Pearson Talentlens Assessments

Gold Standard Assessments for Personality and Cognitive ability

 We're $ 16 billion company with 40,000+
global workforce and footprint in 80+
countries.

Pearson is a
Global Leader
in Learning
We've helped more than 150 million
people wordwide with our assessments
and learning solutions.
 Versant
Communication Skill
Assessment

Ability
Cognitive

Assessments
Top 10 Skills
Communication Skill
in 2020 in 2015
Complex Problem Solving Complex Problem Solving
Assessment

Critical Thinking Coordinating with Others

Creativity People Management
Versant

People Management Critical Thinking

Coordinating with Others Negotiation
Emotional Intelligence Quality Control
Judgement and Decision Making Service Orientation
Service Orientation Judgement and Decision
Negotiation Making
Cognitive Flexibility Active Listening
Creativity
 TOP 10
PEARSON
TALENTLENS
Offer Goldstandard
Talent Assessments

for top two skills of 2020-

Complex Problem Solving
and Critical Thinking
SKILLS
Watson Glaser Critical Thinking Appraisal

Watson-Glaser™ Critical Thinking Appraisal is the most widely used tool for selecting great managers and
developing future leaders. Critical Thinking as defined by Pearson is the ability of an individual to make
informed decisions without being influenced by their own emotions.

History: Developed by Goodwin Watson and Edwerd M. Glaser in 1925

About Critical Thinking:
Pearson Talentlens' RED Model
In this model Critical Thinking broken down into
three components:

Recognize Assumptions: Separate fact from opinion.

Evaluate Arguments: Impartially evaluate arguments

and suspend judgement.

Draw Conclusions: Decide your course of action.

Why Predict performance in fast-paced positions requiring
high-level thinking and analysis.
Watson
Glaser Assess decision-making skills and managerial
readiness.
Critical
Thinking Predict practical intelligence at work - Contemporary,
Appraisal? global, and business relevant items.

Duration: 40 Minutes

Corporates use for: Assess Managerial Readiness, High Level Thinking & Analyzing Skills, Identifying
HiPOs, for Succession Planning
Success Stories of WGCTA

Leadership Development Recruitment Procedure Promotion

Leadership Development Promotion and Selection Leadership Development

Leadership Development For Amazon process selection Promotion

Raven's Advanced Progressive Matrices

Raven’s™ Advanced Progressive Matrices (APM) is designed to measure an individual’s ability to perceive and
think clearly, make meaning out of confusion, and formulate new concepts when faced with novel
information. People that score well on Raven’s are often described as being good “problem solvers” and
“quick learners.”

History: Developed by John C Ravens in 1936. All Entrants of British Armed forces from 1942 took the Ravens assessment
 Raven’s is a leading global measure of learning agility -
Why Identify talent that will learn quickly

Raven's Raven’s differentiates people of varying intellectual abilities.

Advanced Pinpoint problem-solvers and
individuals who can think clearly.
Progressive
Minimize bias in the selection process and employee evaluation-
Matrices? Being a non-verbal test, Raven’s classifies individuals on mental
ability without the influence of language or culture.

Duration: 42 Minutes (Timed)

Corporates use for: Assess Problem Solver and Quick learner capabilities, HiPo Identification,
Recruitment, Succession Planning
Success Stories of Raven's APM

Recruitment Recruitment

AC-DC Recruitment Procedure

Leadership Development

Recruitment
Recruitment
Combination of WGCTA & Raven's APM

Various corporates uses the combination of both Watson Glaser Critical Thinking Appraisal and Raven's
Advanced Progressive Matrices. Both test together measure the Crystal and Fluid Intelligence. This gives the
complete insight about the candidate.

Raven’s APM is useful in contexts where a measure of cognitive ability is needed but language and/or
cultural differences may be an issue.

Its items consist of graphical 3X3 matrices

Watson-Glaser is used where reasoning is important and a high level of verbal fluency and comprehension
is necessary for successful performance.

Its items include more detailed written passages.

Advantage of using Raven's APM & WGCTA
Together.

Highly Reliable
Quite accurate in predicting the potential for success
The validity rises with increasing complexity of the job
Combinations of aptitude tests have higher validity than individual tests alone.
Can be administered in group settings where many applicants can be tested at the same
time.
Easy Implementation, no certification required to administrate and lower cost than
personality tests
Success Stories of Raven's APM & WGCTA

Internal Job Promotion Recruitment

Internal Job Promtion HiPo Identification

HiPo Identification

Recruitment
Lateral Hiring and HiPo Identification
 Versant
Communication Skill
Assessment

Personality
Assessments
Personality Assessment- SOSIE

Identify a person’s value system to reliably predict their motivations, behavior and adaptation to a role or
organizational culture.

Area of Measurement:
Personality Traits
Interpersonal Values
Personal Values

Developed by Leonard V Gordon Combines 3 Classic Tests: Gordon Personal Profile and Inventory + survey of Personal
Values + Survey of Interpersonal Values Published in the year 1991.
 Meaning – “Perfect resemblance to another”; “Mirror
Image”; “Alter Ego”.

Comprehensive work-based personality assessment tool.

Why Not just focus on underlying traits, but, identifies “what is it that
motivates or serves as a kick in one’s job”.
SOSIE? Personality - Relatively stable characteristics influencing individual
behavior; type of work a person is best suited
for; change very little.

Values - Key factors, sources of motivation or involvement influencing a

person’s behavior reactions in work place.

Corporates use for: Recruitment and Career Guidance

Personality & Values

Personality describes the relatively stable, characteristic ways in which people behave or
approach situations. It describes consistency in behavior across situations and has both genetic
and environmental components.

Values are enduring beliefs about what is important in our lives and how people should
behave.
 Unique Features of SOSIE

INTEGRITY LIABILITY COMMITMENT CONSISTENCY

Personality inventory Only personality Only personality Combination of 3
which can be used for inventory which assesses inventory to have value individual inventories,
recruitment/selection, both behavior and assessment along This gives
personal development motivational aspect. with behavior comprehensive results.
and guidance. assessment.
Success Stories of SOSIE

Selection Selection IJP

Leadership Development Selection and Development HiPo Identification

Selection
Selection Recruitment
A L W A Y S L E A R N I N G