One feature of Gooroo is the much lower question count. This means results can be achieved with much fewer questions, reducing fatigue and drop-off. For example, you need to ask 355 questions with the below mix of tests compared to less than 50 with Gooroo Mindspace:
- ACER- Verbal = 34 Questions
- ACER-Abstract = 20 Questions
- ACER-Numerical = 34 Questions
- Values (HEXACO) = 57 Questions
- Schwartz = 210 Questions
Another feature of Gooroo is it accuracy – approximately 75%. Most other tests are unable to generate accuracy levels above 40-50%. Most other standard tests put you in the “never employ” bucket whereas Gooroo is much more user friendly. It doesn’t mark individuals as “never to be hired”, rather it is instructive about the development path and growth prospects an individual is capable of.
Compared to other tools, such as MBTI or the Big Five Personality Traits, Gooroo Mindspace provides exponentially more detail, sophistication and reliability. For example, MBTI will force an individual into one of sixteen types, implying that they are locked into the same qualities (and will have the same responses, and perform professionally in the same way) as approximately 1/16th of the population. Yet there are vast differences between people who share the same MBTI, differences that can be critical in professional positions and tasks. Two people who share the same MBTI can perform radically differently or take radically different approaches; in fact, a single person can take radically different approaches on different days, and can vary significantly from what their MBTI profile would predict. Gooroo Mindspace caters for these variances and adapts to the changing nature of an individual’s decision-system.
Game-based tests are rightly becoming popular because of their cool factor. However, there is limited research and proven science while alignment to meaningful business outcomes are limited.
Gooroo integrates and extends on the thinking of the leading authors and delivers an accurate, practical and easy-to-digest insight for the individual and organisation; focused on innovation, performance and growth.
How do your assessments differ from a personality test?
The modern era introduced various patterns and pictures based upon demographic and psychographic assumptions to generate varieties of preferred and desired futures that provided descriptions of variations in behaviour that relied upon seasons, life styles and religious beliefs to establish values and preference profiles.
These subjective and often biased divisions amongst potential candidates can too easily create a dozen discrete behavioural descriptions based on astrology, numerology and energy flows. More recently statistical equivalent divisions of people have generated newer methods adopting psychological languages and researched elements and options that pave an unjustified path towards one preference or priority.
Users of personality tests must assume that the subjective responses that are given by participants on such tests, represent the actual personality of those participants and further assume that personality is a reliable, constant part of the human mind or behaviour. A problem with using personality tests as a hiring tool is the notion a talent's future job performance in one environment will carry over from work in another hirer’s environment.
Personality scores and personal skills are two different things. Serious investigations show that there is almost no relationship between scores on a personality test and knowledge, skills, and attitudes (e.g., teamwork, conflict resolution, intelligence, learning ability, analysing, planning skills, and other measures of occupational outcomes.
Who is Colin Benjamin and what are his credentials?
Dr Colin Benjamin OAM, FAICD, MAASW, is the author of ColourGrid™. Dr Benjamin has been described as an Australian polymath recognised for his strategic thinking tools and construction of validated customer, consumer and community preference scales.
Dr Benjamin is the Chairman of Cultural Infusion and Managing Director of 'Life. Be in it'. He has worked on ColourGrid™ for over four decades with renowned experts such as Arnold Mitchell at SRI, Professor Bob Mathis at the University of Ohmaha Nebraska, Professor Len Tierney and Professors Wearing and Power at Melbourne University, plus more than thirty years of research with the Roy Morgan Research Centre where Dr Benjamin co-founded the Roy Morgan Values Segments.