Dimensions

Korn Ferry HayGroup

Summary of Test Review

General description of Test

 

 

 

Test Review Summary

Test Name:Dimensions
Author of Original Test: Roger Holdsworth & Alan Bourne
Local test distributor / publisher:Talent Q
Date of Current Review:2014
Date of Publication of Current Review / Edition:15 Sep 2014
Type of Test:Personality - Trait
Personality - Type
Main Area of Use:Work and Occupational
Constructs Measured:Communicative, Influencing, Socially Confident, Supportive, Consultative, Analytical, Conceptual, Creative, Methodological, Conscientious, Relaxed, Resilient, Flexible, Decisive and Action Oriented and Achievement-oriented.
Administration Mode:Computerised Web-based application - unsupervised/self-assessment
Response Mode:Computerised
General Description of Test:Dimensions is an online 160 item, general purpose personality self-assessment instrument intended for use in a range of work related contexts including recruitment, individual development, talent identification, team development and outplacement. It aims to measure those aspects of personality which are most useful in work and organisational settings. It does this by combining the items in the questionnaire in a number of different ways, depending on the purpose of the assessment, to produce scores on a wide range of scales. Scores on these scales are then used to generate a range of outputs, again depending on the purpose of the assessment. More than one output can be produced from any one completion of the questionnaire. Dimensions is accessed through a publisher’s portal that allows administration, completion and report generation functions. The core Dimensions model uses a work competencies model and produces a trait profile organised around three domains: People and Relationships; Tasks and Projects; Drives and Emotions. Each of these domains contains five traits, organised as follows: • People and Relationships – Communicative, Influencing, Socially Confident, Supportive, Consultative • Tasks and Projects – Analytical, Conceptual, Creative, Methodical, Conscientious • Drives and Emotions – Relaxed, Resilient, Flexible, Decisive and Action-oriented, Achievement-oriented As part of the faceted design of the questionnaire, items on each trait are written to address one of three indicators. Each indicator is a different facet so that there are 45 indicators in total. Scores on these indicators are used to help the user understand how trait scale scores have been produced, particularly when interpreting mid-scale scores. In addition to the scale scores, three response style scores are provided: Self-presentation (the extent to which the candidate has presented themselves in a positive light); Profile Spread (the overall spread of trait score); Rating Spread (the extent to which the candidate has used all available points on the rating scale). Eleven different reports can be produced: Trait Profile; Narrative Report; Team Profile; Behavioural Type at Work Profile; Sales Profile; Derailment Report; Role Match Profile; Interview Guide; Potential Report; Development Report; Development Feedback Report. Six of these reports are based on the core model. The other five (Team profile, Behavioural Type at Work Profile, Sales Profile, Derailment Report and Potential Report) are based on different conceptual models and combine sub-sets of items in different ways to produce different scale scores as follows: • Team Roles: Organiser; Driver; Creator; Networker; Evaluator; Completer; Implementer; Teambuilder • Behavioural Type at Work: Extroversion – Introversion; Sensing – Intuition; Thinking – Feeling; Judging – Perceiving; Achieving – Balanced • Sales: Planning and Preparation; Building Rapport; Fact Finding; Identifying Needs; Presenting Solutions; Handling Objections; Getting the Sale; Post-meeting Service • Derailers: Hyper-sensitivity; Isolation; Eccentricity; Iconoclasm; Exhibitionism; Over-confidence; Over-dependence; Micro-management • Potential: Resilience; Ambition; Courage; Seeking and Embracing Change; Analytical Capacity; Learning and Improving; Developing Strategies; Collaborating with Others; Networking; Positive Impact; Demonstrating Integrity. Production of the Potential Report requires that the candidate also completes the Elements ability tests. The publishers also offer to customise the Dimensions questionnaire to a company’s own competency model. This is done by selecting from the Dimensions item set those that are most relevant to each competency and combining these items into new, tailored scales. The statistical characteristics of these new scales are established on existing assessment data in the Dimensions database before the report goes live. A customised report can also be developed. There is, however, only one version of the standard questionnaire although this has been translated into 39 languages. The various reports and profiles are available in about half of these languages.

 


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