Wave Personality Questionnaires - Saville Assessment

Wave PersonalityQuestionnairesThe most powerful predictors of workplaceperformance and potential

Predicting Performance & PotentialThe Wave personality questionnaires are the most powerfulpredictors of workplace performance and potential.As the market-leadingpersonality assessment, Waveis recognized for: possessingthe highest validity* usingthe best scoring format toforecast workplace performance**“The Wave ‘deep-dives’ haveprovided Prudential with usefulinformation and a high level ofvalidity to add the rigor requiredand reduce the risk of bad hiringdecisions at a senior level.” beingthe only tool to identifyalignment between work motivesand talents havingthe most up-to-date normsfor better benchmarking“Saville Assessment have produceda range of Wave reports that aretruly innovative and provide a clearinsight into what good looks like forour key roles.”“We are constantly impressed by thevalue Wave adds to the business. Weuse the tool and associated reports withour talent throughout their time withus. The fact we are talking the samelanguage at recruitment, onboarding anddevelopment means our approach totalent is consistent and better aligned.This presents a powerful force for thebusiness.”* Project Epsom: How Valid is your Questionnaire? (2008)** European Journal of Work and Organizational Psychology (2014); No. 1, 3-301Wave Personality Questionnaire

Best in class predictorReview1PotentialSTARS2Work Performance3Competencies and Strengths4Preferred Culture27/30YEAR GLOBALRESEARCHPROGRAMUsed across*Years’ Experience* launched in 2017FocusStylesMotive&Talent2Wave Personality p-divesdriving betterdecisions

Wave QuestionnairesThere are four flagship Wave questionnaires clients canchoose from depending on their selection and developmentrequirements.Wave Strengths is a suite of five behavioral screeningquestionnaires suitable for volume recruitment projects.All questionnaires are driven by the Wave model.This extensively-researched model measures the keycharacteristics that underpin successful workplaceperformance.The model is hierarchical, built around 4 clusters, 12sections, 36 dimensions and 108 facets.SOLVING PROBLEMSEvaluating ProblemsInvestigating IssuesCreating Innovation4 ClustersBuilding Relationships12 SectionsINFLUENCING PEOPLECommunicating InformationProviding LeadershipShowing Resilience36 Dimensions108 FacetsADAPTING APPROACHESAdjusting to ChangeGiving SupportProcessing DetailsDELIVERING RESULTSStructuring TasksDriving SuccessProfessional Styles4012Minutes’ Completion TimeReports AvailableWave Professional Styles elicits detailedcandidate information, lending itself to highstakes recruitment and senior level development.3Wave Personality QuestionnaireFocus Styles139Minutes’ Completion TimeReports AvailableWave Focus Styles is a shorter version ofProfessional Styles. It retains 80% of the validityand is suitable for talent shortlisting, hiring anddevelopment.

Performance 360103Job Profiler10Minutes’ Completion Time1Reports AvailableThe Performance 360 online assessmentenables a range of relevant individuals to rate acolleague’s performance at work and show howthe individual perceives themselves.Minutes’ Completion TimeReport AvailableThe Job Profiler gathers a number of individualperspectives from relevant stakeholders on whatis important for new or existing roles.Wave StrengthsWave Strengths is a powerful suite of behavioral screeningquestionnaires offering a cost-effective approach to volumerecruitment.Role TypeQuestionnaireGraduate, Management Trainee,Manager & ProfessionalWork Strengths20Technical Apprentice, OperationalRoles in Manufacturing, Engineering,Construction and TransportOperational Strengths10Sales, Marketing, BusinessDevelopment & Financial ServicesCommercial Strengths10Contact Center, Customer Service,Hospitality & LeisureCustomer Strengths10Administrative Strengths10Clerical & Office4Wave Personality QuestionnaireTest Format

Candidate ExperienceThe Wave questionnaires use work-relevant language toask candidates what they enjoy doing (motive) and whatthey think they are good at (talent).Candidates can complete the questionnaires on desktopand mobile devices.The questionnaires use a unique ‘rate and rank’ formateliciting more detailed information about a candidate’sworkplace preferences. This avoids central tendency inreports and flat tlyDisagree tronglyAgreeI am a competitive personI like to challenge people’s ideasI am comfortable working aloneI am cheerful most of the timeI prefer to take the leadI am good at building rapportWork StrengthsChris ParkStatement - Page 1 of 18Please select the statement that is most like you, and then select the statement which you feelis least like you.MostLeastTo learn effectively, I must understand the underlying principlesI honour the commitments I have madeI am good at making friendsI am great at encouraging people 2016 Willis Towers Watson. All rights reserved.5Wave Personality QuestionnairePrivacy Accessibility

