Our personality assessment is based on six major dimensions of personality i.e. HEXACO model. The factors that make up the HEXACo model: Honest-humility
Emotionality
eXtraversion
Agreeableness
Conscientiousness
Openness to Experience
We provide three different types of reports which can be used by interviewers. Please refer to the reports section for further information. We provide lots of support to help our clients use our tailored assessments, including full debrief sessions before interviews commence to answer any questions arising and to do a deeper dive into the candidates’ personality, ability, and derailment reports.  Note: The SOVA Cognitive ability tests (verbal, numerical, and logical) are timed tests although the time is not present on screen. Therefore, we ask candidates to work as accurately and as quickly as they can – remember, ability tests measure maximum performance.

Checking tests assess candidate's ability to compare information quickly and accurately, and check the correctness of data. They will be required to learn a set of system rules before applying these to check for errors in a data set. This provides an insight into their level of detail focus and skill at producing high quality work.

Suitable for: 

For roles with a high need for attention to detail, spotting errors in material or inputting data. Test uses multiple choice questions under timed conditions to see whether candidates can quickly and accurately find the errors between two pieces of reference material.

Points to remember:

• Assesses aptitude for attending to detail and spotting errors
• Corroborate information from two sources

Difficulty levels: 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration.This level contains 16 items to be completed in 5-10 minutes. This is an untimed test. 

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

• Numerical 
• Verbal
• Abstract
• Mechanical
• Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Numerical ability test measures how well someone can understand, analyse and perform calculations on numerical information. 

Suitable for: 

For roles where candidates will need to be comfortable with numbers, mathematical functions and interpreting data. Candidates use number-based reference material to answer multiple choice questions involving basic arithmetic, averages, percentages and ratios. Tests are timed and candidates are able to use a calculator throughout (one of their own, not built into test). 

Difficulty levels: 

Expert - Utopia : This suite contains high level reasoning tests for top level managers, professionals or graduates. This level contains 16 questions to be completed in 20 min. 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration.This level  contains 16 questions to be completed in 18 min. 

Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles. This level contains 16 questions to be completed in 15 min. 

Recruitment Industry Numerical Assessment is also available with 8 questions to be completed in 10 min. 

ABOUT THE CLEVRY COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

• Numerical 
• Verbal
• Abstract
• Mechanical
• Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

This test has been designed to measure the candidate’s ability to understand written information.

Suitable for: 

For roles where candidates will need to have to comprehend, analyse and draw conclusions from written information. Tests present a paragraph of text about a given topic, candidates must then decide if a series of statements are true, false or cannot say by evaluating the information under timed conditions.

Difficulty levels: 

Expert - Utopia : This suite contains high level reasoning tests for top level managers, professionals or graduates.This level contains 16 questions to be completed in 11 min. 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration. This level contains 16 questions to be completed in 9 min. 

Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles. This level contains 16 questions to be completed in 10 min. 

Recruitment Industry Numerical Assessment is also available with 8 questions to be completed in 5 min. 

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

• Numerical 
• Verbal
• Abstract
• Mechanical
• Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Mechanical reasoning tests require candidates to demonstrate their ability to apply mechanical and physical laws to real objects and processes. they will be presented with illustrations of mechanical processes such as gears, pulleys, levers and hydraulics in novel situations, and they must conclude which multiple choice answer demonstrates the correct function or principle.

Suitable for: 

For roles where candidates will need to work with and understand mechanical or technical concepts. Using a multiple choice formal under timed conditions, candidates are presented with images and will use mechanical reasoning skills to deduce what will happen in the picture. 

Difficulty levels: 

Essential – Criterion Workforce Series: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles.

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

• Numerical 
• Verbal
• Abstract
• Mechanical
• Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Also known as diagrammatic or inductive reasoning - Measures general intellect and ability to work with new concepts and ideas. Candidates are expected to predict next in the sequence using rational strategies.

Suitable for: 

For roles where candidates will need to deal with complex data, identify patters trends and rules to solve logical problems. Sometimes known as inductive or diagrammatic reasoning tests, the tests are non-verbal and adopt a multiple choice format under timed conditions. Candidates are presented with a series of shapes or patterns and asked to deduce what comes next, or what is missing.

Difficulty levels: 

Expert - Utopia : This suite contains high level reasoning tests for top level managers, professionals or graduates. This level containes 16 questions to be completed in 45 min. 

Enhanced - B2C: Our most widely used suite of assessments, applicable for entry and mid-level roles. For example, customer service and administration. This level containes 16 questions to be completed in 24 min. 

ABOUT THE CRITERION COGNITIVE ABILITY TESTS

Cognitive ability or aptitude tests are an objective way of measuring an individual’s performance on different work related tasks or situations. They tap into reasoning skills and are therefore a measure of potential, rather than academic performance or stored knowledge.

They provide employers with an indication of how people will perform in a work setting and so are frequently used to decide whether a candidate has the baseline cognitive ‘firepower’ necessary to be successful in the role.

We provide the following coginitive ability tests: 

• Numerical 
• Verbal
• Abstract
• Mechanical
• Checking 

When used alongside other psychometrics, such as personality questionnaires or scenario based tests, employers are able to build up a holistic picture of how the individual would behave in the role.

The Criterion Personality Questionnaire is unlike anything else on the market. We don’t subscribe to a one-size-fits-all approach to personality; the CPQ offers unparalleled flexibility by allowing you to pick and choose the elements you want to measure.

