- Work preferences/Job Profiling
- 360 Degree Leadership
- Career Development and Guidance
Mindmill personality assessments are based on the ‘Big 5’ Theory, developed by Raymond Christal, with whom Professor Irvine worked closely. Professor Irvine continued to research Christal’s theory and added an additional domain, ‘Proactive’, to echo 21st century changes in behaviour.
Mindmill assessments are normative assessments indicating that results will be compared to the appropriate comparison group. Normative assessments measure quantifiable characteristics on individual scales. The individual scales can very independently. The scores measure characteristic of an individual against confirmed patterns of normality (e.g. bell curve).
Based on proven theoretical models, Mindmill have developed a range of standardised and validated assessments such as:
- Work preferences Assessments.
A testing programme developed for use by informed managers and counsellors has to satisfy three main requirements:
- The tests must be designed in such a way as to be technically sound. The tests must be delivered in forms that are administratively convenient.
- The tests have to be fair and equitable, because only then users can characterise the results as politically defensible.
- Mindmill tests were constructed to ensure that the building blocks of successful training and job performance are assessed.
This means that speed of perception, elementary calculations, reconstruction of directives in working memory concept formation and visualisation are all included.
Validity and Reliability: