This specialist set of psychometric tests are unique to eJobs Financial Planning and have been designed in conjunction with Russ Wesley, CareersMultiList's experienced Occupational Psychologist specifically to enable us to assess the sales style and mental capacity of both prospective and existing Financial Planners. They can be used for individual Candidates or for entire Financial Planning Teams.

Taking around 90 minutes to complete, Candidates are given a Sales Preference Indicator Assessment, a High-Level Ability Assessment (looking at their Verbal, Numerical and Abstract reasoning skills), a full Personality Profile Questionnaire, plus a Values and Motives Questionnaire. They are suitable graduate 'entry-level' Candidates, more experienced Planners, and Senior Planners or above.

Whilst research has been conducted to show there is no single 'style' that makes for a great planner, it is possible to distinguish a number of attributes that successful Financial Planners have, including higher cognitive abilities, particular values and motives, plus emotional stability.

These are just some of the attributes that we assess in this test battery, which provides a more independent tool for a Candidate's suitability, over and above that which can be gleaned from resumes, reference checks and at interviews.

1. Sales Preference Indicator

Many Financial Planning organisations acknowledge the importance of having a strong 'sales' force and culture. Yet, traditionally there has been a lack of mechanisms to assess the calibre of potential and existing 'Sales-Focused' staff that engage in sales activities.

The Sales Preference Indicator was developed specifically for corporate organisations in which intellectual capital, services or products are being promoted or sold. The Sales Preference Indicator is the result of a number of years of research by Psychologists and was first published in 2001. Measuring core dimensions of sales activity it is supported by research and cross-validated against other proven sales performance indicators.

What the Sales Preference Indicator Measures

This Indicator is designed to measure seven key dimensions of sales activity that are distinct from more general measures of personality. The scales are Adaptive Selling, Emotional Objectivity, Sales Persona, Networking, Organisational Focus, Competitive and Overall Sales Summary. The Sales Preference Indicator has three response style measures including Social Desirability, Central Tendency and Acquiescence. The questionnaire consists of 68 questions and this part of the test battery takes around 30 minutes to complete.

What is Reported

The report provides both a narrative script and graphical representation of each core dimension. The easy to read narrative defines each dimension, provides Candidate results and gives guidelines for motivating and managing the respondent in relation to the dimension. An overall summary scale is also provided giving a graphical representation of the general sales potential of the Candidate.

2. High-Level Abilities Analysis

Verbal Reasoning

This measures the Candidate's verbal fluency, vocabulary and their ability to understand and reason using words.

Numerical Reasoning

This measures the Candidate's ability to use and understand numerical concepts, to reason using numbers and to perceive logical relationships between them.

This test is suitable for Candidates at graduate level, mid-management or above, and are an ideal indicator of a Candidate's ability to deal with financial and technical data.

Abstract Reasoning

This measures the ability of the Candidate to understand abstract logical problems and use new information outside the range of previous experience - especially appropriate where bringing logical analysis to bear in novel, intellectually demanding situations is a pre-requisite

2. Personality Profile Questionnaire

To measure a Candidates personality we use the '15FQ' questionnaire - a modern alternative to the 16PF. Specifically, this questionnaire measures the fifteen personality dimensions assessed by Cattell's original 16PF, with the exception of Factor B (intelligence) due to the difficulty in assessing mental ability using an un-timed test. This factor has been replaced with a more robust measure assessing an individual's level of confidence.

The 15FQ also measures personality factors more reliably using up-to-date and occupationally sensitive items. Whilst having all the advantages of 16PF it avoids the problems of low reliability and face-validity associated with many of the 16PF scales.

Comprehensive Report

This Personality Profile includes a report on:

• Interpersonal Style
• Thinking Style
• Coping Style
• Team Role Behaviour & Preferences
• Leadership Style and Fit
• Subordinate Style and Fit
• Career (Occupational) Orientation
• Strengths and Development Areas
• Validity Measures
• Potential Strengths
• Potential Development Areas

3. Values & Motives Questionnaire

This is a normative self-report questionnaire which profiles the motivating forces that are likely to determine the amount of energy or effort that a Candidate is likely to expend in particular activities. When used as part of an assessment battery for selection, development, guidance and team-building it can assist in directing individuals into areas where they are likely to gain most satisfaction and make the greatest contribution.

What the Values and Motives Questionnaire Measures

The scales have been selected not only for their relevance to the workplace, but on the basis of a thorough review of those values which have been identified in previous research as being important determinants of behaviour in the work setting.

The questionnaire covers three broad areas: Personal, Interpersonal and Extrinsic. Personal values are those which could guide an individual's decisions in respect of everyday problems; Interpersonal values are those which influence an individual's approach to relationships; and Extrinsic motives are factors which effect their behaviour in the workplace.

Cost: $495 + GST per Candidate (less for higher-volume teams).