This includes three types of behaviours.
- Intended behaviour. These are behaviours that the person is conscious of in the workplace, but that others have not observed. For example, a person who manages to curb his/her bluntness for the duration of an interview.
- Preferred behaviour. Learned behaviours from the workplace observed by others. For example, a person who does public speaking because it helps him/her perform his functional role well even though he has a low inclination for it.
- Blind spots. These are behaviors that the person may not be conscious of, but that may be observed by others.
A person just needs to rank-order a range of options from his/her most preferred to least preferred. Through rigorous testing, this methodology accurately reveals a person’s workplace-fit or misfit across cultures and even for individuals exhibiting high levels of conscientiousness and neuroticism.
Learn more how a simple questionnaire can reveal deep and comprehensive results.
The consistency score will show and alert you to possible attempts at cheating. The forced ranking measurement scales and questions that are all equally desirable from a job point of view make it relatively much harder to ‘cheat’. Job applicants also will not know the full spectrum of factors related to a specific job nor the full formula on how they are mathematically configured.
Is an SQI report’s accuracy and reliability affected by a person’s mood swings / current difficult circumstances?
When a person completes the questionnaire once and then again three months later, the scores on average is between 79% to 94% the same. This is very high in comparison to that of other assessments. Hence, you can be assured of the reliability of an SQI report.
We provide effective solutions based on sharper and deeper understanding of the underlying root causes and behavioural effects of people issues in a volatile, uncertain and globalised work environment. An SQI report helps in these key ways:
- Reduces uncertainty in making hiring, selection & development decisions
- Provides solutions for attitude and motivation management
- Manages talent
- Reshapes and manages corporate culture
We start out by knowing you and your organisation, including your unique management approach, the requirements of your key positions and the qualities needed for success in your environment. Depending on whether you wish to identify a high performer or a high potential, our consultants will recommend a suitable report accordingly.
We provide insights gleaned from the report to increase your likelihood of selecting individuals with the essential attributes required for long-term success in your organisation. One such attribute is the “Drive for Excellence”. Often, these attributes are not easily or accurately observed through interviews, especially for candidates who are less communicative and relational.
The effectiveness of our advice stems from the validity and accuracy of the instrument.
With these, we can create a customized, in-depth developmental plan for each of your employees. We can help you set clear expectations, while drawing upon your employees’ motivations. You will discover how to ensure employees feel valued and keep your best performers growing with your company.
Through the SQI expertise, we affirm an individual’s unique motivations with precision while effectively identifying blind spots relevant to their work environment. This brings to light learning points and allows them to discover in a personalised and contextualised manner.
One key point is that SQI debunks certain logical assumptions people accept about themselves, often derived from self-observation or feedback from others. For instance, some assume that leaders who drive results will are demanding.
Through SQI however, your employees will discover that it is possible for leaders to both drive results and value people or even do neither, depending on their personality trait scores in relation to each other.
How does SQI determine if an employee's troubles stem from a need for coaching, a different management style or perhaps from being in the wrong job to begin with?
Through the SQI Traits Analysis for instance, we assess and differentiate positive/neutral traits from negative tendencies that result from a combination of various neutral traits. These include but are not limited to the following:
- “Assertive” Vs “Aggressive/ Dominant”
- “Persevere” Vs “Stubborn”
- “Cautious” Vs “Risk-Averse”
- Credible third-party validation of results
- Option for the use of customized reports
- Actionable steps for managing workplace personality traits
- Option for revalidation of the customised assessment after using it for a year or two
- Doing the questionnaire once allows generation of multiple reports
- Five levels of quality checks on input (Forced-ranking measurement, consistency detector etc.)
We address the struggle many have with tools that evaluate a set of essential attributes across groups of individuals (Normative Assessment) without first understanding the uniqueness of an individual’s personality (Ipsative Assessment).
We demonstrate expertise to affirm an individual’s unique motivations with precision while effectively identifying blind spots so that he/she can be developed to the fullest potential and thereby flourish in a volatile, uncertain and globalized work environment.
Like any other tool, SQI is not a perfect tool. It has its value as well as areas for further development.
From the wide variety of reports that we offer, we will recommend what is essential to your needs. We can schedule a session for you to receive a free interpretation of the report results. Thereby only charging a fee for the report(s).
