Introduction & A little history
With a dedicated research and development team, MindMill continually extend upon the range of assessments available. We believe innovation is key to our success.
MindMill psychometric assessments were developed by Professor Sidney Irvine in the 1980’s. Professor Irvine is a chartered psychologist and a fellow of the British Psychological Society; throughout his career he has consulted for Glaxo-Smith-Kline, The Marriott Hotel Group, The Royal Ulster Constabulary (RUC), The United States Airforce and Ministries of Defence including Belgium, Germany and The Czech Republic, to name but a few.
The assessments were designed & developed in 1985 when Professor Irvine was commissioned to devise a modern assessment system to aid recruitment and selection within a military context. Professor Irvine worked with the British Army to design an appraisal system i.e. British Army Recruitment Battery (BARB), which is still used by the military today. On behalf of MindMill, Professor Irvine continues to research and develop assessments for use in corporate recruitment, selection, & development. Our personality assessments are based on the ‘Big 5’ theory; developed by Raymond Christal with whom Professor Irvine worked with closely. Professor Irvine continued to research this theory and added additional factors, to include 21st century requirements.
MindMill has partnered with psychological research and developement hubs internationally (UK, Ireland, South Africa, Middle East, & North Africa) to regionalise, contextualise our current range of assessments. In addition we are engaged in design and development with those research teams to create new asssessment tools for local markets.
Technology synopsis
MindMill’s Psychometric Assessment System is a cloud-based application; this allows accessiblity anywhere in the world - as long as there is a reliable internet connection available. The assessments can be taken on any modern computer and have been tested thoroughly on all of the most popular web browsers including: Internet Explorer, Mozilla Firefox, Google Chrome, Opera and Apple Safari. This ensures full compatibility and eliminates the need for third party plug-ins.
As the assessment can be completed from any home computer, this eliminates both the cost and hassle associated with hiring a testing venue, employing invigilators to oversee the testing and contacting and ensuring candidates will be available to attend the testing session. Due to this approach, MindMill have been able to offer savings of up to 50% to our customers when compared to traditional testing methods.
Unlike competitor’s offerings, the MindMill system is fully automated; all assessments are scored immediately and automatically by the system, so there is no need for hand-scoring; saving time in both training and scoring. The system also has a ‘CPI Rank’ feature; this allows candidates to be ranked by score, enabling a scientific and unbiased method for choosing a cut off point for interviewing.
We can also configure automated standardised emails that can be sent to all candidates registered on the system; this is particularly useful in large recruitment drives by saving time compiling databases and mail-merges.
The MindMill Assessment System has failure integrity integrated, this allows the candidate to resume their assessment session starting from the last fully completed assessment should the internet connection be interrupted for any reason.
The system uses ‘Item Generation Theory’, this means that if a number of candidates are being tested at once, in the one room for example, the system has the ability to generate new questions of equivalent difficulty for each candidate. This removes common problems of test compromise, eliminating the ability for people to cheat by learning questions and passing them on to others.
MindMill’s Assessment system has ‘retest norms’ built in, for example, if a candidate has completed an assessment previously, they will be compared to other candidates who have also already experienced the system.
MindMill’s Psychometric Assessment System can be fully configured to fit a client’s specific needs; including the ability to tailor the assessment packages and the look and the feel of the assessment system and reports to mirror a client’s corporate image.
As stated previously, we pride ourselves on the flexibility of our technology; this enables us to work with clients to build new assessments and reports when required. The system is currently available in 6 languages including: Tagalog, Hindi, Arabic, French, Dutch and German; we are very open to translating the system into other languages as and when required. The system is also culturally aware- we have English versions specific to regions such as the UK, South Africa and the Middle East.
Psychology Synopsis
MindMill Assessments have been extensively standardised and validated and have been continually developed both locally and internationally.
MindMill have a range of cognitive abilities that measure literacy, numeracy, error detection, perceptual speed, general level and higher level reasoning ability, logic and spatial awareness and also working memory. Raw ability and natural potential in these skills can be assessed and trainability on the job can be determined.
Trainability is derived from the Capacity to Process Information (CPI), this is a fundamental building block in the rate of learning NEW skills on the job or success in initial training i.e. trainability. This can determine how quickly someone will learn on a new job or how much help or guidance they will need in relation to learning new skills on a job. CPI scores can also be useful to put individuals into different training cohorts in terms of how quickly the groups will learn.
Professor Irvine, the creator of MindMill assessments, is a leading developer of item-generation theory a major application used in the construction of cognitive assessments. An intellectual contribution to test development that is unique, with great potential for changing the ways tests are generated.
Today, more than at any time in the past, test compromise and coaching are major issues for organisations across the world. The MindMill psychometric Assessment System is different in that it offers unique secure versions of cognitive assessments along with normed personality assessment. Using our assessment system will ensure that the test items have not been compromised through over-exposure or coaching based on knowledge of individual items.
Should candidates be retested, they are assessed by a new test different to the first assessment and to retest norm group - ensuring fairness and equality. No other system operating today offers this technology or safeguards.
MindMill have the capability 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.
SI has been developed from the Big Five, the most renowned and modern personality theory known. Professor Sidney Irvine, the creator of MindMill assessments has worked closely with Raymond Christal, who along with Ernest Tupes developed the original Big Five theory of personality. Irvine continued to develop the Big Five based on recommendations; inclusion of an extra domain of Proactive, instant measures of socially desirable and guarded response led to the modernisation of this personality measure for the 21st Century.
Solution Synopsis
The solution lies in the combination of the technological and psychological expertise that our products and services are based on.
Products
MindMill offer a modern approach to psychometric assessment and profiling procedures. Features include:
All of MindMill’s Psychometric Assessments are:
For in-depth information regarding the specifics of the assessments, please visit our “DOWNLOADS” section.
Services
MindMill offers a range of services and consultancy centred on our Psychometric Assessment, Selection, Recruitment and Development processes.
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