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Assessment Tool Review: The Dover Test System

How to create fair, transparent and inclusive employment opportunities in remote mining locations.

Over the past year, we have registered strong interest from mining companies for test-based selection processes, in particular, where engagement and development of the local communities in developing countries is critical to company success. We have been engaged to identify and select community members for training and/or employment opportunities.

 

Broadly speaking, the goals are often similar:

  • Developing a suite of unbiased assessment tools adapted to the local context;
  • Providing a transparent, fair and efficient assessment and selection process to ensure all who wanted to, had the chance to participate, regardless of education level;
  • Training and upskilling in-country team to conduct the assessments themselves for future candidate testing.

 

While different tests have been used in parallel to suit the particular needs and context of each project, Dover tests are Globe’s preferred tool, and for good reasons. 

 

What is Dover? 

Dover is based on the Vienna Test System, a system for computerized psychological assessments. These types of assessments are used in many fields, for different purposes. As for Dover itself, it was developed specifically for the mining industry, with the following important characteristics:

  • The test is culture fair, i.e. free of cultural bias;
  • The candidate does not require previous exposure to computers;
  • The candidate is not required to be literate.

 

What does Dover measure? 

Primarily, Dover is a competency measurement tool that evaluates fundamental practical skills including:

  • Hand-eye-foot coordination; 
  • Reactions to stimuli in various environmental conditions;
  • Auditory discrimination; 
  • Estimation of the speed/direction of moving objects;
  • Basic decision-making abilities and concentration levels under monotonous circumstances.

It is a great pre-screening tool. As all the selection methods or tools, it should not be used in isolation, but in conjunction with other procedures such as interviews, literacy or cognitive assessments, practical tests, background checks, etc. 

Dover is also a risk detection and accident reduction tool; the tests identify participants’ weak or problematic areas within their fundamental skills. Identifying these gaps will help design or choose the appropriate training to improve weak areas. This results in reduced risks of accidents, production losses and losses of equipment.

“It’s an objective assessment that adds another dimension to the selection process”

 

What does Dover test?

The Determination Test

This looks at basic reactive functioning, assuming how candidates will respond to stimuli in various environmental conditions including: normal, crisis and crisis-recovery conditions. Candidates have to respond to visual and auditory stimuli, using hand-eye-foot co-ordination to accomplish this. 

Time Movement Anticipation

This test assesses the candidate’s ability to estimate both the speed and direction of moving objects, such as other vehicles on the road. 

Two Hands Coordination 

This test looks at basic manual coordination using both hands together, focusing on speed and accuracy. Basic practical trainability potential (the assumed speed at which new hands-on skills can be learned/acquired) is also assessed.

Signal Detection

This test assesses the candidate’s ability to maintain concentration and respond to environmental stimuli in routine or monotonous conditions (such as a long-distance road trip or doing repetitive daily work).

Cognitrone

This test looks at the candidate’s basic environmental shape recognition ability combined with basic decision-making ability (e.g.: the ability to recognize road signs, such as stop streets, and make appropriate decisions in time, such as to stop on time).

In summary, the Dover tests system is particularly well suited for people working with moving machinery or tools, staff operating vehicles, operators, supervisors and all those involved at the production levels of the mines.

 

The Results 

Dover’s assessment results categorizes candidates into three main groups:

  • GOOD. These individuals can undertake more involved tasks and operate complex systems,
  • AVERAGE. These individuals can undertake moderately involved tasks and operate uncomplicated systems,
  • POOR. These individuals can undertake basic routine tasks and operate basic uncomplicated systems. 

This is extremely useful, immediate and efficient. Should the need arise to distinguish within each of these categories, the results are also summarized by a total score (for example 81 A, 96 A), providing an easy way of selecting those with the best chances to succeed.

The results are of course also provided in detail by test, with an interpretation for each, though providing extremely useful information for implementing the necessary training.

 

Globe’s Experience

Globe has run multiple projects with great success, using the Dover tests in Asia, Africa, and South America, indeed across various languages, cultures and education levels, in all cases identifying the candidates with the most chance of success. It is an objective assessment that adds another dimension to the selection process. Try it!

Please email us at hello@globe24-7.com to find out more. 

Globe 24-7 (Globe) has been conducting human resources consulting and search assignments for local and international mining, power and energy companies around the world for over a decade. Globe has offices in the major markets of the world to ensure consulting assignments and search campaigns are effectively managed at both site and corporate locations and has grown internationally to now service small, mid-tier and large-scale companies through its project recruitment, search, HR consulting and HR Systems divisions.

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