Report FeaturesThe flagship Wave Expert Reports (available from Focus andProfessional Styles) are recognized for their sophisticated levelof data, presented in a user and administrator-friendly format.Response Summary – Illustrates how a candidate hasinteracted with the questionnaire. In-built checks andbalances highlight how favorably a candidate has ratedthemselves and if there are any inconsistencies to probe.Competency Profile Page – Provides a unique predictionof a candidate’s likely strengths and limitations across 12key performance areas. Presented in a candidate-friendlyformat to frame feedback positively.Competency Potential ProfileResponse Summary12345678910Ratings AcquiescenceThis report gives Chris Park's areas of greater and lesser predicted potential based on ourextensive international database linking Saville Assessment Wave to work performance.Overall, neither overly lenient nor critical in self-ratingsCompetency DescriptionConsistency of RankingsOverall, there is a fairly high degree of alignment betweennormative and ipsative scoresSolving ProblemsHighly consistent in rank ordering of characteristicsNormative-Ipsative AgreementOverall, the degree of alignment between Motive andTalent scores is typical of most peoplewhere there is a strong results focus and determination to succeed, no matter what,and people are rewarded for achieving outstanding resultswhere there is a strong strategic focus, it is seen as desirable to have a clear visionfor the future and strategic thinking capability is highly valuedFairly HighDeveloping Expertise (6); Adopting PracticalApproaches (3); Providing Insights (10)higher potential than about 75%of the comparison group7Creating InnovationExtremely High10higher potential than about 99%of the comparison groupAverageInteracting with People (5); EstablishingRapport (3); Impressing People (8)higher potential than about 40%of the comparison group5Communicating InformationVery HighConvincing People (8); ArticulatingInformation (5); Challenging Ideas (10)9Providing Leadershiphigher potential than about 95%of the comparison groupHighhigher potential than about 90%of the comparison group8Showing ResilienceAdapting Approacheswhere heated debate is valued and people are encouraged to challenge ideas, argueand voice disagreements openlyInvestigating IssuesMaking Decisions (10); Directing People (8);Empowering Individuals (6)where people are encouraged to assume responsibility for important decisions anddecisiveness is a valued characteristicwhere creativity and innovation are encouraged and radical ideas and solutionswelcomedhigher potential than about 75%of the comparison group7Building RelationshipsInfluencing Peoplewhere the ability to get rapidly to the core of issues and readily identify solutions toproblems is highly valuedFairly HighExamining Information (8); DocumentingFacts (6); Interpreting Data (6)Generating Ideas (10); Exploring Possibilities(9); Developing Strategies (9)Motive-Talent AgreementPerformance EnhancersPotentialEvaluating ProblemsAverageConveying Self-Confidence (7); ShowingComposure (7); Resolving Conflict (4)higher potential than about 60%of the comparison group6Adjusting to ChangeAverageThinking Positively (7); Embracing Change (6);Inviting Feedback (3)higher potential than about 60%of the comparison group6Giving SupportVery LowUnderstanding People (3); Team Working (2);Valuing Individuals (3)higher potential than about 5% ofthe comparison group2where the development of theoretical ideas and concepts is encouragedPerformance Inhibitorswhere little value is placed on providing new insights and identifying potentialimprovementswhere the responsibility for major decisions rests with other people and there is littleopportunity to influence the outcomeDelivering ResultsProcessing Detailswhere there is the opportunity to take on leadership responsibilities and have controlover other people and resourcesMeeting Timescales (2); Checking Things (3);Following Procedures (1)Extremely Lowhigher potential than about 1% ofthe comparison group1Structuring TasksManaging Tasks (1); Upholding Standards (2);Producing Output (4)Extremely Lowhigher potential than about 1% ofthe comparison group1Driving SuccessTaking Action (8); Seizing Opportunities (8);Pursuing Goals (9)Very High9higher potential than about 95%of the comparison groupwhere conventional attitudes prevail, traditional approaches are preferred and peopleare discouraged from generating new ideaswhere dissent is frowned upon and people are discouraged from challenging ideasand voicing disagreementswhere the urge to achieve outstanding results is not great and people seldom persistin the face of difficultieswhere the focus is short rather than longer term, tactical rather than strategicwhere there is little interest in the application of theoretical ideas and models andpeople are given little time to explore different options and possibilitieswhere there is little opportunity for taking on leadership responsibilities or directingother people6Wave Personality QuestionnairePredicted Culture/Environment Fit – Indicates the aspectsof the culture, job and environment likely to enhance orinhibit a candidate’s workplace performance.

The four-page Full Psychometric Profile in the WaveProfessional Styles Expert Report dives deep into a candidate’sworkplace potential and preferences.It helps eliminate central tendency (‘flat profiles’ with limited score range) and is extremely powerful for: distinguishing between high-caliber candidates conducting interviews providing feedback development and coachingFull Psychometric Profile - Delivery 4567891012345678910Sten 3places less emphasis on meeting deadlines than manypeople (3); less punctual than many people (4); issometimes prepared to leave tasks unfinished (4)MeticulousSten 4has little focus on making sure the detail is right (2); lessthorough than many people (4); ensures a reasonably highlevel of quality (6)ConformingSten 1is much less inclined to follow rules (1); strongly dislikesfollowing procedures (2); is sometimes prepared to takerisks in decision making (4)StructuredOrganizedSten 1less well organized than most people (2); very muchdislikes having to make plans (2); less inclined to prioritizethan most people (1)PrincipledSten 3less focused on ethics than many people (4); places lessemphasis on maintaining confidentiality than many people(3); places relatively little focus on honoringcommitments (4)Activity OrientedSten 5works at a moderately fast pace (5); works well when busy(7); prefers to do one thing at a time (4)DrivenDynamicSten 7good at making things happen (7); impatient to get thingsstarted (7); moderately energetic (6)EnterprisingSten 7likely to identify business opportunities (8); fairly salesoriented (8); as competitive as most people (6)StrivingSten 8driven to achieve outstanding results (8); fairly ambitious(7); likely to persevere through difficult challenges (8)7Wave Personality Questionnaire