Відео

Hi Lindiswa, if you are having problems accessing the assessment, please contact the Arctic Shores support team support@arcticshores.com we will be able to help you with any issues you are experiencing when accessing and completing the assessment.

Thank you very much for your feedback. Arctic Shores aims to help companies make better people choices and to help people make better career choices. We achieve this by harnessing the power of game technology and neuroscience to measure how a person interacts with different tasks. As the person completes the tasks, detectable patterns emerge which allow us to gather primary evidence of them actually demonstrating resilience, innovation, problem solving (and so on) in real time, as opposed to telling you they are resilient via a questionnaire. Game based psychometrics are revolutionising the psychometric world not only because they provide this primary evidence of a broad range of behaviours and cognitive areas, but also because our technology allows us to gather data about certain behaviours that have been historically very difficult to measure using traditional tools. Our Science team conducts all of their research in line with British Psychological Society best practice methodologies and we ensure that we have strong construct validity, criterion validity and reliability before releasing our test to candidates and companies. As you can see from your report we measure (i.e. through the neuroscience tasks) behaviours that are linked to success at work such as personal style, interpersonal style, thinking style, delivering results and cognition (i.e. processing capacity, learning agility etc.). Each employer obviously has different job requirements and we take this into consideration when assessing the behaviours required for success and a candidates fit against these behaviours. Each of our traits as measured in the game based psychometric is mapped to the Big 5 personality factors and we also measure additional areas such as cognition and aptitude in certain cases.

Thank you very much for your feedback. Arctic Shores aims to help companies make better people choices and to help people make better career choices. We achieve this by harnessing the power of game technology and neuroscience to measure how a person interacts with different tasks. As the person completes the tasks, detectable patterns emerge which allow us to gather primary evidence of them actually demonstrating resilience, innovation, problem solving (and so on) in real time, as opposed to telling you they are resilient via a questionnaire. Game based psychometrics are revolutionising the psychometric world not only because they provide this primary evidence of a broad range of behaviours and cognitive areas, but also because our technology allows us to gather data about certain behaviours that have been historically very difficult to measure using traditional tools. Our Science team conducts all of their research in line with British Psychological Society best practice methodologies and we ensure that we have strong construct validity, criterion validity and reliability before releasing our test to candidates and companies. As you can see from your report we measure (i.e. through the neuroscience tasks) behaviours that are linked to success at work such as personal style, interpersonal style, thinking style, delivering results and cognition (i.e. processing capacity, learning agility etc.). Each employer obviously has different job requirements and we take this into consideration when assessing the behaviours required for success and a candidates fit against these behaviours. Each of our traits as measured in the game based psychometric is mapped to the Big 5 personality factors and we also measure additional areas such as cognition and aptitude in certain cases.

@@Arcticshores_psychometrics Each of your replies is like an automated telephone system, thank you for calling .... blah blah blah......such a load of utter gibberish

Thank you for sharing your feedback with us, as this is very important to us. Our assessment that you had completed measures different aspects of your personality, cognitive ability and decision making based on over 5,000 data points that we collect while you were immersed in the assessment. Although this is a different form of assessment, it is an unbiased and completely data driven approach to understanding your strengths and preferences, picking up on beneath-the-surface information from your assessment. Therefore, the likes of being in an undistracted environment and reading the instructions is extremely vital. We designed our assessment to be fair and accessible, and while there is evidence for the effect of specific learning disabilities on certain traits, we have added reasonable adjustment in line with the academic standard to account for this. For us to add this adjustment, we require the person completing the assessment, or the employer, if made aware, to reach out to our team. Adverse impact analysis is also conducted on all of our data before rolling out live recruitment campaigns for our clients to double check that no group has been disadvantaged in any way by our assessment. Therefore, our assessments are in no way a covert way of discriminating. In fact, our assessments are actually far more objective and unbiased than traditional psychometric assessments.

