Is it possible to have real depth of personality assessment, but in a contemporary, user-friendly tool?
This is exactly why Congruity has been created. As practitioners using personality tools every day in our work, we wanted something that met all our needs.
Congruity builds on the strong foundations of the 16-factor model and is also consistent with the widely accepted five-factor model of personality (Big 5). Based on Cattell’s widely respected research, the original model has been thoroughly revised and updated to include themes, concepts and challenges emerging in the new, ultra-connected, change-oriented, global workplace. Congruity is therefore both contemporary and academically rigorous. It is face valid, and yet its foundations lie in sound psychological research.
Some personality tools available in the market take a simplistic, ‘personality-light’ approach. Their insights are based on easily recognised behavioural scales, which, whilst they may gel with users’ own internal frameworks and day-to-day language, do not necessarily cover fully the deeper, fundamental psychological constructs that underpin behaviour.
If you have an existing account or would like to sign up to use Congruity, click on the link below.
Congruity has other advantages too:
When to use Congruity
Congruity can be used in a wide range of different contexts.
Recruitment errors can resonate for years, whilst bringing in the right person can transform an entire business. Most roles require a set of technical skills or expertise particular to that sector or market. These technical skills however, whilst essential, are usually totally insufficient for success in the role. Also required is the ability to build relationships, make timely decisions, and interact with others in a constructive manner. Congruity provides valuable insights into these critical areas, allowing the selector to make informed judgments, and opening the door to a rich, relevant, and illuminating discussion between the selector and the candidate. Such discussions also serve to give the candidate a realistic preview of the role for which they have applied.
A Congruity report forms an excellent basis for a discussion about an individual’s development needs and aspirations. Congruity can play a useful role in training courses, development centres, coaching, mentoring and other learning interventions. It can also be deployed very effectively at team level. For example, as part of a workshop where members explore their own and their colleagues’ personality and work style preferences. Congruity also works well as part of the performance management cycle at key inflection points in a person’s career. For example, when they are considering a new role, or perhaps where there might be some performance issues to address.
Deciding who to promote can be a challenging and emotionally charged responsibility. There may be several candidates who are in the running, each of whom has their own strengths and development areas relative to the role. You may wish to compare the internal candidate pool with external candidates about whom much less is usually known. And although you may have job performance data about internal candidates, typically this will only relate to their current or recent roles, and not necessarily the role you are considering promoting them into. In these circumstances, Congruity provides a platform for gathering comparable data across the whole group. Holding feedback sessions with each candidate, at which their profile is discussed and explored as part of the promotion process, can add enormous insight for all parties, not least the candidate who is able to gain greater insight into the challenges and rewards of the role. Congruity can also be used in succession planning applications.
Increasingly, many individuals are taking responsibility for their own skills and career development. They want personal access to tools that can enable self-insight and self-learning. Congruity allows individuals to complete their own questionnaire online and then receive an expertly interpreted report, enabling them to identify the type of work environments they will thrive in. This can bring real value for school-leavers, graduates, supervisors, managers, high potentials – indeed anyone seeking to understand themselves more fully.
This is a further area where Congruity can add significant value, in particular, as part of professional outplacement and career guidance programmes.
"Psychologist in a box"
Because Congruity brings you the insights of a qualified psychologist within seconds there is no need to attend expensive training courses to use it effectively. The reports are written in natural language with no psychological jargon and are therefore easy to interpret. They provide users with an in-depth analysis containing the expertise of a skilled practitioner. Three reports are available:
- Administrator - with inbuilt interview probes that can be used in assessment and selection
- Participant - for sharing with the respondent and ideal for development, coaching and career transition
- Practitioner - designed for expert users
In each case, you select the comparison group to be shown in the report: choose from either Managers and Professionals, or the General Adult Working Population.
Sample reportsYou can get a feel for the reports by looking at the samples below:
You can register as an Administrator now and start using the tests immediately. However if you have any queries or need any help in registering please call us on 020 3854 1608 and we will help you through the process.