360-degree feedback is a review process whereby individuals receive feedback from multiple perspectives (e.g. a range of colleagues and other internal/external stakeholders). This approach allows for a more rounded and objective view of someone's performance at work than simply relying on feedback from a line manager.

Welcome to the cubiks HR Glossary
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An ability test is a type of psychometric assessment. These assess a person's underlying cognitive ability. Research of different assessment methods suggest ability tests are one of the most accurate predictors of job performance - suggesting that the manner in which someone performs in an ability test is likely to predict how the way they will process information in their job role.
Abstract reasoning is an individual’s ability to analyse and draw logical conclusions from diagrammatically presented data. It is independent of numerical or verbal skills, being more focused on the processing of logical information. Abstract or Diagrammatic reasoning tests require participants to identify similarities and differences between groups of patterns and then to apply this understanding to help categorise additional patterns.
An appraisal interview is a conversation that happens following a performance appraisal in which a person discusses with their line manager how they have rated themselves and how their manager has rated them. These discussions are used to talk about ways an individual can leverage their strengths and improve on their development areas.
Assessment centres are often part of a selection process. Employers normally include various assessment tasks to explore a range of aspects, including the personality, cognitive ability, values, motivations, and work behaviours of current or potential employees. Assessment centres include multiple assessors and can vary in length, lasting from a few hours to several days.
Assessment exercises are a method which involves conducting live assessments to assess a candidate's current or potential performance in a role, and the behaviours they may demonstrate in the future. Assessment exercises can be used as standard or tailored to a company's culture and job competencies. There are various formats, including group exercises, presentations, role plays, case studies, and work simulations.
Pre-selection (also known as sifting) is a method that reduces the volume of job applicants to be invited to the next stage of the recruitment process by screening candidates to find those that most closely match the skills and competencies required of the job. Often this process is carried out online using assessments such as ability tests and Situational Judgement Tests (SJTs) to automatically screen out the least suitable candidates. In lower volume situations, it can be as simple as reviewing CVs and cover letters.
Sifting (also known as pre-selection ) is a method that reduces the volume of job applicants to be invited to the next stage of the recruitment process by screening candidates to find those that most closely match the skills and competencies required of the job. Often this process is carried out online using assessments such as ability tests and Situational Judgement Tests (SJTs) to automatically screen out the least suitable candidates. In lower volume situations, it can be as simple as reviewing CVs and cover letters.
Coaching is a development activity that has various models and approaches. It is a holistic method that takes into account the whole of the person in order to help them work towards using their talents to achieve their goals. Coaches assist people with developing their potential according to their personality, values and motivation - helping them learn and be self-empowered, rather than teaching them.
Company culture is the collective attitudes and behaviour of people who are part of an organisation and the meanings which they attach to their actions. Company culture influences the way in which people interact with others within the organisation, as well as with clients and stakeholders. Culture is made up of values, social norms, working language, systems, visions, beliefs, symbols and habits. The collective behaviours and assumptions that are taught to new members of an organisation as ways of thinking and understanding are also essential to its culture.
A competency framework is a structure that employers use to define the competencies required for their employees' successful performance in a way that links with the organisation's operational objectives. This ensures that everyone in the organisation understands what 'excellent' job performance should look like, setting a benchmark for development activities.
A competency based interview is a job interview based on the behavioural competencies required to be successful in the role. These competencies are used to structure the interview and focus questioning on candidates providing examples of when they have demonstrated certain behaviours.
A development centre is similar to an assessment centre in that it is an assessment experience usually made up of a number of assessments that participants undertake. However, the difference is that these type of centres aim to assess a participant's performance in a role, often succeeded by constructive feedback that contributes to their development. Development centres involve multiple assessors and can be anything from half a day to several days long.
Employee engagement is a term referring to the degree to which an employee is emotionally attached to their job, colleagues and organisation, whether positively or negatively and the influence this has on their willingness to learn and perform at work. Employee engagement is a combination of an individual’s commitment to, involvement with and satisfaction with their work. Employee engagement is an important part of employee retention.
Feedback culture is the extent to which people are able and encouraged to provide and receive feedback - formally or informally. This occurs when employers foster a work environment in which people are comfortable to do so, often being educated in the developmental opportunities that can arise from this kind of company culture.
Job profiler is a questionnaire connected with PAPI (Personality and Preference Inventory) that helps define the requirements of a role. This questionnaire can be sent to a number of job experts within an organisation to generate an 'ideal' role profile. This role profile can then be compared to an individual's profile from their PAPI assessment.
Leadership is a concept that does not have a single definition. It is loosely defined as the capacity to influence people in order to achieve a shared goal. Cubiks has conducted research that resulted in the Cubiks Leadership Model, which includes a clear description of the tasks and responsibilities of leaders at four organisational levels. This model links these to a set of competencies that are necessary for a leader’s effective performance.
Mentoring is matching up inexperienced individuals with those who have a greater depth of experience in order to give them guidance and assist with their career development. Mentoring differs from coaching, as a mentor is a specialist in their mentee's field of work and gives specific insight or advice on the job. Coaching provides a broader outlook, focusing on working with an individual to develop their skills and competencies in order to work towards a goal or goals.
Occupational psychology is the application of psychology within work and business. It is also known as business psychology, organisational psychology, work psychology and industrial psychology. Occupational psychology aims to make organisations more effective and enhance the job satisfaction of employees.
People Analytics is the next stage in the journey of analysing data. It's not concerned with measuring where we are at right now, but to use data to predict what’s coming next, stay ahead of possible trends, and anticipate challenges of the future. It's also about identifying complex patterns and trends beyond basic analysis, for instance using company data and metrics.
Personality assessments explore the personality and preferences of an individual through a series of questions to which a candidate responds. As personality is so complex, the outputs of these tests will often break down personality from larger factors to more specific elements. Results will often need to be discussed with a candidate to align with their own perspectives and maximise accuracy.
Psychometric tests are a standard and scientific method of testing used to measure individuals' cognitive abilities and behavioural style. Psychometric tests are designed in practice to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities).
Situational Judgement Tests (SJTs), also known as Situational Judgement Questionnaires (SJQs) are assessments that ask participants to indicate how they would respond to hypothetical situations they may face in the workplace. Usually conducted online, these assessments provide a realistic job preview for applicants as well as a system for employees to automatically filter out candidates whose responses do not match what a company is looking for.
Volume hiring is a selection process where a company needs to process a large number of applications, so will use online assessments and sifting protocols to reduce the number of applications they have. This allows for a more manageable number of applications to assess in more detail, leading to several role offers.
Social Recruitment
Social recruitment is using social media platforms such as LinkedIn, Twitter or Facebook to recruit potential job applicants. Recruiters may deploy software to search social networks for relevant information. They can also distribute information about job vacancies through these channels.