The SHL Occupational Personality Questionnaire, the OPQ32, is one of the most widely used and respected measures of workplace behavioural style in the world. It sets a high standard of measurement excellence, providing HR professionals and business managers with relevant and accurate information to make fast and well-informed people decisions. The OPQ32 provides a clear framework for understanding the impact of personality on job performance. it is internationally recognised for its accuracy of assessment. Over 90 independent validation studies have been conducted on the OPQ over a period of 25 years, across 20 countries and 40 industries, providing concrete evidence of its power to predict performance in the workplace.

The Verify Ability Tests are a suite of cognitive ability assessments appropriate for candidates at a wide range of job levels. The G+ test measures a range of different cognitive abilities to identify overall ability as well as specific strengths and weaknesses. This test is relevant for assessment at all job levels.

The Verify Ability Tests are a suite of cognitive ability assessments appropriate for candidates at a wide range of job levels. The Numerical Ability test is intended to measure the ability to work with numerical data in a realistic workplace context. Candidates will be asked to make correct decisions or inferences from numerical or statistical data. This test is relevant for assessment at all job levels.

The Verify Ability Tests are a suite of cognitive ability assessments appropriate for candidates at a wide range of job levels. The G+ test measures a range of different cognitive abilities to identify overall ability as well as specific strengths and weaknesses. This test is relevant for assessment at all job levels.

This OPQ (Occupational Personality Questionnaire) report is based on the Universal Competency framework. It graphically outlines how an individual's typical way of behaving is likely to impact on competencies. It provides a graphical scale for each competency and summarizes aspects of personality which contribute (positively or negatively) to each competency.

This is a graphical profile charts presenting results across the 32 OPQ scales. It is designed to be interpreted by OPQ trained users only.

This concise OPQ (Occupational Personality Questionnaire) report is designed for use with and by managers. It uses clear succinct bullets and tables for ease of interpretation. It provide simple comments on each of the personality traits.

Multi-rater Feedback System (MFS) – 360° feedback and development helps you prepare the right people for the right roles and focus on the training and support they need to excel. In a 360° feedback review, individuals receive structured feedback - measured against the needs of the business - from managers, direct reports, peers, colleagues and customers. Based on the Universal Competency Framework, the combined MFS and OPQ assesses an individual's performance in the workplace based on the competencies deemed the most important for the role, allowing the individual's colleagues to provide a confidential performance appraisal, and combines this with their potential to perform, as defined in their OPQ.

Constructive feedback is increasingly recognised as a key to enhancing managerial effectiveness. This report provides the focus with detailed feedback on their skills, abilities, personal attributes and other job relevant characteristics, as seen from a number of different perspectives. It is based on the analysis of responses to the Universal Competency Framework questionnaire which you and these other people completed recently.This report will also provide guidance to the focus on actions they could take for improving on areas where they have received low ratings (development tips) and suggestions on improving further on their strengths (leverage tips). The tips are linked to each behavioural statement within the competency framework

The Verify Ability Tests are a suite of cognitive ability assessments appropriate for candidates at a wide range of job levels. Candidates will be asked to draw inferences and understand the relationships between various concepts independent of acquired knowledge. The Inductive Reasoning test is particularly relevant for roles where critical components of the role include dealing with new concepts and approaches, building strategies, and resolving complex, ambiguous and novel problems, but the test is relevant for assessment at all job levels.