For organisations, an SQI consultant will issue a Report I.D. and Password for each Program Participant / Job Applicant going through the SQI assessment to your HR staff. The staff will send these login details to the Program Participant / Job Applicant via email. The Program Participant / Job Applicant will complete the questionnaire online. The HR staff will generate the report from the online SQI system via a User Account*.
For individuals, an SQI consultant will issue a Report I.D. and Password to you directly via email. After you have completed the questionnaire online, an SQI consultant will generate your report from the online SQI system.
An SQI consultant interprets the report to the recipient if required.
*Currently, this applies to selected types of reports.
It takes around 15 to 25 minutes on average to complete the questionnaire. For the results to be captured successfully, all questions have to be completed in one attempt without interval / logging-out and logging-in again.
For reports that require processing, your HR staff will need to inform our SQI consultant on the completion deadline that they have given to the Program Participant / Job Applicant after sending him/her the login details. We will track accordingly. Individuals who receive the login details directly from an SQI consultant will need to inform us when you have completed the questionnaire. We will process the report within 2-3 working days after the questionnaire has been completed.
There are types of reports that are meant for the client (employer) and not the recipient. For the recipient, an SQI consultant can engage him/her to facilitate development using our Learning and Development types of reports.
More on reports meant for the client (employer).
We also recommend SQI profiling for new hires holding key positions, 5 to 6 months after they come on board. This increases the probability of keeping well-performing workers.
For learning and development, it is good to profile them before any development process so that the development effort is more targeted and based on an in-depth, comprehensive analysis.
In cases where there is an overwhelming number of candidates applying for a specific position, the SQI assessment can be administered to filter down to a select number of candidates to be interviewed.
To optimise the interview selection process, SQI can assist in developing a set of competency-based questions. These questions complement the SQI Customised Report to help your interviewers assess the extent that candidates are aligned with your organisation’s expectations on all the attributes being measured in the Customized Report.
While conventional competency-based interview questions focus more on ability (the skills), SQI has unique questioning techniques to assess the views and feelings of your candidates towards a situation/ people /organisation, in addition to ability. We can also distinguish between them.
This set of questions can be used organisation-wide as they are not job specific. Training will be provided on the use of the SQI competency-based questions.
In addition, other variables may also shift a person’s perspectives which impact their work traits scores. These include other personal, organizational and environmental variables encountered during the 1-year gap period.
In addition, other variables may shift a person’s perspectives which impact their work traits scores. These include other personal (e.g. relationship, health and financial needs), organizational (e.g. revision of the reward system on how staff should be compensated, leadership & management styles) and environmental (e.g. new technology, physical relocation of office) variables encountered during the 1-year gap period.
From a larger point of view, these variables also impact the actual work performance of an individual, specifically on the factor: Job Role Perception.
SQI is in English as people often talk about English as a global language. With more than 350 million people around the world speaking English as a first language and more than 430 million speaking it as a second language, there are English speakers in most countries around the world.
The effectiveness of a behaviour is dependent on its fit with the nature of the work, the people working together and the work environment. A low behavioural inclination score may provide further insight into a person’s work background. It does not imply poor psychological job-fit or a character issue as far as the interpretation of the result in the SQI report is concerned. The score needs to be considered in relation to scores for other dimensions in determining overall job-fit and psychological readiness.
Psychological-fit, also known as psychological suitability, matches an individual’s inner motivation with the vocational role. On the other hand, psychological readiness sharpens an individual’s behavioural fit with the vocational requirements. An individual can be psychologically suitable yet not psychologically ready, due to unaddressed blind spots. Hence, diagnostic clarity is essential for real progress.
In addition, SQI’s work personality assessments meet all legal guidelines and conform with the (Americans with Disabilities) ADA and (The U.S. Equal Employment Opportunity Commission) EEOC regulations. In fact, our assessments provide objective, non-discriminatory criteria that can often serve as a plus in defending your overall hiring and development processes.
In compliance with the Personal Data Protection Act (PDPA), SQI does not gather personal data, such as our clients’ NRIC and other national identification numbers. We also do not gather personal information including job position, employer’s name, home and office addresses, date of birth, marital status, contact information, financial records, medical history etc.
SQI receives only the names and email addresses of respondents doing the online questionnaire.