Personality Assessments look at a person’s typical or characteristic ways of thinking or behaving. Personality Assessments vary greatly in the number and range of constructs they measure, though the majority will assess aspects of the ‘big five’ personality characteristics: openness, conscientiousness, extraversion, agreeableness and neuroticism. Some assessments measure a limited number of constructs, whereas others will break down higher-order constructs such as the big five into more specific facets. Within personality assessments, a distinction can be drawn between ‘type’ and ‘trait’ measures. Type measures allocate respondents to specific categories of behaviour, whereas trait measures assume behaviour varies along continua and respondents can be placed anywhere along these scales.
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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.
Analysis of 5 main dimensions:
Analysis of 15 factors of emotional intelligence:
|Intra-personal Intelligence||Inter-personal Intelligence|
|Self-motivation||Dealing with diversity|
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)
14 sets of character traits are analysed:
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.
Analysis of 15 factors split into 3 groups:
Profile matching with 6 work-focused personality types: Leader, Persistent, Conscientious, Sociable, Explorer, Innovative
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.
Analysis of 6 dimensions of work ethics, each of which relates to a counterproductive work behaviour:
Each dimension is divided into 2 facets:
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.
Analysis of 12 domains outlined by the RIASEC model:
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.
Analysis based on the Big Five model:
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.
Measures 12 behavioural traits grouped under 4 key skills-based dimensions:
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).
Graphical and tabular presentation of the profile
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.
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