15FQ+ Behavioural Interview Report Released

The Behavioural Interview Report provides structured behavioural interview questions to attempt to elicit information about a respondent’s past behaviour. Such a technique is based on the premise that past behaviour is seen as the best predictor of future behaviour. Interviewees’ responses are generally considered reliable because they are based on what they actually did, as opposed to offering opinions or hypothetical responses.
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Supervised Online Testing – A Way To Reduce Faking?

Supervised Online Testing – A Way To Reduce Faking?

An international between-subject study by Matthias Stadler & Psytech International

Introduction

Online testing is used more and more in personnel selection. However, research has only just begun to explore the possible gains and risks from taking psychometric tests out of standardized settings. Tippins et al. (2006) mention several unresolved issues regarding unproctored internet testing, especially in high-stakes situations. Beaty et al. (2011) criticized that especially the possible effect of the higher anonymity of unproctored online testing on the validity of psychometric testing have not been investigated much so far.

To augment this sparse body of knowledge, we report data on both Chinese and European applicants and investigate the effect of increased supervision on the personality scores of high-stakes applicants. It is assumed, that a higher degree of supervision will lead to a less stereotypical score on both the most relevant personality traits and the fake-good scales (Mahar et al., 2006) but will not effect the social desirability scores.

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The Derailer Report Launched

The 15FQ+ Derailer Report is a brief screening tool that identifies individuals whose personalities present a risk of undermining the organisation’s success and derailing team performance.  It identifies twelve behavioural syndromes that can impair a person’s performance and present challenges for the team or organisation the individual is working in.

Eccentric – Absent-minded: Disdainful of practical matters, prone to generate fanciful ideas, forgetful, unconventional, lacking realism.

Appeasing– Acquiescent: Passive, unassertive, keen to placate others, requires high levels of support and reassurance, lacking self-confidence.

Suspicious – Mistrustful: Cynical, guarded, prone to be impatient, intolerant and to have difficulty forming trusting mutually supportive relationships.

Volatile – Explosive: tense-driven, lacking in frustration tolerance and social restraint, direct, forthright, temperamental, unpredictable.

Undisciplined – Nonconformist: Not bound by organisational rules regulations and procedures, inattentive to detail, prone to make careless mistakes.

Detached – Disengaged: Distant, aloof, socially inhibited, prone to dislike team work and to avoid forming close personal relationships.

Rigid – Perfectionistic: Lacking expediency, inflexible, wedded to existing systems and procedures, unlikely to take a holistic, strategic view.

Confrontational – Challenging: Lacking in tact and diplomacy, forceful and pushy, domineering, inclined to upset others, insensitive.

Manipulative – Machiavellian: Political, prone to question others’ motive, reluctant to deal with people in an open and upfront manner.

Avoidant – Passive: anxious, prone to self-doubt, threat sensitive, reluctant to express own views and opinions, socially avoidant.

Arrogant – Self-centred: Prone to ‘perform to the gallery’ and show off, opinionated, egotistical, inclined to dominate discussions.

Moody – Sullen: Emotional, changeable, pessimistic, lacking energy and drive, fearful of failure, reluctant to take decisions, dour, forlorn.

 

 

While these behavioural syndromes have been developed from research into personality disorders, the Derailer Report is not a clinical tool.  Rather, it applies these concepts to the world of work, detailing how these syndromes can affect an individual’s behaviour in work settings.

 

Although the behavioural syndromes identified in the Derailer Report typically present significant challenges in most organisations and employment contexts, it should be noted that such syndromes can also be characteristic of high achievers.   (Such individuals may however require ongoing mentoring and support if they are not to destabilise their colleagues and the organisation they are working in).  The Derailer Report should therefore be interpreted in the context of the specific job role that the individual is being assessed for, and with reference to the organisational culture they will be working in.

