How to Pass Saville Wave Professional Styles Hiring Test

Summary

• The Saville Wave Professional Styles Test is a comprehensive psychometric assessment designed to evaluate a candidate's work-related behaviors, competencies, and personality traits, providing insights into their suitability for specific roles.
• To succeed in the hiring process, candidates need strong self-awareness, adaptability, critical thinking, and the ability to align their responses with the desired job profile.
• Preparation for the pre-employment assessment is crucial, as it helps candidates understand the test format, reflect on their strengths, and practice responding authentically while demonstrating alignment with company values.
• Excelling in the test showcases a candidate's compatibility with the organizational culture and the specific role, increasing their chances of getting hired.
• Employers often test core skills such as Cognitive Skills, Attention to Details, and Problem Solving to ensure candidates can effectively analyze data, maintain accuracy, and address complex challenges. Additionally, skills like Customer Service, Leadership, Communication, and Situational Judgement are critical for fostering positive interactions, guiding teams, conveying ideas clearly, and making sound decisions in varied scenarios.
• This article provides a condensed introduction with the essential information you need to get started. For more comprehensive details, free sample test questions, additional considerations related to the assessment and links to the premium preparation materials click here to access the full version.

What is Saville Wave Assessment test

The Saville Wave Professional Styles Test is widely utilized in recruitment, talent management, and leadership development. Employers use it to identify candidates whose personality traits, work preferences, and competencies align with their organizational culture and job requirements. The test is particularly valuable for selecting candidates for leadership, managerial, or strategic roles where understanding behavioral tendencies is critical. Beyond hiring, organizations often incorporate it into employee development programs, succession planning, and team-building exercises to foster effective collaboration and enhance workplace performance.

By blending behavioral insight with practical application, the Saville Wave Professional Styles Test supports a holistic approach to recruitment and employee development.

Test Format

The Saville Wave Professional Styles Test is a detailed self-report questionnaire available in various versions, with the Professional Styles being the most comprehensive. Key aspects of the format include:

1. Question Structure: Candidates respond to a series of statements about work-related preferences, behaviors, and interpersonal tendencies. They are typically required to rank or rate these statements, indicating which are most and least like them.
2. Test Length: The Professional Styles version includes 216 questions and takes approximately 35-40 minutes to complete.
3. Scales and Dimensions:The test evaluates 36 specific work-related competencies across four key domains: Thinking: Analyzing and decision-making. Influencing: Persuasion and communication skills. Adapting: Resilience and flexibility. Delivering: Goal orientation and efficiency. It also measures deeper personality traits, such as motivation, values, and emotional stability.
4. Dynamic Scoring: Responses are analyzed for consistency, providing insight into the candidate’s reliability and honesty.

Primary Objectives

The Saville Wave Professional Styles Test aims to:

1. Identify Role Fit: By mapping a candidate’s preferences and competencies against job requirements, it ensures the selection of individuals who are most likely to thrive in a specific role.
2. Predict Performance: The test evaluates traits and behaviors that predict workplace success, such as problem-solving, teamwork, and leadership potential.
3. Support Development: Beyond hiring, the assessment identifies areas for personal and professional growth, helping employees enhance their performance and achieve career goals.
4. Enhance Decision-Making: For employers, the test provides robust data to make informed and unbiased hiring decisions, reducing turnover and fostering long-term organizational success.

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Jobs Assessed with the Test

The Saville Wave Professional Styles Test is often used for roles where behavioral, leadership, and interpersonal competencies are critical to success.

This test is especially common in roles requiring high emotional intelligence, decision-making abilities, leadership skills, and adaptability, making it an ideal tool for assessing potential hires or promoting internal candidates to leadership or strategic roles.

Job positions that are typically assessed using this test include:

Leadership and Executive Roles

• Chief Executive Officer (CEO)
• Chief Operating Officer (COO)
• Chief Financial Officer (CFO)
• Vice President (VP) or Director roles
• General Manager
• Division or Department Heads

Management Positions

• Project Managers
• Operations Managers
• Sales Managers
• Marketing Managers
• Human Resources (HR) Managers
• Team Leaders and Supervisors

Professional and Specialist Roles

• Consultants (e.g., Management or Strategy Consultants)
• Financial Analysts and Advisors
• Business Analysts
• Engineers (for senior or strategic positions)
• IT Specialists in leadership roles
• Legal Counsel and Attorneys in managerial capacities

Client-Facing and Influential Roles

• Sales Executives
• Account Managers
• Public Relations (PR) Specialists
• Customer Relationship Managers
• Business Development Managers

Talent Development and HR Roles

• Learning and Development Specialists
• Talent Acquisition Professionals
• Organizational Development Consultants

Creative and Strategic Roles

• Product Managers
• Marketing Strategists
• Brand Managers
• Innovation Managers

Government and Non-Profit Leadership

• Senior Administrators
• Program Managers
• Policy Advisors

Companies that Use the Test

The Saville Wave Professional Styles Test is widely used across industries where behavioral competencies, leadership potential, and workplace adaptability are critical.

