By Marian Power

This can be a quickly reference consultant for human assets practitioners who use or plan to exploit evaluate tools in any context. It contains factors, assistance, case reports and proposals to aid practitioners get the main out in their HR trying out.

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Do I have to comply with FOI requests to see test results? You would need to show a candidate their answer sheet if requested, but care needs to be taken that the interpretation of results is always provided by an appropriately qualified practitioner. Giving candidates copies of test materials that were not intended for them to keep compromises test integrity and should never be done. Can I copy Question and/or Answer booklets if I run out of stock? The copying of these materials is illegal and would constitute a breach of the Copyright Act.

Designed for use in organisational and business settings, it is ideal when recruiting junior managers, supervisors, technical and other office-based staff. PeopleMapper assesses eleven primary dimensions that are meaningful in the work context: change-oriented, risk taking, competitive, socially confident, seeks limelight, work-oriented, stamina, perfectionist, time-managed, warm, outgoing, and worrying. These are grouped into five broader, secondary dimensions: dynamic, work stamina, controlled, extrovert, worrying.

Gordon’s Personal Profile Inventory (GPP-I) Global Edition Timing Untimed (approx. 25 minutes) Qualification level High Australian norms No Scoring By hand Purpose Efficient assessment of nine aspects of personality important to job performance Employment categories Particularly suitable for sales personnel, sales managers and general managers Description GPP-I provides an accurate measure of nine aspects of personality identified as being useful indicators of future job performance. Its combination of positive and normative elements makes it extremely hard for candidates merely to give the answers they think selection officers want to hear.

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