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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.

Evaluate emotional intelligence in the workplace

EMOTION 2 measures candidates’ and employees’ ability to understand their own emotions and their capacity to establish harmonious working relationships with others. The test provides a reliable score for an individual’s interpersonal and intrapersonal competencies by assessing 15 specific factors related to emotional intelligence.

KEY FEATURES

• Measures social desirability
• Provides norm-based EQ scores
• Personalised analysis with easily applicable developmental advice

Analysis of 5 main dimensions:

• Self-awareness
• Self-assertion
• Personal development
• Leadership
• Adaptability

Analysis of 15 factors of emotional intelligence:

Intra-personal Intelligence	Inter-personal Intelligence
Self-knowledge	Expressing emotions
Self-control	Assertiveness
Self-regard	Empathy
Self-confidence	Tactfulness
Self-motivation	Dealing with diversity
Optimism	Motivating others
Resilience	Mediation
Flexibility

REPORT PRESENTATION

• Social desirability indicator
• Standardised EQ score
• Graph for at-a-glance analysis
• Analysis of the candidate’s profile
• Developmental Comments
• Candidate matching with the 5 EI dimensions

The PROFESSIONAL PROFILE 2© adopts the trait approach. This is our latest personality assessment, designed and validated with the most recent method in psychometrics, the Thurstonian IRT. It measures 14 set of dimensions in opposition (e.g. introversion vs. extraversion), thereby resulting in an analysis of 28 aspects of personality and motivations. 

In addition to the Five Factor Model (FFM) of personality, several established theories were used for the conceptual and practical development of the PROFESSIONAL PROFILE 2©.

Other theoretical frameworks include C.G. Jung (1971) Theory of Psychological Types; William Schutz (1958) Fundamental Interpersonal Relations Orientation; Lee and Ashton(2004) HEXACO Model of Personality and J. Holland (1958) Occupational Themes (RIASEC)

Key Features

• Uses the Thurstonian IRT model to avoid social desirability
•  Easy to understand reports, without psychological jargon
• Internationally recognised, and registered with the British Psychological Society (BPS)

14 sets of character traits are analysed: 

• Straightforwardness vs. Persuasiveness
• Firmness vs. Flexibility
• Emotional sensitivity vs. Emotional distance
• Introversion vs. Extraversion
• Structure vs. Improvisation
• Intuition vs. Focus on facts
• Personal balance vs. Involvement at work
• Desire for guidance vs. Desire to lead
• Need for reflection vs. Need for action
• Humility vs. Ambition
• Team work vs. Autonomy
• Individualism vs. Altruism
• Free-thinking vs. Rule-following
•  Familiarity-seeking vs. Novelty-seeking

Reveal a candidate’s behaviour and job compatibility

Work Profile is a personality assessment designed especially for entry-level jobs, requiring a lower level of qualifications. It is the only recruitment-based assessment to reliably measure an individual’s work personality through their workplace, social and emotional traits, as well as the values and aspirations that drive them forward. Suitable for candidates and employees with lower level qualifications.

KEY FEATURES

• Uses ipsative structure of the Thurstonian IRT model to avoid social desirability
• Profile matching with 6 work-focused personality types and 138 groups of professions
• Detailed, easy to read report with personalised comments

Analysis of 15 factors split into 3 groups:

• Workplace traits: organisation, compliance, dynamism, sociability, sense of responsibility
• Social and emotional traits: persuasiveness, self-control, tenacity, assertiveness, adaptability
• Aspirations and values: sense of service, ambition, autonomy, intellectual curiosity, desire to supervise

Profile matching with 6 work-focused personality types: Leader, Persistent, Conscientious, Sociable, Explorer, Innovative

 

Predict counterproductive work behaviour

ETIX evaluates the likelihood of individuals engaging in counterproductive work behaviour. It covers six behaviours relevant to today’s work environment, including discrimination, harassment, and lying. By distinguishing between a person’s attitudes towards themselves and other people, ETIX reveals not only if a person might participate in counterproductive work behaviour, but also if they might enable it in others.

KEY FEATURES

• Monitors social desirability
• Measures attitudes towards counterproductive work behaviour in both self and others
• Adheres to the ISO 26000 norm

Analysis of 6 dimensions of work ethics, each of which relates to a counterproductive work behaviour:

• Respect for Facts and Honesty
• Respect for Rules and Procedures
• Respect for Goods and Property
• Respect for Commitment
• Respect for Equality
• Respect for Other People

Each dimension is divided into 2 facets:

• Attitudes towards self
• Attitudes towards others

REPORT PRESENTATION

• Global work ethics indicator
• Social desirability score
• Mirror graph
• Personalised comments for each factor

 

VOCATION is a career assessment based on the RIASEC model. It measures 12 interest domains and then matches the individual profile with 138 occupations, enabling the individual to pinpoint the most suitable profession that aligns with their personality.

