Self-Awareness Does Not Stop You From Making Mistakes, It Allows You To Learn From Them.

-Oscar Alejandro Garcia

Success is defined differently from one person to another. Yet one thing stands out universally: no one intends to fail in any endeavour. The question is, do we know our blindspots?

Hence the birth of SQI Research, the brainchild of Dr. Frederick Cheng with over 20 years of experiencing various psychological assessments and tools.

Sparked by his passion in psychology and research, Dr. Frederick’s journey began in HRnet where he worked as Head of Consulting, serving clients from MNCs to governmental organisations. Through the process of understanding their needs, he began developing the SQI personality assessment as a way to provide clients with more well-rounded workplace psychological perspective. Complementing other psychological tools in the world, SQI Research adds additional dimensions in personality job-fit and psychological readiness, enabling him to jumpstart coaching more effectively.

Over the years, with research in our blood, SQI continues developing through its use and feedback from our clients across industries. We partner with organisations and journey with them until they see results in their workforce.

The SQI questionnaire is a scientific, online tool used in the development of mind-set and heart-set for leaders and individuals. We profile individuals using a framework of 48 traits while for teams, a 9 team roles model to gain deeper awareness of their psychological readiness.

SQI Research continues to innovate and improve its psychological reports to better meet the needs of tomorrow’s workforce. Our journey continues.

Success is defined differently from one person to another. Yet one thing stands out universally: no one intends to fail in any endeavour. The question is, how aware are we of our weaknesses? What about our blindspots? Are we aware that a combination of apparently positive personality traits could generate ineffective behaviours?

Hence the birth of SQI Research, the brainchild of Dr. Frederick Cheng with over 20 years of experiencing various psychological assessments and tools.

Sparked by his passion in psychology and research, Dr. Frederick’s journey began in HRnet where he worked as Head of Consulting, serving clients from MNCs to governmental organisations. Through the process of understanding their needs, he began developing the SQI personality assessment as a way to provide clients with more well-rounded workplace psychological perspective. Complementing other psychological tools in the world, SQI Research adds additional dimensions in personality job-fit and psychological readiness, enabling him to jumpstart coaching more effectively.

Over the years, with research in our blood, we continue to develop SQI through its use and feedback from our clients across industries. We partner with organisations and journey with them until they see results in their workforce.

The SQI questionnaire is a scientific, online tool used in the development of mind-set and heart-set for leaders and individuals. We profile individuals using a framework of 48 traits and teams using a 9 team roles model to gain deeper awareness of their psychological readiness.

Even today, SQI Research continues to innovate and improve its psychological reports to better meet the needs of tomorrow’s workforce. Our journey continues.

Psychological Reports
Standard Reports Custom Reports
Talent
Management
Learning &
Development
Recruitment &
Selection
Covers ALL 3
Categories
High Potential Report
  • Leadership Work Styles Report
  • Team Roles Report
  • Master Profile Report
  • Managing Change Report
Job Attributes & Basic Job Types reports

e.g

Core Values Fit Report

(Recruitment or Selection)

SQI SERVICES FLOWCHART

Types of SQI Psychometric Reports

The Cost of Personality Misfit

The cost of misfit between jobs, training and people can go as high as 13.5x of an employee’s monthly salary. On top of that, frustrations and misunderstanding affect the existing workforce, high performing employees, vendors and customers.

When it comes to recruitment and selection, our resumes show two primary aspects; our work experiences and competencies. Interviews are a platform for skills performance, bringing to life what we wish to convey through the resume. Through this active engagement process, employers tend to hire based on ‘gut feel’ or a ‘good vibe’ with the prospective employee.

The common pitfall resulting from this, is a tendency for job candidates to present an impressive self through their curated resume content and conversations demonstrated in interviews. No doubt, these involve great interpersonal communication and presentation skills. Yet, job personality fit is therefore masked with common salesmanship; the charismatic and adventurous is deemed more ‘capable’ than the quiet achiever. There is more than meets the eye.

Personality job fit is one of the most overlooked yet crucial components when it comes to manpower within an organisation. It is a key component in enabling high and lasting performance in employees.

Actual, observable work performance is affected by many factors (see image to the left). The deeper the factor, such as behavioral tendencies, the more elusive and harder to pinpoint, making it easier to mask and inflate.

SQI psychometric questionnaire brings to light the 3 psychological aspects; Intended behaviour, Preferred behaviour and Blindspots. We seek to first understand and relate to an individual’s personality instead of prescribing and concluding a definite fit into a certain profile.

Personality job fit is one of the most overlooked yet crucial components when it comes to manpower within an organisation. It is a key component in enabling high and lasting performance in employees.

Actual, observable work performance is affected by many factors. The deeper the factor, such as behavioral tendencies, the more elusive and harder to pinpoint, making it easier to mask and inflate.

SQI psychometric questionnaire brings to light the 3 psychological aspects; Intended behaviour, Preferred behaviour and Blind spots. We seek to first understand and relate to an individual’s unique personality instead of prescribing and logically concluding a definite fit into a certain profile.

SQI Personality Assessment Stands Out in 5 Distinct Areas

1) Input Generates Multiple Outputs

1-input-multiple-outputs

2) Credible 3rd Party Validation of Results and 5 Level of Checks

5-quality-checks-and-3rd-party-validation

3) Option for Customisable Reports

Customisable-Reports

4) Actionable Steps for Managing Personality Traits

Actionable-steps

5) Option to Review and Revalidate Results after Assessment

Revalidation-_Review_
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