What is Prevue?

Vancouver based Prevue HR was founded in 1994 by Ken Muir, who felt the assessments used for hiring sales employees into Xerox didn’t meet his expectations. The development of Prevue was led by two of the world’s leading psychometricians, Dr. David Bartram and Dr. Pat Lindley. Bartram is a past chair of the International Test Commission and Lindley is the author of the BPS test training regimes.

They spent several years at the University of Hull developing the Prevue assessment suite. Professor Peter Clough was also involved in some of that work whilst he was based at the University of Hull.

AQR has distributed the Prevue Assessment into UK , Europe and South Africa since those early development days over 20 years ago. Although we have since published our own psychometric tools (MTQ48 and ILM72) that are focused on employee and organisational development. The Prevue Assessment, with its focus on recruitment, remains a key part of our assessment offering.

Prevue adds considerable value as an assessment tool in Recruitment and Selection – enabling better fit to a job and better fit to an organisation – particularly in terms of its culture.

The Prevue Assessment Suite was developed in response to demand from test users (particularly in the occupational world) for a more focused and more practical psychometric measure. More recent developments have seen this become part of an integrated applicant tracking system, APS Pro.

However, all in one recruitment solutions don’t work for everyone so we offer the flexibly of the full Prevue Assessment suite as a standalone assessment product.

Key features of Prevue:

 It measures Abilities, Interests and Personality in one straightforward measure.

  • Abilities – Verbal, Numerical and Spatial Abilities – combining these to produce a General abilities scale
  • Motivation & Interests – The extent to which the individual is interested in working with people, data and with things
  • Personality – Twelve scales around 4 core themes (the “big 5” model) – Independence, Conscientiousness, Extraversion and Stability. (the subscales measure competitiveness, assertiveness, innovation, organisation, group orientation, outgoingness, poise and excitability.)
  • Social Desirability – This measures the extent to which the individual presents a favourable picture of themselves. A total of 20 highly relevant scales.

Valid & Reliable – The measure and the scales meet high standards of validity and reliability. The measure has been independently reviewed by the BPS and receives a favourable review.

Benchmarking – the Prevue Assessment has the facility to create benchmarks for jobs – enabling you to identify – across the 20 scales – what would be the ideal profile for a successful job holder. Benchmarking enables an organisation to identify exactly what kind of people they are looking for to fill roles within their particular culture and environment.

Reporting – The Prevue Assessment produces a range of reports to suit a variety of applications. From individual feedback, recruitment and selection, personal development and coaching through to succession planing and talent management.

Contact us for more information

Why is Employee Happiness so important today?

It has been argued that happiness at work is one of the driving forces which lead to desirable positive outcomes at work, some of the most valuable being: Being more productive, achieving more and, importantly, achieving some sense of pleasure from this. Enjoying...
iphone

The History of Leadership Theory and its Application #5 of 5

Modern Day By the time we get to the 21st Century there is a plethora of thought around leadership. And a tendency to see more models emerge which usually add an adjective to the term Leadership – such as Authentic Leadership, Creative Leadership, Resilient...
cassette

The History of Leadership Theory and its Application #4 of 5

1960s & 70s - Continued Fiedler’s Contingency Model argues that effective leadership depends on a match between a leader’s behavioural style and the degree to which the work situation gives control and influence to the leader. The first task is to identify the...

The History of Leadership Theory and its Application #3 of 5

1960s & 1970s In the 1960s and 1970s we begin to see the application of leadership development to more than just the top echelon of staff in organisations. Leadership development becomes important for anyone in a position where they manage people and begins it embrace...

The History of Leadership Theory and its Application #2 of 5

1930s - Trait and Behavioural Theories By the 1930’s psychology was beginning to be recognised as a useful discipline for understanding people and understanding differences. Early psychometric assessments emerge. We see the emergence of Trait Theories. The trait...

Pin It on Pinterest