@@Arcticshores_psychometrics I totally agree with the comment above, it is a load of time wasting rubbish. What have we come to in 2024 ? a world full of robots and droids doing silly tests online. I feel so sorry for young people these days I really do. The craziest thing is that you actually believe your own nonsense too, that makes it even worse !! But then this is the internet, a world full of broken promises and goose chases that amount to nothing, its just more marketing yet again to try and lure people in, Disgraceful

Thank you very much for your feedback. Arctic Shores aims to help companies make better people choices and to help people make better career choices. We achieve this by harnessing the power of game technology and neuroscience to measure how a person interacts with different tasks. As the person completes the tasks, detectable patterns emerge which allow us to gather primary evidence of them actually demonstrating resilience, innovation, problem solving (and so on) in real time, as opposed to telling you they are resilient via a questionnaire. Game based psychometrics are revolutionising the psychometric world not only because they provide this primary evidence of a broad range of behaviours and cognitive areas, but also because our technology allows us to gather data about certain behaviours that have been historically very difficult to measure using traditional tools. Our Science team conducts all of their research in line with British Psychological Society best practice methodologies and we ensure that we have strong construct validity, criterion validity and reliability before releasing our test to candidates and companies. As you can see from your report we measure (i.e. through the neuroscience tasks) behaviours that are linked to success at work such as personal style, interpersonal style, thinking style, delivering results and cognition (i.e. processing capacity, learning agility etc.). Each employer obviously has different job requirements and we take this into consideration when assessing the behaviours required for success and a candidates fit against these behaviours. Each of our traits as measured in the game based psychometric is mapped to the Big 5 personality factors and we also measure additional areas such as cognition and aptitude in certain cases.

@@Arcticshores_psychometrics Psuedoscience BS.

They didn’t think about everyone how can they not be aware of that lol and they say it is science based

@@infiniity5529 it's an iq test covered as something else, so companies don't get in trouble with the law

Thank you for sharing your feedback with us, as this is very important to us. The Skyrise City assessment that you had completed measures different aspects of your personality, cognitive ability and decision making based on over 5,000 data points that we collect while you were immersed in the assessment. Although this is a different form of assessment, it is an unbiased and completely data driven approach to understanding your strengths and preferences, picking up on beneath-the-surface information from your assessment. Therefore, the likes of being in an undistracted environment and reading the instructions is extremely vital.

@@Arcticshores_psychometrics yeah man, your PR team is bad at this. It's a little bit sad when you consider that they probably went through your IQ test before you employed them. Don't try to lie here. We both know how the game is played and we both know that in the majority in developed countries IQ tests aren't allowed for testing their applicants and can end in big lawsuits with those applicants. So rebranding them as assessment tests gives your clients protection from those lawsuits. I employed people myself, I know the b2b marketing your industry makes...

Thank you for sharing your feedback with us, as this is very important to us. Our assessment that you had completed measures different aspects of your personality, cognitive ability and decision making based on over 5,000 data points that we collect while you were immersed in the assessment. Although this is a different form of assessment, it is an unbiased and completely data driven approach to understanding your strengths and preferences, picking up on beneath-the-surface information from your assessment. Therefore, the likes of being in an undistracted environment and reading the instructions is extremely vital.

@@Arcticshores_psychometrics that's all well and good. I took the test multiple times for multiple employers and each time my score got better until the 3rd time when I had completely mastered the underlying mechanics/data points. A friend of mine had his brother help him who had taken the tests the year prior. Therefore those taking it for the first time are at a massive disadvantage.

Thank you for sharing your feedback with us, as this is very important to us. Our assessment that you had completed measures different aspects of your personality, cognitive ability and decision making based on over 5,000 data points that we collect while you were immersed in the assessment. Although this is a different form of assessment, it is an unbiased and completely data driven approach to understanding your strengths and preferences, picking up on beneath-the-surface information from your assessment. Therefore, the likes of being in an undistracted environment and reading the instructions is extremely vital. We designed our assessment to be fair and accessible, and while there is evidence for the effect of specific learning disabilities on certain traits, we have added reasonable adjustment in line with the academic standard to account for this. For us to add this adjustment, we require the person completing the assessment, or the employer, if made aware, to reach out to our team. Adverse impact analysis is also conducted on all of our data before rolling out live recruitment campaigns for our clients to double check that no group has been disadvantaged in any way by our assessment. Therefore, our assessments are in no way a covert way of discriminating. In fact, our assessments are actually far more objective and unbiased than traditional psychometric assessments.