GITP and PiCompany Practice: Connector Ability, Reflector and Talent Match

GITP reports a T-score, where 50 is the average of the norm group. Every score is written as three percentages. At T 50 the report says 50% of the norm group scored lower, 19% about the same and 31% higher; the "about the same" share is everyone in the same five-point block. It is not a sten, and it is not a school mark.

The norm group is the education level your employer chose, and it changes the answer. The employer picks MBO4, Bachelor or Master when ordering (or (V)MBO on the other version), and it cannot be changed afterwards. GITP's own sample report reads one performance three ways:

There are real cut-offs. PiCompany's guidance names a minimum of T 45 or T 50 against the role's education level as the most common bars, sometimes with 40 to 45 as a grey zone, and GITP's Rijnstate case describes a hard pass or fail. Employers are told to decide on the overall G-factor, which GITP calculates from all your answers at once rather than by averaging the parts.

GITP does not report an IQ. It says a score in the middle block corresponds on average to IQ 90 at VMBO level, 100 at MBO, 110 at HBO or Bachelor and 115 at WO or Master. Our practice percentile ranks you against everyone who practises here, so our feedback translates it into GITP's wording as direction, not as your GITP score.

You get minutes, not seconds, on every item. GITP says "a limited number of minutes per question, but for most people this time is more than enough". PiCompany's last specific figure was 90 seconds, set so that about three quarters of the norm group answer within it, and that is what our games use. A preparation site's claim of 10 to 20 seconds an item contradicts the vendor. Speed is recorded but not scored.

A blank is wrong and a wrong answer costs nothing. So never let an item expire. If you are unsure near the end of the clock, choose the option you could not rule out.

It is adaptive, and an early slip is recoverable. The next item depends on your answers, and each part keeps going until your level is clear. PiCompany's last published range was 10 to 15 items a part, with most people close to 10. Its FAQ says an unlucky early answer only means a few more questions, which contradicts preparation advice that early mistakes are hard to recover from.

Recent versions are reported to hide a number in the middle of a series. A preparation site says the gap moved into the middle from version 2.1; no GITP source confirms it, so our Number Series mixes middle and end gaps. The fourth subtest older material shows, Diagrammen, left the G-factor by 2009.

Our adaptation is a staircase, not GITP's algorithm. GITP selects items by item response theory from a large calibrated bank. Ours moves your level up and down over three authored difficulty bands and stops when the estimate settles, then estimates your level from every answer, the way GITP's G-factor pools all answers. The real interface, its timer display and whether it has a Next button are not documented anywhere we could find, so those are our design.

Reflector Drives is our reading of an unpublished format. GITP publishes the twelve drives, that the test is adaptive and that you compare goals with each other. We use pairs chosen from your earlier answers and say so in the instructions.

GITP says organisations often use the cognitive test at the start of a selection procedure, as a preselection. Its own cases also put GITP assessments late: after interviews at Zuyderland, as the last hurdle in Rijnstate's nursing route, and inside GITP's live psychologist-run assessments, which always include cognition, personality and drives before the interview and work simulation.

If you sit the test at home, the employer can check the result with a supervised follow-up test somewhere else, of about the same length. GITP also looks at how a test is taken and at answer patterns, and verifies where something looks wrong. A result you can reproduce under supervision is the only one worth having.

Bundles and report products: Talent Match, the Niveautest and the Development Accelerator are assembled from the instruments above rather than being separate sittings, so practising the instruments is practising them.

Everything a person observes or marks: the psychological interview, the work simulation, role play, the serious games and the Escape Game group exercise in GITP's live assessments. Neurolytics video assessments are a partner's product, not GITP's own.

Development instruments: Reflector 360, Reflector Big Five Leadership and the appraisal tools, which are not used to select candidates.