 

A Sample of the Derailer Report is below:

Derailer Report Sample

The 15FQ+ Predicts Emotional Intelligence

The table below presents correlations between a widely used measure of Emotional Intelligence (the Emotional Competencies Inventory – ECI) and the 15FQ+ primary factors, on a sample of 35 job applicants. (Only those correlations that are significant at the 5% level or less are reported.) Inspection of this table demonstrates the ability of the 15FQ+ to predict emotional intelligence, as well as providing further evidence of its construct validity.

Correlations between the 15FQ+ and the ECI (Emotional Intelligence Scales).

ECI Scale 15FQ+ Primary
Self Awareness ƒF (.38) ƒO (-.35) ƒA (.34)
Self Reliance ƒF (.42) ƒH (.44) ƒQ2 (-.34) ƒQ3 (.35)
Assertiveness ƒQ3 (.35)
Relationship Skills ƒA (.42) ƒC (.35) ƒF (.60) ƒH (.67) ƒQ2 (-.42)
Empathy ƒA (.56) ƒC (.35) ƒF (.60) ƒH (.67) ƒQ4 (-.44)
Self Control ƒL (-.37) ƒN (.47) ƒO (-.55) ƒQ4 (-.44)
Flexibility ƒA (.37) ƒL (-.36) ƒQ4 (-.50)
Optimism ƒF (.38) ƒO (-.39)

Most notable are the large correlations between the ECI scale Relationship Skills and the 15FQ+ primaries ƒF (Enthusiastic) and ƒH (Socially Bold). This demonstrates that social confidence and interpersonal enthusiasm are core components of good relationship skills. Similarly the substantial correlation between the ECI scale Empathy and the 15FQ+ primary ƒA (Empathic), demonstrates the ability of the 15FQ+ to predict this core EI construct. That the 15FQ+ primaries ƒF and ƒH are also strongly correlated with Empathy, indicates that higher levels of empathy are also associated with higher levels of social skills, as would be expected.

 

The large negative correlation between the ECI scale Self Control and the 15FQ+ primary ƒO (Self doubting) indicates that those individuals who have greater control over their emotions have higher levels of self-confidence, as would be expected. Similarly the substantial correlation between this ECI scale and the 15FQ+ primary ƒN (Restrained) indicates that Self Control is, not surprisingly, associated with interpersonal restraint.

 

That the ECI scale Assertiveness does not correlate with the 15FQ+ primary Dominant (ƒE) is to be expected, as this ECI dimension assesses appropriate assertion whereas ƒE assesses the tendency for someone to dominate social situations. We would therefore expect there to be a curvilinear relationship between appropriate assertion and the 15FQ+ primaryƒE (Dominant). That is to say, average scores on this primary will be associated with appropriately assertive behaviours, with high and low scores being associated with passivity and aggression respectively. The substantial correlations between the 15FQ+ primaries ƒF and fH with the ECI scale Assertiveness, supports this idea; indicating that appropriate assertion is associated with a higher level of social skill.

 

The moderate, but nonetheless significant correlations between the ECI dimension Optimism and the 15FQ+ primaries ƒF (Enthusiastic) and ƒO (Self-doubting), indicate that optimism is associated with a fun-loving interpersonal style and with self-confidence, as would be expected. Finally the moderate correlation between the ECI scale Flexibility, and the 15FQ+ primaries ƒA (Empathic), ƒL  Suspicious) and ƒQ4 (Tense-driven) reflect the fact that this ECI dimension is assessing interpersonal flexibility, rather than a flexible thinking style. Therefore it is unsurprising to discover that interpersonal flexibility is associated with a tendency to relate to others in a trusting, empathic and composed way.

 

In summary, the substantial correlations between the ECI and the 15FQ+ demonstrates the ability of the 15FQ+ to predict Emotional Intelligence. This is consistent with previous research, which construes Emotional Intelligence as a set of interpersonal competencies that can be predicted from personality measures. (Further evidence of this can be found on pages 51-52 of the 15FQ+ manual, which presents data on the relationship between the Bar-on Emotional Quotient Inventory.