The CPQ is made up of 46 scales split across five key areas of personality at work. These elements are:

Interpersonal Style – The candidate’s approach to working with others, taps into their style of communication and preferences for working around others

Thinking Style – The candidate’s approach to tasks, decisions and challenges

Emotional Style – The candidate’s reaction to the emotional demands of the role

Motivations – Understanding what drives the candidate and helps them to feel energised and motivated at work

Culture Fit – Understanding the style of environment that is best suited to the candidate

We provide the following 3 options for you to choose from: 

1. OFF-THE-SHELF OPTION

Psycruit offers two off-the-shelf personality questionnaires, both of which include a range of scales from across the five elements.

The Criterion Core (21 Scales) – Comprehensive insight into the typical preferences and tendencies for behaviours, feelings, values and motivations that are important in the workplace. This questionnaire takes about 20 minutes for the candidate to complete. Using the Core questionnaire will give you access to two specialised reports; Team Strengths Report & Sales Report.

The Criterion Enhanced (30 Scales) – Builds on the Criterion Core, offering a deeper insight across a breadth of elements of personality in an occupational setting. This questionnaire will take about 30 minutes for candidates to complete. Using it will give you access to our Leadership Report.

2. BESPOKE OPTION

Psycruit allows you to build your own personality questionnaire so you can tap directly into the traits you are interested in for the role you are recruiting for or developing. You can pick any combination of the 46 scales in the Library and structure the selection according to your own values/competency framework or use our default headings. Telling the platform ‘what good looks like’ will give you access to the Selection Report.

3.INDUSTRY SPECIFIC

We now have a collection of industry specific questionnaires that are available on Psycruit. These have been developed through role research and the expert knowledge and experience of our business psychologists. All of our off the shelf questionnaires also contain the social desirability scale in addition to those scales listed below.

• Remote Working
• Sales
• Call Centre
• Customer Service
• Graduates
• Recruitment Industry
• Project Manager
• Legal Sector
• IT Professionals
• Engineering
• Workforce
• Human Resources
• Administrative Role
• Marketing
• Education Role
• Hospitality

This test provides your candidates with an opportunity to demonstrate the style and approach they prefer to take towards challenges at work. The picture they provide will help us understand how they see themselves in relation to working in a contact centre role.

They will be presented with a sequence of scenarios describing a situation or challenge. They will also see a selection of possible approaches that they could take to respond to the situation or challenge described in the scenario.

For each scenario, they will be expected to tick the most effective or least effective approach they would take in each fictitious scenario.   

Provides a realistic job preview

Map competencies to your organisational framework providing candidates with a more realistic job preview compared to relying on interviews alone.

Eliminates hiring bias

Measure how well candidates respond to a host of work related scenarios, allowing you to find the most competent candidates for the role.

Saves time & hiring resources

Allows candidates to self select out if they realise the job isn’t a good fit for them - saving you valuable time and resources.

When used alongside other psychometrics, such as personality questionnaires or cognitive ability tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Are you looking to develop bespoke situational judgements tets or looking to host your own test on our platform? 

We are Business Psychologists with over 25 years of experience in developing tests. Our Clevry platform is ready to host your own test. Please contact us by support@talentgrader.com who will be able to help you with your enquiry. Talent Grader is one of our authorised partners in the UK. 

This assessment is designed to mirror the kinds of conversations you would have with colleagues, candidates and clients in your role as a recruiter.

You will be presented with a short message outlining the scenario we are asking you to imagine yourself in. You will then receive a number of messages from colleagues, candidates and clients, which will present you with questions and issues for which you will have to provide a response. For each question you get, you will be given a number of response options to choose from. There are no right or wrong answers; just pick the response which is most closely aligned with your typical behaviour and values.

This assessment is comprised of 12 questions and there is no time limit.

What does this assessment measure?

Message Me assessments help recruiters measure candidate behaviour in relation to the role they’re applying to.

Message Me assessments can provide additional value when combined with Psycruit personality questionnaires. Recruiters will be able to create a more well rounded picture of their candidates, allowing them to find and hire only the best candidates.

This test provides your candidates with an opportunity to demonstrate the style and approach they prefer to take towards challenges at work. The picture they provide will help us understand how they see themselves in relation to working in a graduate or managerial role.

They will be presented with a sequence of scenarios describing a situation or challenge. They will also see a selection of possible approaches that they could take to respond to the situation or challenge described in the scenario.

For each scenario, they will be expected to tick the most effective or least effective approach they would take in each fictitious scenario.   

Provides a realistic job preview

Map competencies to your organisational framework providing candidates with a more realistic job preview compared to relying on interviews alone.

Eliminates hiring bias

Measure how well candidates respond to a host of work related scenarios, allowing you to find the most competent candidates for the role.

Saves time & hiring resources

Allows candidates to self select out if they realise the job isn’t a good fit for them - saving you valuable time and resources.

When used alongside other psychometrics, such as personality questionnaires or cognitive ability tests, employers are able to build up a holistic picture of how the individual would behave in the role.

Are you looking to develop bespoke situational judgements tets or looking to host your own test on our platform? 

We are Business Psychologists with over 25 years of experience in developing tests. Our Psycruit platform is ready to host your own test. Please contact us by support@talentgrader.com who will be able to help you with your enquiry. Talent Grader is one of our authorised partners in the UK.