X Technical manual. Other describe source and process to obtain. Briefly describe any research evidence of the criterion-related validity of the test in employee selection. Specify whether concurrent or predictive studies; the nature of the criteria job performance, counterproductive work behaviors, etc. Include any evidence of incremental validity when the test is used in combination with other selection devices.
Chapter 8 of the OPQ manual, in addition to the OPQ32r supplement discuss in details the criterion validity as well as incremental validity. Briefly describe any research evidence of criterion-related validity specific to the selection of peace officers including incremental validity.
Technical manual. Briefly describe evidence of the reliability of the test. Specify type test-retest, internal consistency, etc. Reliability is examined in detail in the technical manual and OPQ32r supplement. Are there substantive racial, ethnic or gender group-level differences on the test? If yes, briefly describe; provide source s for more detailed information if available. Gender- differences are smaller than half a standard deviation, which represents one sten.
None of the differences found were greater than one sten; they are likely to reflect some real but minor differences in the typical style of members of different groups in a work setting.
More details are in chapter 9 of the OPQ technical manual. Please see the OPQ Technical manual and supplement. Not Applicable. The Big 5 model has long become a widely accepted model of personality for decades. The normative version of the OPQ requires an individual to respond to behavioural statements on a scale of 1 to 5, reflecting the extent of their disagreement or agreement to each statement.
This type of scale for rating is known as a Likert scale. Individuals respond to questions which takes about minutes to complete. The responses are compared to a relevant group of individuals who have previously taken the assessment to understand how someone ranks up against people similar to them.
This version of the OPQ is presented in quads, each quad contains four statements totaling to questions. The ipsative aspect of this assessment uses a forced choice format which requests the individual to choose two statements that are the most applicable to them. This therefore makes it very difficult to distort the questionnaire, unlike the normative version, and so it is a more favoured format by employers, particularly in a recruitment context.
The ipsative OPQ assessment is likely to take longer to complete than the normative version as it requires the individual to reason between which statement is most and least like them from each quad. This is the latest and most widely used version of the OPQ assessment by employers globally. If you click through the OPQ randomly or try to distort it in some way, it shows up on the results.
Most personality questionnaires contain a measure of some form to test whether you have tried to distort the assessment. This tells the assessor whether your answers can genuinely tell us anything about your personality, or not. The Social Desirability scale appears only on the OPQ32n and it examines whether someone has responded in a socially desirable way to the questionnaire.
A high socially desirable result may appear if an individual has tried to portray themselves in a more desirable way to an employer, however this is not always the case. Such individuals may generally have high levels of self-esteem, may be less self-aware than others or have a high need to please the people around them. Causes for a low result may be the opposite; low self-esteem, more critical than most or more self-aware. A low result on this suggests there has been a lack of consistency in the way the questionnaire has been answered, so the OPQ cannot confidently establish your preferences.
This may indicate that you did not understand the questions correctly at all, or that you are trying to distort the questionnaire.
However, like with the social desirability scale, there are a range of alternative reasons why the consistency result may be low such as; indecisiveness, low levels of motivation to complete the assessment or a lack of self-awareness. Causes for a high result may illustrate that the individual has a high degree of self-awareness, or that they are decisive in their responses.
One way they may do this is by seeking behavioural examples to verify your preferences in the area. This is because they will be looking to understand your personality preferences in areas that are important for the role that you are applying for. They may do this by asking you to tell them about a time when you demonstrated innovative thinking.
If your example is plausible they are trained to accept it regardless of your low consistency score. Employers are more likely to make correct and confident selection decisions when they include a measure of personality in their selection process. By including personality as well as traditional ability measures, employers are better positioned to hire the candidate who can do the job, but also someone who can fit into the team and the broader work culture.
This combined leads to increased job satisfaction and engagement, creating a higher morale, reduced turnover, and cost savings in the long term. Research in the field of workplace psychology shows that the difference in performance between an average and excellent performer is linked to our natural behavioural preferences and style. This means that two credible employees with great qualifications and experience can perform the same job very differently.
For example, both John and Steve are analysts; they studied at good universities, they have excellent previous experience and they demonstrate strong technical knowledge.
However, when they were appraised at the end of the year, John got a rating of 4. What affected the difference in these ratings? John received a higher rating because he is strong at dealing with and delivering under pressure particularly around month end, he regularly adapts his approach and seeks to build team spirit, and he often looks to create solutions to problems that occur.
These aspects represent our style and preferences at work which is what personality tools look to measure. It can tell an employer whether someone is likely to be a good fit to the team and the organization in addition to whether someone can technically do the job. As a candidate, you should receive feedback from your prospective employer based on your OPQ test responses.
This is the best practice guidance given by SHL. All candidates are entitled to some form of meaningful feedback after completing the OPQ. Not all employers follow that recommendation.
If you are asked to have a feedback session, you may typically be presented with the OPQ Candidate Report which gives a narrative interpretation of your results from the OPQ profile. The profile itself is a technical document that only a trained user can interpret and provide feedback on.
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