Entrepreneurs are distinguished by the following Apollo Profile characteristics:

• Very High Ambition – this reflects the passion and drive they have to succeed in whatever endeavour they believe in.

• High Innovation – Entrepreneurs are innovators and ideas people, and in love with their ideas and their desire to push them forward.

• Low Independence – entrepreneurs see things differently and they are willing to “go alone” independently of rules and barriers if they have to.

• High Persistence/Conscientious – they will not be easily discouraged and will keep going despite obstacles.

Successful entrepreneurs need to be supported in two other personal characteristics:

• They ideally need to be Persuasive to explain their concepts and influence others

• Extraversion so that they can network and enlist support from others.

Our Apollo profiles are based already on a Model of Excellence. That is, we have mapped the qualities of successful people and incorporated those qualities in our 34 scales for success (listed below as requested) . Using the Apollo Profile at Executive level, and looking particularly at the six characteristics outlined above will reveal people with entrepreneurial abilities. The Apollo Profile is a very appropriate tool to identify high performers and entrepreneurs as well as people with potential not immediately engaged in the “entrepreneurial cycle”.

Jim Bowden, the Apollo’s creator has noted that Leadership styles and Social factors and Values do not seem important for determining entrepreneurs. It should be noted too that not all entrepreneurs eventually succeed. Also entrepreneurs may sometimes be going through a stage when they are motivated by some passionate drives.  When not so motivated their scores are likely to return to more “normal” ranges.  A person may be a strong potential or  “sleeper” entrepreneur that needs to be awakened with a special purpose or belief or project.

It’s that time of year again when we celebrate Singapore’s birthday!  Happy Birthday Singapore!!  Our Singapore office will be closed on Tuesday 9 August. However our other offices across Asia will remain open.

As Singapore’s leading independent psychometric test specialist, the Straits Times commissioned PsyAsia to design a brief test of friendliness a few years back just for Singapore National Day.  Why not have a go at the quick fun test again today as part of your National Day Celebrations: Click here to download!

Massive 25% discount on our Behavior Based Interviewing Course in Singapore when sending 2 or more people. Offer applies only to June 21 Course and only for bookings made online at http://www.psyasia.com/register by noon on 10 June 2011. Course run by expert organisational psychologist. Full course details here.

To avail the discount, register at http://www.psyasia.com/register and in page 3 of the registration form enter promo code 588. Discount only valid when registering 2 participants. Regular course fee is SG$785. Discounted fee for 2 or more participants is SG$588. Discount expires on Friday 10 June at 12pm.

Recruit with Apollo Personality Test 90 mins from now!
Details at http://www.psyasia.com/personality_tests_apollo.php

View all of our world-leading personality assessments.

Join our advanced training in psychometric tests in Singapore or Hong Kong.

PsyAsia International has been offering the British Psychological Society (BPS) Certificates of Competence in Occupational Testing as a public course in Singapore and Hong for many years. We offer the same course in-house across Asia and the Middle East. The course is facilitated by an award-winning doctor of psychology who is a joint resident of Singapore and Hong Kong. Our next public runs of this course are in August as follows:

Hong Kong
Level A: 2-4 August
Level B: 8-10 August

Singapore
Level A: 17-19 August
Level B: 22-24 August

One popular question from those interested in attending this course is:

After BPS Level A & B what psychometric tests (aptitude tests & personality assessments) can I use?

Here is our reply:

After Level A you can order and use just about any Aptitude test on the market. We market the Saville Consulting Aptitude Tests which are recognised internationally as being modern, fresh, psychometrically sound and highly predictive of performance. You would be qualified to use all of this range. Level B is slightly different. We qualify you to use the Identity Self-Perception Questionnaire (the world’s most comprehensive personality test) and the Apollo Profile Personality Test (the only personality tool to compare your candidate with those rated as excellent). You can also attend the Saville Consulting Wave accreditation workshop the day after Level B at 50% off and qualify for that too. Saville Consulting Wave beat all tests it was compared to in a large validity study predicting performance and leadership. Your Level B qualifies you to use the personality tests of other test publishers whilst some may request that you undertake a one-day conversion course. Publisher requirements vary and hence we advise delegates to contact the publisher directly and ask them if Level B qualifies them to use that test. We have found over the many years we have been offering this course that most delegates prefer to stay with us and purchase tests from us given that there is nobody else in Singapore or Hong Kong with the same high level of knowledge and experience in psychometrics at work!