 

KEY FEATURES 

• Provides a 3-factor combined RIASEC profile
• Monitors social desirability
• Matches the candidate’s profile with 138 occupations

Analysis of 12 domains outlined by the RIASEC model:

• Realistic: Physical and Outdoor Activities, Manual and Technical Interests
• Investigative: Intellectual Curiosity and Learning, Science and Technology
• Artistic: Aesthetic Sense and Expression, Creativity and Design
• Social: Dedication to Others, Personal Relationships
• Enterprising: Enterprising, Leadership
• Conventional: Methodical, Data and Numbers

REPORT PRESENTATION

• Graph showing results on 12 dimensions
• Personalised comments
• General and 3-factor combined profiles

VOCATION is a fair and accurate measure of occupational and vocational preferences, and HR practitioners and psychologists can be confident of its diverse application.

The Big Five Profile is based on the Five Factor model, identifies an individual’s dominant personality traits. It does so by measuring five dimensions of personality, all of which have a major impact on behaviour. Since these traits remain relatively stable throughout a person’s lifetime, this assessment is suitable for both adults and adolescents.

KEY FEATURES 

• Quick to administer
• Snapshot of an individual’s dominant personality traits
• Monitors social desirability

Analysis based on the Big Five model:

• Openness: Conservatism vs. Openness-Imagination
• Conscientiousness: Intuition vs. Meticulousness
• Extroversion: Introversion vs. Sociability-Dynamism
•  Agreeableness: Competitiveness vs. Consciousness of others
• Neuroticism: Emotional sensitivity vs. Emotional balance

Sales Profile-R identifies the potential, competencies, and motivations needed to succeed in sales. As well as being an indispensable tool for recruitment, Sales Profile-R can also be used for training, internal mobility, and sales force audits.

KEY FEATURES

• Sales potential score
• Social desirability indicator
• Matches the candidate’s profile with 25 sales roles

 Measures 12 behavioural traits grouped under 4 key skills-based dimensions:

• Client acquisition: Prospecting, approaching clients, combativeness
•  Business development: Networking, strategic selling, customer satisfaction
• Negotiation: Understanding needs, pitching, closing deals
• Selling: Sales acumen, charisma, self-control

Results are matched with 25 sales roles representative of the needs in the area. Sales Profile-R can be used to identify sales potential in non-sales people (engineers, technicians, or others).

The SALES PROFILE-R can be combined with other personality questionnaires such as Central Test’s Professional Profile or the CTPI-R in order to acquire a more precise and comprehensive profile of the individual. For instance, combining the CTPI-R, which assesses work personality and managerial abilities, with the SALES PROFILE-R, can be useful in evaluating a person's potential as a Sales Director.

Also, when combined with other personality tests, the SALES PROFILE-R can corroborate personality dimensions that could indicate an aptitude for sales, such as a high score on the “Persuasiveness” or “Firmness” factors from the Professional Profile.  

CTPI-R was developed on the basis of different theoretical and empirical models of personality at work, by considering the dimensions measured by existing personality questionnaires as well as the conceptual criteria used for other successful Central Test tools (namely the Professional Profile-R and the Occupational Interest Inventory).

KEY FEATURES

• Thinking and working styles scores
• Social Desirability Indicator
• Managerial Potential Indicator
• Comparison of the candidate’s profile with the competency model of the organisation

Graphical and tabular presentation of the profile

• Personalised comments
• Matches profiles with 21 key behavioural competencies
• Matching of the candidate’s profile with the competency model of the organisation

The assessment CTPI-R,2012  examines 19 factors categorised into 4 dimensions:

People management: Control/Power - Affiliation - Tactical - Assertiveness - Trust - Developing others

Perception mode: Conscientiousness - Rational - Rule conscious

 Self-management: Self-confidence - Lively - Emotional stability - Optimism - Surpassing - Commitment

Change management: Visionary - Action-orientated - Adaptability - Experimental 

CTPI-R and Equal Opportunities

Equal opportunities represent a critical consideration for any modernday work assessment, and an assessment is only considered to be truly valid when it is appropriate for use with different groups. The CTPI-R is a fair and accurate measure of critical thinking, and HR practitioners and psychologists can be confident of its application.

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 two different types of reports which can be used by test practitioners who are qualified at the Test User Occupational Personality level. Please refer to the reports section for further information.  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.