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Axis manipulation, cherry-picked timeframes, missing context. The test shows examples and gauges whether a candidate recognises the misdirection or falls for it.
Mean versus median, absolute versus relative numbers, confidence intervals. The basics that are misused daily in meetings.
When is data good enough to base a choice on, when do you need more, and how do you weigh data against experience and intuition.
The Big Five Personality Model assesses key personality traits that influence behavior and performance:
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Reading charts and dashboards without falling for visual traps. Distinguishing between visualisation types and their appropriate use.
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Averages, distributions, correlations and causation. Not as a formula, but as a framework for judging numbers.
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Recognising cherry-picking, misleading presentations, and the jump from data to conclusion. Knowing when to ask further.
Give us a call and we can talk you through how it works and find what assessments will find you the best candidates.
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