business Reasoning Inventory test measures your tactical and strategic reasoning. Employers use this assessment to determine how you solve problems and identify gaps, flaws, and errors in written and numerical items. Hogan’s assessments provide insights into a test takers verbal and logical reasoning, abstract reasoning, and numerical reasoning abilities. Whilst Hogan Judgment Assessment is a combination of the personality and cognitive ability assessment questions. The Judgment Assessment evaluates how a person makes decisions and measures their response to the results of their decision and negative feedback. With this assessment we can ascertain a candidate’s ability to learn, decide, and to adapt when dealing with complex information.
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EMOTIONAL QUOTIENT INVENTORY® 2.0 (EQ-I® 2.0)

The EQ-i2.0 is one of the most advanced and thoroughly researched measures of emotional intelligence. This tool is indispensable for personal, professional and leadership development, and for recruiting high-performing talent. The EQ-i2.0 measures a set of emotional and social skills that influence the way people perceive and express themselves, develop and maintain social relationships, cope with challenges and use emotional information in an effective and meaningful way. The EQ-i 2.0 highlights an individual’s emotional and social strengths and weaknesses. A growing body of research suggests that emotional intelligence is a key determinant of success in life.
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LEARNING POTENTIAL COMPUTERISED ADAPTIVE TEST (LPCAT)

In the multicultural and multilingual South African context where differences in socio-economic and educational background and opportunities of individuals further complicate psychological assessment, the measurement of learning potential provides additional information in the cognitive domain that has shown positive results. The LPCAT is a non-verbal, culture-fair measure of the learning potential of an individual in the domain of general reasoning ability. The LPCAT uses non-verbal items in an attempt to reduce the effect of language on the tests scores.
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