PREVUE - Now Available With Unlimited Usage Licence

Don’t be fooled by the interview. Improve Your Chances of Hiring Winners by 500% with the Prevue Assessment System.

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Will your next hires be better motivated by salary or commissions?

Will they be competitive, organised, sociable and not easily ruffled or upset?

How will they deal with new ideas, solve problems and assimilate new information?

Will they live to work or work to live?

How effectively will they tolerate risks?

Will they prefer a routine or changing environment?

People Are Like Icebergs

• Prevue evaluates a candidate's or employee's preference to work alone or on a team, his or her coping skills, attention to detail and planning and much more with Prevue.

• Prevue is a proven assessment system for hiring, promoting, coaching and team building.

• Prevue includes benchmarking software that helps build job-specific and company-specific job profiles. Then fit and develop people to the jobs in which they will be most proficient and effective.

• Prevue System includes five reports for one price and is available online.

• Prevue fits the "Whole Person Approach" criteria for employee assessment.

How Was Prevue Developed?

Newland Park Associates Limited ("NPAL") commenced work on the design of the ICES Plus test in 1989. The design specifications required that the test should measure and compare the abilities, interests, and personality traits of candidates for a job to the level of abilities, interests, and personality traits that are exhibited by persons who have proved successful at that job.

The validation of the ICES Plus test is supported by a study of 4,700 employed people from Great Britain, the United States of America, Asia, and Canada. This study involved people from a variety of occupations in companies of all sizes and with various government agencies. The people in the study represented a true cross section of ethnic, racial, and gender groups giving the ICES Plus test multiracial, multicultural, and multi-linguistic validity and reliability.

The validity and reliability of the ICES Plus test is further confirmed by numerous construct, content, concurrent, and predictive studies undertaken by NPAL. The details of all these studies are reported in the Prevue Assessment Technical Manual (Ask us for a copy).

The ICES Plus test is designed to measure a number of personal attributes of job candidates. First it provides a measure of a job candidate's abilities described in terms of:

1) working with numbers (numerical reasoning)
2) working with words (language skills)
3) working with shapes (spatial reasoning)

An additional scale is developed from the combination of this data to provide a measure of the candidate's general ability. Second, the ICES Plus test provides an assessment of a candidate's area of interests described in terms of an interest in:

1) working with data
2) working with people
3) working with things

These are the three areas of working functions used in the "Dictionary of Occupational Titles".

The third and most significant area examined by the ICES Plus test is an individual's personality traits. The personality assessment is based upon recognised personality scales for occupational assessment instruments. These are the major scales of Independence, Conscientiousness, Extroversion, and Stability, (ICES). Each of these major scales is constructed from two sub-scales or minor scales, details of which are contained in the Prevue Assessment technical manual.

The fourth area measured by the ICES Plus test has to do with the internal validity of the candidate's responses to the questions in the test. A scale denoted as Social Desirability can provide a measure of the degree to which the test taker has modified responses to please or impress those who will be reading the resulting report. In addition, abnormal response patterns to the questions in the test will invalidate a candidate's results.

Understanding the Prevue Assessment

The Prevue Assessment Test assesses:

• Four mental ability scales
• Three interest scales
• Twelve personality scales
• A social desirability scale.

A candidate takes the online Prevue test, this takes about an hour. Reports can be produced within 30 minutes. These reports can be provided in a number of different types and formats according to what is required for a particular job. See "How Does the Prevue Assessment System Work" below for more information on the types of reports that are available.

All Prevue Assessment Reports contain descriptions of the characteristics of the job candidates being assessed based upon the abilities, interests, and personality scales measured by the Prevue Assessment System.

In short, Prevue Assessment Reports tell you:

• How quickly people learn.

• The candidates stated desire to work with people, data, or things.

• The key personality traits or characteristics of a candidate and compare those traits or characteristics with the preferred traits evident in people who perform well at the specific job.

• The integrity of the responses from a candidate to the questions in a Prevue test is verified by the four built-in self-validation methods. One of these methods utilizes the social desirability scale, which can reveal whether an individual is attempting to fake or manipulate the results of the Prevue test.

As noted above, Prevue Assessment Reports address mental abilities, interests, personality, and social desirability. These are graphically represented in the Graph Report that is provided in the Prevue Assessment Reports. Let’s address each area individually.

The Mental Abilities Scales

These are not an IQ test. They provide us some information about an individual's ability to learn new information, which can be an important in jobs that have changing circumstances and new information. The four mental abilities scales addressed by the Prevue Assessment System are:

General Ability: measures a person's capacity to deal with ideas, solve problems, and to assimilate new information. It is an indication of how well a person thinks ahead to anticipate the effects of actions and decisions and how quickly he or she learns.

Working with Numbers: is an evaluation of numerical reasoning ability. It shows how well an individual reasons with new information, data, and numbers. It indicates the ability to reason logically and solve problems.

Working with Words: relates to reasoning with and using written language effectively. It is an indication of written communication skills.

Working with Shapes: has to do with spatial skills, or how well a person is able to manipulate objects, both physically and visually. It is an indication of a person's ability to think and reason in three dimensions.

