Assessment and Selection

Mindmill are pioneers in computer based psychometric profiling and screening, creating validated theory and easy to use assessment delivery. As of 2013, all our assessments and associated HR administration are online – available 24/7 from any device or tablet.
Assessments include:

Personality assessments

Mindmill Self Inventory (SI) personality measure draws upon the most up to date theoretical thinking on measuring personality.
Mindmill have four versions of personality assessments:

• Personality (SI 1) – a general behavioural questionnaire
• Personality (SI 2) – a senior or executive behavioural questionnaire
• Personality (WSP) – a more in-depth behavioural questionnaire (Leadership)
• Personality Education Version (SIED) – a career guidance behavioural questionnaire

The Mindmill Self-Inventory has been developed from the Big Five theory, the most modern and well validated personality theory. Professor Sidney Irvine, the creator of Mindmill assessments worked closely with Professor Raymond Christal, who along with Ernest Tupes developed the original Big Five theory of personality. Prof Irvine continued to develop the Big Five based on recommendations - the inclusion of an extra domain of assertiveness, plus instant measures of social desirability and guarded response.

Research has shown that social desirability and guardedness can distort or fake replies to questions. The Self-Inventory contains patentable algorithms for scoring these two dimensions and issuing warnings.

MindMill reports are simple to understand, with no psychological expertise needed to interpret the findings. The Self Inventory uses plain language to ensure that it is easilty understood by all administrators and users.

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

Cognitive assessments

Mindmill cognitive assessments measure natural ability as opposed to academic ability. Our assessments do not dis-advantage any individual – they simply measure the raw potential of an individual (Trainability).
MindMill measure trainability with our scale - Capacity to Process Information (CPI), this measurement is a fundamental building block in the rate of learning new skills on the job or success in initial training. This can determine how quickly someone will learn on a new tasks or how much help/guidance they will need in relation to learning new skills on a job.

Individuals can be ranked by CPI – therefore reducing the size of any candidate pool to be interviewed = quick, objective screening. MindMill 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

MindMill ability tests have been proven to be the most psychometrically robust, culture-free assessments of raw potential and ability internationally.

Motivational interests:

Body Clock and Individual Adaptation Styles
Biological Adaptation to Night and Day Scenarios (BANDS)

This assessment measures an individual’s natural biorhythms or body clock. JOIN is useful in identifying the time of day an individual is likely to perform best, whether they need routine in their job role or if they can be flexible. It also assesses whether an individual is building up sleep debt on a regular occurrence.
The BANDS measure is a unique yet we feel very important measure in today’s fast paced or shift based work life.

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.

Organisational Screening Tools:

• Scenario based assessment: presents a situation to an individual, they then must respond in the required manner (match the situation).
• Situational Judgement: involves scoping specific tests for use within a given industry / sector or role group with a client company. We design & build a series of assessments and workflow around an actual role. The process is integrated into the Mindmill system for easy deployment, reporting and data collection.
• Maths: understanding of arithmetic principles applied to whole numbers (addition, subtraction, multiplication and division).
• English: basic literacy skills that will focus on three key facets of literacy; orthographic skill, syntactic ability and semantic ability. The assessment is divided into three sections: spelling, grammar and comprehension.
• Other functional assessments: Physics, IT, Language etc: Mindmill can create additional assessment based on an organisations actual needs.

Standardisation and Validation

Professor Irvine, the creator of Mindmill assessments, developed 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 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.

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 - 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.

Organisational Develoment

People are the cornerstone of every successful organisation across the globe, it is therefore paramount to exert a conscious effort to assess, understand and develop the people that comprise your organisation. Mindmill offer a series of HR interventions that assess and develop individuals to optimise an organisations performance potential. These inteventions include:

360 Assessment:
Mindmill has access to a vast library of scientifically developed competencies that can be integrated with any organisation’s own personal values. If an organisation has an existing Competency Framework, Mindmill can integrate this into the Mindmill Platform. This means questions and reporting exactly matches the terminologies that are already used within the organisation.
The 360 Assessment can identify competency at all job levels, as different competencies may require a different level of engagement.
Mindmill offer a fully bespoke, no compromise and company-specific approach to 360 appraisals.

Talent Identification and Benchmarking:
Many organisations understand that it is typically cheaper and better for the company culture when talent is produced internally. Mindmill's assessments will give an organisation the same information about an existing employee as it does a new hire, including mapping against an organisation's Competency Framework, meaning an objective approach to identifying the best person for a particular role. This is completed using Job Role Analysis and Benchmarking of the role requirements. This can be used to create a talent pool within the organisation identifying employee competency, natural ability, motivation and leadership potential for succession planning.

Employee Engagement:
How do organisations measure the current mood in the organisation? A happy employee is typically a better employee. Mindmill offers orginisation's an effective, anonymous Employee Engagement Survey that questions all aspects of an employee’s job. Mindmill then produces reporting which highlights themes and trends to identify the current perceived strengths, areas for development and potential solutions designed to improve engagement within the organisation.

