Mindmill Science

Psychometrics are objective.

When we perceive other people, particularly in an artificial and/or time-constrained situation, such as a face to face job interview, we can make key mistakes, sometimes at a subliminal level.

Predictive abilities.

Psychometric assessments have been proven to predict future job performance. mindmill cognitive assessments can effectively predict an individual’s capability to learn and acquire certain skills. mindmill personality assessments can determine preferred ways of behaving while at work; identifying vital ‘soft’ skills and determining the most appropriate ‘cultural’ fit.

Ability to filter out candidates.

Organisations can create a bench mark for a position, against which applications can be evaluated. Psychometrics provide a quick yet accurate way to achieve this. Only those candidates who have the most potential can progress through to the interview stage.

Labour market.

In recent times, the job market has become increasingly competitive. More and more applicants are competing for roles at all job levels. The sheer volume of candidates is creating a need to sift through them quickly and efficiently. A need which psychometrics can fulfil unequivocally.

Graduates.

There now exists a higher volume of candidates with high calibre educational attainments. It is becoming a basic requisite to sift through candidates, particularly at the top end, in other ways than simply ‘degree level’. It is just not stringent enough; in present times, sifting through candidates by degree level can often result in a high level of candidates progressing through to the next stage anyway.

Equal opportunities.

Legislation in the UK encourages employers to use assessments as part of an initiative towards fairer selection. Assessments are standardised to ensure that all individuals receive the same treatment to promote egalitarianism and impartiality. They can also help produce standard selection procedures for HR personnel.

Mindmill Psychometrics

Mindmill specialise in computer based psychometric profiling and screening tools designed for the 21st century, with the added value of bespoke HR Workflow, continuous R&D, software and web development.

A range of assessments are provided including;

  1. Personality assessments
  2. Cognitive assessments
  3. Bio-rhythms (body clock)
  4. Motivational interests (JOIN)
  5. Bespoke screening and profiling assessments

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  • Cognitive Abilities

    Mindmill assessments measure natural ability as opposed to academic ability. The tests do not have unfair advantages to those with higher educational abilities and require only the reading age of 11 to complete.

    The assessments measure the raw potential of individuals and use this to determine trainability.

    Trainability is derived from the Capacity to Process Information (CPI), this is a fundamental building block in the rate of learning NEW skills on the job or success in initial training i.e. trainability. This can determine how quickly someone will learn on a new job or how much help or guidance they will need in relation to learning new skills on a job. CPI scores can also be useful to put individuals into different training cohorts in terms of how quickly the groups will learn.

    Individuals can be ranked by CPI – therefore the size of the candidate pool to be interviewed can be reduced if needed depending on what level of CPI is needed. Indications and warning signs of potential dyslexia or language difficulties can be expressed in the report section of CPI.

    Stable/unstable results – the computer can determine if the result was stable or unstable due to guessing (e.g. constant clicking and not actually reading the question).

    The cognitive assessments are designed to ensure that tests are fairly administered, not biased against any gender, ethnic or social group.

    • Alphabet Test (AB) – Literacy Skills
    • Error Detections (ED) – Perceptual Scanning
    • Number Fluency (NF) – Numeracy Skills
    • Odds and Evens (OE) - Working Memory
    • Word Rules (WR) – Working Memory
    • Reasoning Categories (RC) – Advanced Verbal Reasoning
    • Deductive Reasoning (TI) – Verbal Reasoning
    • Orientation Assessment – Spatial Awareness
    The range of ability tests possess amongst the most psychometrically robust, culture-free assessments of raw potential and ability internationally.
  • Personality Assessment

    Mindmill Self Inventory (SI) personality measure draws upon the most up to date theoretical thinking on measuring personality

    Mindmill personality assessment is based on the Big Five factors of personality including an additional domain of proactive.

    Mindmill have three versions of personality assessments;

    • Self-Inventory 1 (SI1) – Most widely used
    • Self-Inventory 2 (SI2) – More senior and executive role usage
    • Self-Inventory Education Version (SIED) – Version to be used in schools

    The Mindmill Self-Inventory has been developed from the Big Five, one of the most renowned and modern personality theory known. Professor Sidney Irvine, the creator of Mindmill assessments has worked closely with Raymond Christal, who along with Ernest Tupes developed the original Big Five theory of personality. Irvine continued to develop the Big Five based on recommendations; inclusion of an extra domain of Proactive, instant measures of socially desirable and guarded response, led to the modernisation of this personality measure for the 21st Century.

    Research has shown that there are two response styles that may distort or fake replies to questions – social desirability and guardedness. The Self-Inventory contains patentable algorithms for scoring these two dimensions and issuing warnings. No other inventory in use has these two response style checks automatically produced.