By offering deep insights into a candidate's work style and potential, the Saville Wave Professional Styles Test helps these industries select high-performing individuals who align with their organizational goals.

Below is a detailed breakdown of industries and examples of specific employers within those industries that utilize the test.

1. Financial Services

Industries:

• Banking
• Investment Management
• Insurance
• Accounting and Auditing

Example Employers:

• HSBC: Uses the test to identify leaders who can thrive in dynamic global markets.
• Deloitte: Applies the test for evaluating leadership and consulting roles.
• PwC: Employs it to assess adaptability and client-handling skills in their advisory teams.
• Lloyd’s of London: Uses the test for insurance analysts and underwriters.

2. Technology and IT

Industries:

• Software Development
• IT Consulting
• Cybersecurity

Example Employers:

• Microsoft: Uses the test to evaluate candidates for leadership and innovation roles.
• Cisco Systems: Assesses teamwork and adaptability for senior project managers.
• Infosys: Employs it for identifying consultants with strong analytical and influencing skills.
• SAP: Uses it for senior-level software engineering and management roles.

3. Healthcare and Pharmaceuticals

Industries:

• Hospital Administration
• Pharmaceutical Sales and Research
• Medical Technology

Example Employers:

• GlaxoSmithKline (GSK): Assesses candidates for leadership and R&D management roles.
• Pfizer: Uses it for positions requiring innovation and scientific collaboration.
• GE Healthcare: Applies the test for project leaders in medical technology development.
• Roche: Evaluates adaptability and decision-making in clinical research roles.

4. Manufacturing and Engineering

Industries:

• Automotive
• Aerospace
• Energy and Utilities

Example Employers:

• Rolls-Royce: Uses the test for engineering managers and technical leads.
• Siemens: Applies it to evaluate leadership potential in energy and industrial automation.
• Ford Motor Company: Assesses production managers and process optimization roles.
• BP: Employs it to select project managers and operational leaders.

5. Retail and Consumer Goods

Industries:

• E-commerce
• Luxury Goods
• Food and Beverage

Example Employers:

• Amazon: Uses it for senior management roles in logistics and operations.
• Nestlé: Assesses global leadership candidates in supply chain and marketing.
• Unilever: Applies it to evaluate candidates for innovation and product development.
• L’Oréal: Uses it for assessing creativity and leadership in marketing roles.

6. Government and Public Sector

Industries:

• Defense
• Education
• Civil Services

Example Employers:

• UK Civil Service: Uses the test for senior policy advisors and decision-makers.
• NHS (National Health Service): Applies it to evaluate candidates for leadership roles in healthcare administration.
• European Union Institutions: Employs it for roles requiring multilingual adaptability and cross-cultural collaboration.

7. Consulting and Professional Services

Industries:

• Strategy Consulting
• Human Resources
• Risk Management

Example Employers:

• McKinsey & Company: Uses the test to evaluate leadership potential in consultants.
• Accenture: Assesses adaptability and decision-making in IT consulting roles.
• Ernst & Young (EY): Employs it for client-facing roles in audit and tax advisory.
• Korn Ferry: Uses it internally to select talent consultants.

8. Energy and Utilities

Industries:

• Renewable Energy
• Oil and Gas

Example Employers:

• Shell: Evaluates candidates for leadership roles in global energy projects.
• ExxonMobil: Uses the test for assessing team leaders in upstream and downstream operations.
• Iberdrola: Applies it for project managers in renewable energy initiatives.

9. Education and Non-Profit

Industries:

• Higher Education
• International Development

Example Employers:

• UNICEF: Uses the test to assess candidates for project management in humanitarian efforts.
• World Health Organization (WHO): Applies it for leadership roles in health policy.
• Harvard University: Employs it to evaluate potential in administrative and research positions.