Onboarding:
When a recruitment campaign has brought a new wave of employees there are (or should be) several concerns; Will they perform? How long will they take to settle? Will they be retained? Issues like attrition and performance management are valid worries but can be mitigated when correctly monitored. Mindmill offers an Onboarding process that will follow a candidate through their initial period in an organisation measuring how they are fitting in and taking on the support provided to them. Using Mindmill’s understanding of the three-dimensional employee, the Onboarding process allows an organisation to understand and measure all aspects of a new hire.

Technology Integration

In the Human Capital world, HR Data and analytical models are becoming increasingly important. Although organisations collate huge amounts of employee data through Payroll and Attendance, HR Management, Applicant Tracking and Learning Management Systems - these systems rarely communicate with one another or refer to HR data to allow an overall picture of your talent activity and performance.
Mindmill work with clients to identify specific analytics they wish to measure to improve productivity and human resource process. Mindmill consultants will help develop HR and Technology process which meet those exact needs. Our outcome may include technology integration, organisational design and HR business process design and review.

HR Management / Applicant Tracking System Integration:
Mindmill provide seamless single sign on process between these systems to allow data collection as a single data set - offering predictive data between assessment profiles and candidate / employee performance.

Learning Management Systems:
Training Needs Analysis can be performed as part of the Assessment Process. These can be mapped directly to an organisation’s L&D Framework with training interventions automatically instigated in the organisation’s Learning Management System.

Complete Assessment Management:
Mindmill have designed and developed an assessment aggrigation technology offering full integration, data collection and report generation with other test providers. Correlative data can be gathered from a number of assessment providers and stored in one centralised system. This data can then be mapped to the organisation’s Competency or Leadership Framework.

Already Have Systems In Place? Not a problem!
Mindmill’s technology platforms and solutions have been developed to be flexible to your needs. If you use another provider, Mindmill’s technology team has the ability to create middleware applications which will enable effective communication between these systems.

Talent Acquisition

Mindmill's Applicant Tracking System streamlines the recruitment process so your organisation can make the right decisions in their selection process.

• Ideal for monitoring large amount of candidates, data will not be lost.
• Highlights each candidate’s potential in a job role.
• Configured to match your organisation’s requirements.
• Fully Customisable (for job role and company):
• Bespoke application forms,
• document upload,
• customisable e-mail templates,
• Microsoft 365 integration,
• LinkedIn, Jobs Boards, and Mindmill's assessment platform (as well as external assessment systems) integration.
• control all the data your ATS is receiving from applicants and make selection and recruitment an efficient process.

Clients that choose to invest into an ATS know that they are investing into the future talent of their organisation. By making the application process efficient and tailored to your organisation means that your new hire will strive for the organisation’s success.

Learning and Development

Learning Management Systems are key to career development. They schedule, deliver and measure training interventions which concern an employee’s development for their own career progression and also overall organisational strategy.

Mindmill’s LMS allows for the delivery of online content to the workforce. This online training can be assigned by Company Administrators, automatically by the Mindmill Assessment System based on Assessment Results, or by the Employee themselves. This data can then be used to measure Training Needs trends within an organisation. It is important to monitor all available talent data through an LMS in order to raise awareness within a company and implement the correct policies.

External content can be added into the system and mapped to the Learning and Development Framework within the LMS. By having an LMS at the core of an organisation’s HR it allows clarity and objective review of the most important resource within the business, its workforce.

Mindmill Teamplay:
Developed by our partner Dashboard Simulations, Mindmill Teamplay has been designed to boost learning and stimulate behavioural change through team-based simulations which use both intra-team collaboration and inter-team competition to produce significant, measurable improvements in participants' performance in the workplace.

Employability & Career Guidance - Mindmill Careermaps

Making an informed career choice at any stage of life can be one of the most exciting yet daunting experiences for anyone; student, graduate or seasoned professional. Mindmill careermaps can help make this process less intimidating, and more explorative and gratifying. The challenge for many careers advisors is in attaining a better match between individual competencies, skills and qualifications for the benefit of employers and extended learning environments.

Mindmill Careermaps is an online profiling tool which helps to define and measure an individual’s natural aptitudes, abilities, interests and motivations. It can be used by career advisors as an objective means to determine employability skills, enhance personal development plans and, ultimately, facilitate lifelong learning in the career guidance process.

Employability:
Mindmill have experience successfully indentifying candidates who have the capacity to rapidly learn new information in intensive training courses. Mindmill have identified candidates for programmes in a number of sectors, including ICT, Engineering, Law, Financial Services and Sales and Marketing. For more information please read our Department for the Economy case study.

Talent Attraction

Role Mapping

Psychometric Assessment

Recruiting

Traning & Development

Managing Performance

Employee Engagement

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9. Law and Jurisdiction
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