    Reports are simple to understand, with after training, no psychological expertise needed to interpret the findings.

    The Self Inventory uses plain language to ensure that it is completely understood by candidates, therefore not omitting those who do not have certain levels of educational background.

    The Self Inventory can be completed in 10 – 15 minutes and is scored immediately, providing instant results and reports.

  • Work Style Profile

    The Work Style Profile (WSP) assessment identifies the level of perceived self-awareness of an individual’s work style. The traits assessed within the Work Style Profile are related to preferred behaviours within the workplace.

    The WSP uses plain language to ensure that it is completely understood by candidates, therefore not omitting those who do not have certain levels of educational background.

    The WSP can be completed in 5 – 10 minutes and is scored immediately, providing instant results and reports.

  • Body Clock and Individual Adaptation Styles

    Biological Adaptation to Night and Day Scenarios (BANDS)

    This is an assessment of biorhythms and body clock. These assessments are useful to identify what time of day an individual works best (morning/evening), whether they need routine in their job role or if they can be quite flexible, and it also assesses whether an individual is building up a large sleep debt on a regular occurrence. Once awareness of personal adaptation styles becomes apparent, occupational choices can be made with them in mind. Within a military context, it can also be used as part of a wider health assessment of recruits in training.

    The BANDS measure is unique amongst any suite/battery of tests in the occupational sphere in terms of according information about physical disposition and biorhythms of the individual.
  • Jobs and Occupations Inventory (JOIN)

    Vocational Guidance Assessment

    This assessment measures interests and motivation in terms of careers. It presents a wide range of related work activities in the shortest possible framework. Once choices are made, and are assessed for strength of interest, a more-fine-grained appraisal is possible. At the end, there is an option to view descriptions of the two most highly favoured jobs.

    This assessment is often used in career guidance for young people, but is also valid for adult employability assessments and can be adapted for internal assignations of staff. For example, the items can be customised for specific job roles within an organisation to identify which sectors potential and/or current employees are best suited to.

  • Standardisation and Validation

    Professor Irvine, the creator of Mindmill assessments, is a leading developer of item-generation theory - a major application used in the construction of cognitive assessments. In fact, it is an intellectual contribution to test development that is unique, with great potential for changing the ways tests are generated.

    Item generation allows for computers to generate new items (questions) of equivalent difficulty, which are delivered, scored and stored in real time. This development has eliminated many problems that derive from paper and pencil assessments or ‘off-the-shelf’ products. Test compromise due to overexposure has been a major problem area for psychometric assessments, where individuals can learn questions and cheating can become a common problem, however with Mindmill Cognitive Abilities, this is eliminated due to item generation.

    Multiple parallel forms can also be produced as and when required which will have the same properties as every other assessment. Parallel forms allow further quality control and to assess test reliability.

    Mindmill assessments are the only one on the market offering the prospect of a different form of test for each registered user. As many forms of the tests as are necessary for security may be offered to each organisation in the secure knowledge that no other test has identical items.

  • Normative Data

    (Generation and Updating of Normative Data)

    Norms can be identified as the established values, beliefs and behaviours of a particular group of individuals. They are expectations of an average population group bases on multiple observations.

    In psychometric assessments, norms can be used to identify an individual’s behaviour relative to a particular group of people, that is, a norm group. The norm group can range from a general sample such as the UK population to a more specific sample, such as a female graduate sales person.

    By comparing individual results to a particular norm group, comparisons can then be made on that individual’s ability and behaviour accordingly. For example, a person who scores 80 out of 100 may appear to have a good score, however if this score was compared to a particular population where the majority of individuals obtained 80 or more, this original raw score is not as good as it once was perceived.

    Thus it is important to ensure that an individual is compared to the appropriate norm group. For example, if you are hiring a sales person, it would be more beneficial to compare their assessments results with other sales people as opposed to a completely different group such as Software developers.

    Mindmill have the capabilities to both generate new norms and update existing norms as and when individuals sit a range of assessments. This is important as it ensures that individuals are being compared to the most up to date, representative population group that currently exists in society at that particular time.

    These norms can then be analysed regularly to reflect the differences in society, for example across cultures, between different job roles, between different companies with the same job roles and so on.

Mindmill Technology

Mindmill’s cloud based technology platform allows us to deliver HR Solutions globally to our clients in both the public and private sectors. As well as possessing our own in-house Psychometric Assessments and HR Technology Solutions, Mindmill also have the capability to create new HR Solutions for our clients which can seamlessly integrate into their current HR Workflow Process.

