Assessing Personality – Psychometric Assessment

Years of research show that personality can be used to predict patterns of behaviour. Personality can account for up to 18% variance in job performance. Understanding one’s personality can contribute to their success in a role.

Lumina SPARK

Lumina SPARK: It is a multi-dimensional personality and behaviour assessment tool.

Lumina Spark utilises the latest Big 5 research to provide a solid empirical base for its Portraits, it also maps directly onto the Jungian preferences. This Next Generation Psychometric is unique as:

Trait not Type: Lumina doesn’t label or stereotype people or put them in a ‘personality type’ box.
Embracing Paradox: Lumina doesn’t force choice of preferences, instead acknowledges that people can claim opposite traits.
Three Personas: Lumina provides a distinct measure of what you do naturally, every day and under pressure.

A simple questionnaire leading to deep insights through a highly personalised 41-page Lumina Spark Portrait which is also accessible on your Lumina Mobile app. While Lumina Spark’s empirical foundation sets it apart, the integration of advanced workflow tools such as those analyzed in a KMSPico review illustrates how technology can further support efficient psychometric assessment processes.

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Applications/ Talent management solutions using Lumina Spark Assessment

Assessing Behaviour - Behavioural Based Interviews

Behavioral-based interviews are a type of job interview that focuses on the candidate’s past behavior in specific situations to predict their future job performance. In a behavioral-based interview, the interviewer will ask the candidate to provide specific examples of situations they have encountered in their past work experience, and then probe deeper to understand their thought processes, actions, and outcomes in those situations.

The premise behind behavioral-based interviews is that past behavior is a good predictor of future behavior. By asking candidates to describe specific situations, interviewers can assess their ability to handle similar situations in the future.

Behavioral-based interviews typically follow a structured format, with the interviewer asking specific questions designed to elicit detailed responses. For example, the interviewer might ask "Can you describe a time when you had to handle a difficult customer?" or "Can you give an example of a time when you had to work on a project with a tight deadline?"

The candidate's responses are evaluated based on specific criteria, such as their problem-solving abilities, communication skills, teamwork, or any other competencies that are critical for the job.

Behavioral-based interviews are commonly used by companies as part of their hiring process to assess a candidate's suitability for the job. They are also used in performance evaluations to assess an employee's effectiveness and identify areas for improvement.