Job Interest and Motivation

Generally, people work more effectively in jobs that are aligned with their interests. The Prevue Assessment measures interests in three scales derived from the Dictionary of Occupational Titles that are:

Working with People: measures the extent to which an individual needs or wants involvement with people. It also indicates whether a person wants to mentor, negotiate, instruct, supervise, delegate, persuade, interact, serve, and help.

Working with Data: measure how a person feels about working with statistics, symbols, facts, and figures. It is different from Working with Numbers because it measures interests not abilities. Working with Data indicates an interest in synthesizing, coordinating, analyzing, compiling, computing, copying, and comparing.

Working with Things: measures an individual's interest in working with inanimate objects such as machinery, tools, and equipment. An interest in Working with Things includes setting up, precision working, operating-controlling, driving-operating, manipulating, tending, feeding, unloading, and handling.

The 24 Personality Scales

In Prevue these comprised of four major scales, each of which is supported by two minor scales. The four major scales are Independence, Conscientiousness, Extroversion, and Stability and are generally referred to as ICES. Each of these major and minor scales measures a personality trait in terms of two extremes. Thus, by way of example the opposite of Extrovert is Introvert and the opposite of Competitive is Co-operative. A general description of each of the major and minor scales follows:

Social Desirability Scale

Sten Graph Reliability Scale - the last dimension related in the graph report is the social desirability scale. This scale is not a personality measure; rather it is a reliability scale that serves as an indicator of possible behaviour. The scale provides insight into how a candidate has completed the Prevue Assessment Test. Candidates with a (1,2) or (9,10) score may have endeavoured to manipulate the results of their Prevue test. The extremes of the scale provide the following information:

1) Social Desirability - Low: when people are overly frank, they have either presented an overly negative picture of themselves or they are lacking in a number of socially acceptable attributes.

2) Social Desirability - High: when people try to present themselves as overly socially acceptable, they exaggerate their finer qualities. However, there is the possibility that a high social desirability rating can indicate a truly "good person".

How Prevue Works

Most human resource decisions made with the assistance of the Prevue system provide dramatic and immediate returns to the client organisation. This revolutionary psychometric assessment was designed and developed by Dr. David Bartram, recognised worldwide as a pioneer and leader in computer-based assessments. The Prevue Assessment Technical Manual details the instrument's development and Dr. Bartram's validation studies.

The process begins with the completion of The Prevue Assessment, which tests ABILITIES, INTERESTS, and PERSONALITY. The approximate time required to complete the entire assessment is one hour. A shorter PERSONALITY only version of the Prevue can be administered in 20-30 minutes.

Prevue results and reports are immediately available. In addition, the system can be tailored to the client organisation's specifications, including customised graphics, behavioural interview questions, and coaching recommendations.

The Prevue Benchmark System

Accurately defining the technical skills, experience and educational qualifications required of a job is only part of the information needed to effectively Job Match. The Prevue benchmarking process completes the job profile by identifying and defining those cognitive, motivational, and personality attributes that are associated with success on the job.

Once a Prevue job benchmark is created and placed in the system's database, a candidate's measured attributes are compared to this benchmark. The Prevue system can then make a prediction regarding the candidate's compatibility with the benchmark requirements of the job. The resulting Prevue report yields an overall percentage match of suitability, a Total Person narrative and a summary of each measured characteristic. The overall percentage match figure helps management rank applicants in the order of their job suitability. Additionally, if the subject does not match a required characteristic in the benchmark, the Prevue Selection Report generates behavioural interview questions that can be used for clarification.

How Are Benchmarks Created?

Prevue benchmarks are customized to the client organisation's job specifications. This is accomplished in several ways:

Job Description Survey: This method is used for positions where there are fewer than the four top employees required to do a Concurrent Validation Study. The software produces a Job Description
Survey where management can relate the position's requirements to the Prevue scales. The benchmark is created when the completed survey is entered into the program. This process is based solely on management's understanding of the job. The Job Description Survey is to be completed by individuals who are close to the position: an immediate supervisor, current performers, customers, etc. It is imperative that the individuals completing the Job Description Survey have a thorough understanding of the skills, responsibilities, attitudes, and abilities necessary to perform the job well.

Concurrent Validation Study: This method uses the data from previously run Prevue reports of four or more top performing employees working in the same position. The software combines the similar traits from these reports and creates the benchmark. Establishes a set of job-related criteria (i.e., sales volume, customer service index) and identifies those who are doing the job at a superior level of performance and hose who are performing significantly below expectations. Assess both top performers and struggling performers to identify and validate critical differences.

Combination: This method of creating benchmarks uses both the Concurrent Study as well as management's view of the job obtained by the completion of the Prevue Job Description Survey. This method is also recommended when an organization has fewer than four top performers in the position to be benchmarked.

From Existing Benchmark: Experienced administrators of the Prevue Assessment can copy an existing Concurrent Benchmark and apply it to similar jobs with different job titles.

Manual: This benchmark process requires an in-depth understanding of the traits of The Prevue Assessment. We recommend client organizations work closely with AssessSystems when using this strategy.

The Prevue benchmark process is completely self-contained, enabling client-organizations to use this feature at any time and any location. Benchmarking fees are determined on a project-to-project basis.

Five Prevue Report are available: Ask us for a sample report here

Prevue is priced at $185 (excl GST) a test - includes all reports and verbal feedback. Add $185 one off cost to create a benchmark.

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