MindMill offer a series of HR interventions that assess and develop individuals to optimise an organisations performance potential. These interventions include: A fully bespoke, no compromise and company specific approach to 360 appraisals. As well as an effective, anonymous Employee Engagement Survey that questions all aspects of an employee’s job. MindMill then produces easy to read reports highlighting themes and trends that allow organisations to improve employee satisfaction and engagement.
MindMill Self Inventory (SI) personality measure draws upon the most up to date theoretical thinking on measuring personality. 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.
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.
Body Clock and Individual Adaptation Styles (bands)
This assessment measures an individual’s natural biorhythms or body clock. BANDS 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. BANDS is unique yet a very important measure in today’s fast paced or shift based work life.
Jobs and Occupational Inventory (JOIN)
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.
Norms can be identified as the established values, beliefs and behaviours of a particular group of individuals. 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.
Organisational Screening Tools
Scenario based assessment
A situation is presented to an individual where they must respond as they feel appropriate.
Involves scoping specific tests for use within a given industry / sector within 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.
Understanding of arithmetic principles applied to whole numbers (addition, subtraction, multiplication and division).
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
Leadership , Work Style Profile, Physics, IT, Language etc: Mindmill can create additional assessment based on an organisations actual needs.
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