Assessment Tips

TestGroup is now developing two new assessment tools. These online assessment tools will predict work success using machine learning (AI) and big data (data analytics or talent analytics)

In recent years, organizations have relied more on data to make decisions. They base choices less on gut feelings and more on objective evidence. This shift is also clear in online assessments. Data from online assessments, career tests, and 360-degree feedback tools provide insights into employees, teams, and organizational culture. Talent analytics tools help identify trends and support improvements. This data allows organizations to predict future job success.

Within TestGroup we are busy with connecting assessment data to work behaviour (performance) measurements. On the basis of our (new) data driven assessment tools we can make predictions about the performance (work success) of new and existing employees.

TestGroup is now developing two new assessment tools. These online assessment tools will help predict success in the workplace using machine learning (AI) and big data (data analytics or talent analytics).

In the 20 years that TestGroup has existed, an anonymous database has been built with data from thousands of sales employees. These anonymized data were then linked to information about job level, sales targets, revenue, age, industry, education, and work experience.

By connecting these data, it becomes possible to compare talent and proficiency levels in sales competencies, providing valuable insights into the sales skills of specific employee groups. Additionally, the 4 Color Personality Test and the 16 Personality Test are used to assess personality traits that influence sales performance. These tests offer a deeper understanding of how different personality types impact sales success, helping organizations optimize their sales teams.

With data analytics it’s possible to make a clear connection between the current sales competencies of employees and the sales competencies your organization actually needs. If you want to stand out with excellent sales performance, you need strong sellers in your team or you need to bring them in. This is where TestGroup’s data driven sales assessment tool makes the difference. By combining insights from sales competencies with a cognitive ability test, you not only see how someone behaves, but also how quickly they can learn, adapt and perform in complex sales situations. Data analytics shows exactly which competencies are missing and where opportunities lie. With TestGroup’s sales assessment tool, you can then confidently select or develop the right people to strengthen your sales team.

With data analytics, developments that often occur unknowingly within an organization become more insightful and easier to manage. This makes it possible to have a more focused prediction about in which jobs people will be successful. This is an advantage for both the organization and the employee. With our new (career) assessment tool both the organization and the employee can gain more focus on career planning. When certain competencies need to be developed, the organization can choose, based on data, for an investment in education or offer a more suitable job.

Employees will also gain more control over their careers. They can choose to develop their skills through training or learning on the job to become more proficient in a desired competency, or they can explore new career opportunities. By gaining insight into their strengths and the roles they are best suited for, employees can make more informed career decisions, leading to greater success in the workplace.

When organizations order online assessments, they can give employees useful feedback on their skills and potential. These assessments help employees understand what they are good at, making it easier to plan their careers based on data.

Better insight with normative ipsative split technology

In The Bridge Personality, we use a unique normative ipsative split technology to give you a much more complete and reliable view of someone’s personality. The ipsative part looks at the relative preferences within a person, showing what naturally stands out in their behavior, while the normative part compares those traits to a wider reference group. By combining both, you avoid overly positive or socially desirable answers and get a more balanced, realistic profile. This means you can make better decisions in both selection assessments and development assessments, because you are not just seeing how someone sees themselves, but also how they truly compare to others in a work context.