Intuitive, Global Solution

Mindmill’s technology platform is accessible anywhere in the world. The assessments are designed to be taken on any modern computer and have been tested on all of the most popular devices and web browsers. Mindmill’s technology platform is an intuitive, user friendly and easy to administer system. It has been designed by professional and qualified experts in the fields of UI design and psychology so that it can be used by those who do not necessarily have a background in psychology or IT.

Mindmill’s assessment system has been optimised so it can be used with a number of different devices and input methods. All that you need to access Mindmill’s assessment system is a modern web browser; no other 3rd party applications or plugins are required. Mindmill’s assessment system has also been optimised for touchscreen use.

Flexible, Customisable Solution

Mindmill’s assessments can be fully tailored to meet the exact requirements of an organisation, including the number of assessments in an assessment programme and type of assessment used in each individual programme. Mindmill can also customise the look and feel of the User interface of the system to mirror the corporate image of an organisation, allowing for a seamless transition between a client’s corporate website and the assessment system.

Mindmill’s in-house development team also have the capacity to create new brand new assessment and HR workflow solutions, or integrate a client’s existing assessment and HR workflow solutions into the Mindmill technology platform. This allows Mindmill to create a solution which has been designed and developed specifically for the client.

Seamless, Automated Solution

Assessments are scored immediately and automatically by the system, thus eliminating the need for hand-scoring, saving time in both training and actual scoring with automated notifications and reminder functionality available. The system also has a Business Intelligence module with a number of reporting options to allow Administrators of the Mindmill technology platform to view information on company usage, assessment campaign details or ranking candidates by performance in Mindmill’s assessments.

Automated standardised emails can be sent to all candidates registered on the system; this is particularly useful in large recruitment drives, as it saves time on compiling databases and mail-merges. With regards to assessment completion failure, mindmill has developed a fully integrated system that allows candidates to resume their assessment session beginning from the last fully completed assessment, should the internet connection be interrupted for any reason.

Robust, Secure Solution

Mindmill has placed the upmost importance on server function and the safety of data stored within their system. Mindmill also provide 24/7 global email support, plus dedicated telephone support during UK office hours for their online hosted software services. Mindmill’s assessment platform will be hosted on Mindmill’s dedicated web servers. All maintenance on these servers is carried out by qualified Mindmill technical staff. Mindmill's standard service level agreement guarantees a level of 99.5% service availability 24/7 all year round.

In regards to assessment security, through the application of ‘Item Generation Theory’, a high volume of candidates can be tested at once from a single location. The system has the ability to generate new questions of equivalent difficulty for each candidate, removing common problems of test compromise; eliminating the ability for people to ‘play the system’ by learning questions and passing them on to others.

Integrated Solution

The Mindmill technology platform can be integrated with most back office systems that an organisation uses, including CRM and HR Management Systems. This allows data to be shared between systems, allowing for a more effective and streamlined HR process.

The Mindmill technology platform can also be integrated with other web systems, including other assessment systems and websites. This allows for a seamless transition between systems / sites, including data sharing and single sign on processes.

Further Advantages

Mindmill can offer an organisation a hosted online assessment system, rather than simply supplying either individual tests or batches of tests. Mindmill’s assessment system is an intuitive, user friendly and easy to administer system. It has been designed by professional and qualified experts in the fields of UI design and psychology so that it can be used by those who do not necessarily have a background in psychology.

Mindmill’s assessment system is a fully online system that can be accessed anywhere in the world by users and administrators alike at any time of day.

Mindmill’s assessment system has been optimised so it can be used with a number of different devices and input methods. All that you need to access Mindmill’s assessment system is a modern web browser; no other 3rd party applications or plugins are required. Mindmill’s assessment system has also been optimised for touchscreen use.

Mindmill’s technology capability allows for further enhancement of the system if required, including the use of accessibility options, such as screen text-to-voice readers.

Mindmill’s assessment system generates instant results and reports once a user has completed their assessment. This is done using the unique and powerful result processing and norm comparison algorithms designed and developed especially by Mindmill to assess and interpret a user’s raw data instantly.

A typical package of Mindmill assessments can be completed in less than an hour. This is down to the technological capabilities of Mindmill’s assessment system such as Mindmill’s unique method of assessment question delivery and response gathering and also the fully customisable nature of Mindmill’s assessment programmes.

Mindmill can also customise the look and feel of the User interface of their assessment system to mirror the corporate image of an organisation. This is becoming an increasingly popular modification of the system and allows for a seamless transition between a client’s corporate website and the assessment system.

Mindmill’s assessment system has the unique capability to produce new algorithms based on data from current assessments that can instantly correlate with other HR information in a company. This data is effective as it is scientific and measurable, therefore identifying objectively relevant information about HR procedures.