We are no stranger to personality profiling tests in the market. In fact, we may even be able to identify avid supporters by the lingo they use to identify others who share similar
Today, personality testing is a US$500 million (S$690 million) industry (The New York Times, 2019). In recent years, it has grown at an estimated 10% annually and appeals to MNCs and startups alike.
Over the years, organisations have worked very hard using different means to achieve better job fit and staff productivity. These means training, coaching, mentoring, performance incentives, technology upgrades…the list is in-exhaustive. But often,
SQI offers a variety of standard and customised reports in three main categories: Recruitment Selection, Talent Management and Learning & Development. Bearing in mind that report recipients may be new to SQI, the
Reinhold Niebuhr once said: “Grant me the serenity to accept the things i cannot change, the courage to change the things i can. And the wisdom to know the difference.” This quality of
With the rise of personality assessments and their frequent use in recruitment, many organisations and hiring managers want an accurate and trustworthy tool. One place to start in determining accuracy, is to know if
[vc_row][vc_column][vc_column_text]One key criteria many people have on selecting personality tools is whether they are versatile and hassle-free. From the input of the same questionnaire, our SQI system is able to generate different types