Thursday, 28th November 2019

Speakers: Dr Hugh McCredie; Pamela Becker and Nicola Brazil – Hogrefe; Martin Kavanagh – Saville Assessments; Dr Rainer Kurz – Cubiks.

Ben Thornton

Tameron Chappell and Nikita Mikhailov

The Psychometrics Forum Event Chairs

For our New Frontiers seminar, 2019, we had a return to our more usual format and offered up the views and ideas from a range of topics, but all with the same up-to-date information to share.  We had a focus on recent results from psychometric test publishers along with a return to New Frontiers of Dr Hugh McCredie taking us through his recent research on the history of intelligence testing.  It was a pleasure to have Hugh with us again, this time behind the presenter’s table instead of in front of it Chairing the event. A full review of this event will appear in our next edition of Psyche Newsletter.

Ben Thornton

Dr Hugh McCredie

Independent Chartered Psychologist

From Spearman to Plomin: The emergence of a consensus IQ model and review of its biological/neurological correlates.

Hugh writes for Psyche as well as Assessment and Development Matters (ADM) and his most recent series is charting the history of intelligence testing. The series was going to end with Carroll’s consensus model which emerged in the 1990s, but following the recent book ‘Blueprint – how DNA makes us who we are’ written by Robert Plomin (MIT Press and Allen Lane 2018), Hugh went back to the research to find out about the neuropsychology of intelligence. In his talk, Hugh took us on a tour of the last two decades of the neuropsychology of intelligence ending with Plomin’s controversial views.  The article discussing the same issues will be published in the Winter 2019 edition of ADM.

Ben Thornton

Pamela Becker, General Manager and Nicola Brazil, Head of Publishing, Hogrefe Ltd.

New Frontiers in Dark Triad Measurement

Pamela and Nicola took delegates through the new Dark Triad of Personality at Work (TOP) assessment, with the dark triad adapted specifically for the workplace as self-centred work approach, enforcement-focused work attitude, and uncommitted-impulsive workstyle. They examined the theory and practical application of measuring these traits – and how they can be useful across selection and development – the presentation cast a new light on measuring the dark side of leadership.

Ben Thornton

Martin Kavanagh

Managing Consultant, Saville Assessment

Bringing Innovative Solutions to Client Problems without Neglecting Psychometric Rigour

Martin presented a summary of the number of ways in which Saville have adapted their assessment tools to meet the contemporary needs of their clients. Martin talked through case studies as well as sharing the technical details.  Examples included their gamified job-fit app, which can be used in conjunction with their new 6.5 minutes version of Wave for powerful, quick, but predictive candidate screening; using video-interviews powered by a candidate’s response to Wave and how they visualise group analytics.

Ben Thornton

Rainer Kurz

Head of Research, Cubiks

Approaching the New Frontiers on the Horizon: PAPI 3+, Adaptations Made to the PAPI 3 N Personality Questionnaire for the Greater China Market and Other Assessment Situations Where Traditional Approaches Are Outdated. 

The PAPI 3 SL N was originally launched in April 2014. Rainer talked us through recent adaptations. The decades old ‘Normative- Ipsative Debate’ was resolved through a new ‘nipsatised’ scoring design that builds on Bartram (1996) and furthermore adds a novel Top Tie Breaker feature that is created on- the-fly to probe selectively into high endorsement ratings. To replace a personality profile wheel representation that requires lengthy accreditation training, a series of Competency Prediction Reports have been developed around the Cubiks Capabilities Model geared up for use by line managers and interviewers. Based on research into Chinese culture a Cultural Agility Profile was developed that assesses Contextual Acumen, Political Savvy and Holistic Perspective operationalised as higher-order constructs. Finally, Competency Sets for 10 Core Job Functions have been developed to support ‘Fit’ assessment.