Application

Predictive (Objective, Scientific)

As a psychometric tool, Sophiometrics can help reveal the cluster of traits described here to identify people who make wiser, more honestly self-aware decisions. This could streamline candidate selection by highlighting less-honest applicants, identify the cleverly overconfident likely to make costly errors, expose entitled employees eroding team spirit, or many other novel applications, all in a brief, objective, online test.

If you’d like to be part of a pilot project to demonstrate material value for your particular situation, please contact us!

Reflective (Subjective, Personal)

The Myers-Briggs Type Inventory (MBTI) is a popular personality test that has little (if any) scientific validity for predictive applications, yet is very popular for reflective applications, e.g. learning about yourself and others. For a Sophiometrics assessment (try our demo first!), consider these reflective questions:

• How many practice questions did you do? Why? Was that a good choice?

• How did the time limit affect your focus and decision-making? How is the quality of your decisions affected by time pressure? Why?

• Did you let any questions time out? What prevented you making a decision?

• How did you feel about seeing an “I don’t know” option? Do you resist admitting ignorance? Why?

• How many Incorrect responses did you have? What makes you think you know something when you don’t?

• In everyday life, do you have a bias for action, for doing something, anything, rather than hold back? How do you balance the urge to get something (like an answer, even if wrong) against the loss of accepting limitations?

Your team can discover more about themselves and how they handle cognitive challenges. Contact us to learn more.

Combining Predictive and Reflective

Multiply the value of your Sophiometrics application by, for example, integrating it into you applicant tracking system (ATS) for screening, selection, or evaluation, then using those same results for challenging interview questions that reveal candidate self-awareness. In the long term, assessment scores can be correlated with worker performance to provide further insights.

Contact us to learn more.

Practical Benefits

Sophiometrics assessments have the practical advantages of being:

• Automated, online, scalable: Simply provide a link to any number of respondents to collect data anywhere in the world, at any time.

• Brief: An assessment can be done in under 5 minutes, avoiding fatigue or drop-outs.

• Objective and ethical: Personality tests for selection are rightly criticized for subjective interpretation bias, raising serious ethical and legal issues. A Sophiometrics test is purely objective and behavioral, recording only what a person did, not what they thought, felt, believed, or valued. This protects you from any claims of bias or prejudice, even though results can reveal sensitive personality traits not otherwise available.

• Surreptitious and robust: Cheating or “gaming the system” is prevented by time limits and goal balancing. Exaggerating ability reveals low humility and vice versa. Only wise self-awareness optimizes scores.

Ask us how to integrate Sophiometrics into your human management system.

Why use Sophiometrics?

• You want to know your people better than they know themselves. Under Sophiometrics cognitive challenge, respondents can reveal unconscious decision habits, traits worth identifying before they manifest in other, more costly ways.

• You want to save time and money screening applicants. To more efficiently sort through the ever-increasing number of inappropriate applicants, add a Sophiometrics assessment to the application process to get a unique heuristic for selection, and a valuable tool for interviewing.

• You want to reduce expensive errors due to overconfidence. Even a purely reflective application of a Sophiometrics assessment can help educate your team about unproductive cognitive and emotional habits, and help build a kinder, wiser workforce.

• You want ethical, objective assessment of dark (anti-wisdom) traits (such as entitlement, Narcissism, antagonism, etc.) that can’t be otherwise obtained.

• You want to identify the humble, honest, self-aware worker that may otherwise be overshadowed by overconfident competitors.