Previous runs of this course have been fully booked more than 6 weeks before the start, so please register early. Upon receipt of payment delegates get immediate access to the Online Learning Centre which contains course learning resources such as videos, forums and text-based learning.

If you’d like to register for our upcoming psychometric training courses, kindly go here.

For details on all of our psychometric courses please click here.

For specific details on our psychometric assessment at work course leading to the BPS Level A and B Certificates in Occupational Testing, please go here.

 

Brief Psychometric Quiz (free)
Get discount codes for selected psychometric courses by completing!

Free Psychometric Testing Webinar for Human Resources Professionals in Asia

In this complimentary webinar, PsyAsia International’s registered business psychologist will review aspects of the Saville Consulting Wave. The Wave is the 21st Century’s Revolution in Personality Assessment. It was developed by the best known name in modern Psychometrics, Professor Peter Saville. Independent, comparative research has shown that the validity of the Wave surpasses that usually expected of personality tests and that the tool beats its competitors in predicting performance and leadership at work. In fact, Wave has been so influential that its nearest rival felt the need to revisit their own personality test and to use the term revolution too in their update. However, it turned out to be a revamping rather than a revolution!! So, what makes the Wave such a fantastic tool. Why has Saville Consulting grown so fast over the past few years from nothing to representation in over 60 countries and a move to a larger office to house their growing team?

This webinar will take attendees through the revolutionary characteristics of the Wave in an accessible way. You’ll also get to see the validity study results. After attending the webinar, you’ll understand why the Saville Consulting Wave has been so well received and why it has changed the status quo in personality testing that has existed since the 1980s.

The complimentary webinar is open to all HR and related professionals in Asia who provide truthful data and a corporate email address when registering. It is not open to competitors.

Register here: http://www.psyasia.com/hr_seminars.php

PsyAsia Live at SIOP: PsyAsia’s consultants are currently attending the SIOP Conference in Chicago and posting brief summaries of the most interesting talks they attend. Here is one of them!

At PsyAsia we’ve been talking for years about the necessity of using narrowband traits when trying to predict performance at work from psychometric personality tests. Personality is complex and trying to summarize it under a few scales does nobody any favors, least of all the test candidates who you are assessing and in turn, the recruiting organization.  In pursuit of increasingly simple tests that frankly assess little and even then do so unfairly, we come across people who show a strong preference for broadband tests. Broadband tests are useful in some scenarios, notably coaching, counselling, team-building and so on, where it would be impractical to try to explain to those involved the multitude of scales that narrowband tools assess.  However, in high stakes recruitment and selection it is necessary to use tests which produce scales which are able to assess a complete range of personality variables and therefore allow for highest accuracy in work performance prediction. 

This assertion was supported in PsyAsia’s own peer reviewed and published research in Asia and received further support in research presented at the SIOP conference. Narrow traits, also termed facets, did a better job of predicting performance in a number of work areas than higher level broadband traits. If you are using a test that has fewer than around 16 personality scales, you need to question how useful it really is. Multiple research streams are showing that such tools lack specificity and do not add sufficient predictiveness to the assessment process when compared with narrowband tools.

Note: All of PsyAsia’s Personality Tests are Narrowband tools that can also be systematically compounded to enable them to assess at a broad level should that be necessary.

PsyAsia Live at SIOP: PsyAsia’s consultants are currently attending the SIOP Conference in Chicago and posting brief summaries of the most interesting talks they attend. Here is one of them!

One obvious way to develop the cultural intelligence or CQ of employees and executives is to provide them with experiences in cultures which are significantly different to their own. Research has shown that it is not good enough to simply provide for interactivity across cultures within a diverse organization.  Another stream of research presented at the SIOP conference demonstrated the importance of knowing when an overseas assignment will end. Executives who had little or no idea when their assignment would end were less likely to develop in terms of CQ. However, those with such knowledge tended to focus their behavior on improving CQ.  The simple lesson from this research then is that if organizations wish to improve the CQ of their executives they need to ensure that they are clear in terms of assignment length.  Such information is likely to also assist in adjustment and understanding what other aspects of the individual to invest in the new location. This ultimately prevents a feeling of limbo and results in superior work performance. Note that organizations with culturally compentent employees tend to be better performers in the age of globalization.

Visit PsyAsia International for HR Consulting, Training and Psychometric Tests