Why These Industries Use the Test:

• Leadership Identification: Industries requiring strategic thinking and team leadership, such as consulting and technology, value the test for its detailed behavioral insights.
• Complex Problem-Solving: Sectors like healthcare, engineering, and finance utilize it to assess candidates’ decision-making and adaptability in challenging environments.
• Client and Stakeholder Interaction: Fields like retail, professional services, and government use it to ensure candidates can effectively manage relationships and influence outcomes.

Sample Test Questions

The Saville Wave Professional Styles Test is designed to evaluate work-related behaviors, preferences, and competencies.

By preparing strategically, you can confidently navigate the Saville Wave Professional Styles Test and present yourself as an ideal candidate.

Below are sample questions that mimic the format and approach of the test, along with recommended answers and considerations for job seekers.

Sample Question 1: Work Preferences

Choose the statement that best describes you and the one that least describes you:

• A. I enjoy collaborating with others on challenging tasks.
• B. I prefer working independently to achieve my goals.
• C. I thrive in situations that require creative problem-solving.
• D. I excel at managing multiple tasks efficiently.

Recommended Answer:

• Most like me: A (if the role involves teamwork and collaboration).
• Least like me: B (if the job requires collaboration rather than independence).

Consideration for Job Seekers: Tailor your responses to align with the key competencies of the job. If applying for a leadership or team-based role, highlight collaboration. For analytical or creative roles, emphasize innovation or multitasking.

Sample Question 2: Problem-Solving Approach

How do you approach solving a complex problem at work?

• A. Break the problem into smaller parts and tackle each systematically.
• B. Discuss the problem with colleagues to gather diverse perspectives.
• C. Use past experiences to find a solution quickly.
• D. Take time to research and explore new approaches.

Recommended Answer:

• A or D (depending on the job’s focus on analytical or innovative problem-solving).

Consideration for Job Seekers: Show adaptability and strategic thinking. For roles requiring innovation, emphasize exploration (D). For process-driven roles, highlight systematic approaches (A).

Sample Question 3: Handling Feedback

How do you respond when receiving constructive criticism?

• A. I welcome feedback and use it to improve.
• B. I analyze the feedback and decide which points are relevant.
• C. I prefer to focus on what I already do well.
• D. I find criticism challenging and prefer to avoid it.

Recommended Answer:

• A (demonstrates openness to improvement and professionalism).

Consideration for Job Seekers: Employers value candidates who are receptive to feedback. Choose responses that reflect maturity and a growth mindset.

Sample Question 4: Leadership Style

When leading a team, which approach best describes you?

• A. I set clear goals and monitor progress regularly.
• B. I inspire others by communicating a vision.
• C. I delegate tasks and trust team members to deliver.
• D. I focus on building strong relationships within the team.

Recommended Answer:

• B or A (for roles emphasizing strategic leadership or task orientation).

Consideration for Job Seekers: Adapt your answer to the leadership style the company values. Visionary roles call for B, while operational roles may favor A.

Sample Question 5: Dealing with Stress

How do you handle stress in the workplace?

• A. I remain calm and focus on the task at hand.
• B. I prioritize tasks to reduce overwhelm.
• C. I discuss my concerns with a manager or colleague.
• D. I take breaks to recharge before continuing.

Recommended Answer:

• A or B (demonstrates resilience and proactive stress management).

Consideration for Job Seekers: Show your ability to manage stress constructively. Avoid responses that suggest dependency (C) or disengagement (D).

Sample Question 6: Decision-Making

When faced with a difficult decision, what is your typical approach?

• A. Gather all relevant information before deciding.
• B. Rely on intuition and past experience.
• C. Consult others to get different perspectives.
• D. Focus on the fastest solution to save time.

Recommended Answer:

• A or C (depending on whether the role values data-driven or collaborative decision-making).

Consideration for Job Seekers: Balance practicality with thoroughness. Avoid responses suggesting haste or reliance solely on intuition.

Final Tips for Job Seekers:

1. Authenticity Matters: Answer honestly while considering the role’s demands and organizational culture.
2. Consistency is Key: Maintain logical alignment between your responses to avoid contradictions.
3. Practice Self-Awareness: Reflect on your work preferences and values to prepare for the test.
4. Research the Role: Understand the company and position to tailor your responses effectively.

Next Step: Start Practicing

This article provides a condensed introduction with the essential information you need to get started. For more comprehensive details, free sample test questions, additional considerations related to the assessment and links to the premium preparation materials click here to access the full version.

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