Method · Verita Diagnostics scales
What Human Analytics measures – and what the result cannot claim
Human Analytics works with selected self-report scales of the Verita Diagnostics Professional Aptitude Test. It describes personality tendencies relevant to work situations. It does not measure professional knowledge or intelligence, it is not a direct measurement of job performance (it assesses the personality potential for performance), and it is not meant to be the sole basis for HR decisions.
Origin
Origin of the method
The Professional Aptitude Test was developed and standardised by the Verita Diagnostics team. The set of measured characteristics is inspired by Bartram's model of eight global work competencies. The selected personality scales were compared with the NEO-PI-R personality inventory, which is based on the Big Five five-factor model of personality.
Scales
Seven personality scales
| # | Scale | What it briefly describes | Reliability of the original scale | Norm M / SD |
|---|---|---|---|---|
| 1 | Leadership and decision-making | Social dominance, decisiveness, self-confidence when influencing others. | Reliability of the original scale:0.82·M / SD10,63 / 3,81 | 10,63 / 3,81 |
| 2 | Activity and drive | Energy, initiative and willingness to turn intentions into action. | Reliability of the original scale:0.74·M / SD9,55 / 3,13 | 9,55 / 3,13 |
| 3 | Interactivity and assertiveness | Liveliness of social expression, sociability and active self-assertion. | Reliability of the original scale:0.78·M / SD10,76 / 3,41 | 10,76 / 3,41 |
| 4 | Support and cooperation | Helpfulness, cooperativeness and an orientation towards supporting others. | Reliability of the original scale:0.75·M / SD15,93 / 2,38 | 15,93 / 2,38 |
| 5 | Organisation and performance | Systematic approach, self-control, thoroughness and a focus on completing tasks. | Reliability of the original scale:0.80·M / SD13,97 / 3,37 | 13,97 / 3,37 |
| 6 | Flexibility and resilience | Emotional stability, coping with uncertainty, pressure and change. | Reliability of the original scale:0.86·M / SD9,52 / 5,06 | 9,52 / 5,06 |
| 7 | Need for cognition | Interest in new information, broader context and knowledge for its own sake. | Reliability of the original scale:0.61 – interpret with more caution·M / SD9,15 / 2,14 | 9,15 / 2,14 |
Note: the coefficients refer to the original scales of the Professional Aptitude Test. Transferring these properties to Human Analytics is justified only after confirming that the items, reversals, response scale and scoring match. The “Norm M / SD” column lists the raw-score mean and standard deviation Human Analytics uses to convert a result into a T-score.
Norms
Norms and validity
- The norms of the original Professional Aptitude Test were created on a sample of approximately 600 respondents; the manual of the follow-up version states N = 619. For the specific railway version, norms were created on N = 262.
- The concurrent validity of the selected personality scales was verified against the NEO-PI-R on a sample of N = 102.
- Strong expected relationships were found, for example, between Flexibility and resilience and neuroticism (r = −0.77), Interactivity and assertiveness and extraversion (r = 0.66), Need for cognition and openness (r = 0.58), and Organisation and performance and conscientiousness (r = 0.56).
Calculation
How the result is produced
Each answer is converted to 0 or 1 according to the scoring key; for reverse-scored items the value is flipped.
The sum of points forms the raw score of the given scale.
The raw score is compared with the relevant norm and converted into a T-score with a mean of 50 and a standard deviation of 10.
Two substantively related scales are displayed as the axes of a quadrant. The central band is evaluated as a less differentiated profile.
T = 50 + 10 · (HS − M) / SD
Quadrants
Why quadrants
- They show the relationship between two characteristics, not just two isolated bars.
- They help distinguish different paths to a seemingly similar result – for example lively assertiveness with strong support for others versus lively assertiveness with a low need to support.
- The central band prevents a falsely precise assignment of a person to a single pronounced type.
- They are an understandable starting point for a conversation about situations in which a given style is an advantage or may require conscious correction.
Limitations
Limitations
- It is predominantly a self-assessment; the result may be influenced by the current situation, understanding of the items and the effort to appear favourably.
- The result is a screening and development resource, not a clinical diagnosis or a standalone decision on hiring, promotion or termination of employment.
- Given its lower reliability, Need for cognition requires more cautious interpretation.