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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.

<p>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.</p> <p>The CPQ is made up of 46 scales split across five key areas of personality at work. These elements are:</p> <p><strong>Interpersonal Style</strong> – The candidate’s approach to working with others, taps into their style of communication and preferences for working around others</p> <p><strong>Thinking Style </strong>– The candidate’s approach to tasks, decisions and challenges</p> <p><strong>Emotional Style </strong>– The candidate’s reaction to the emotional demands of the role</p> <p><strong>Motivations </strong>– Understanding what drives the candidate and helps them to feel energised and motivated at work</p> <p><strong>Culture Fit </strong>– Understanding the style of environment that is best suited to the candidate</p> <p>We provide the following 3 options for you to choose from: </p> <p><strong>1. OFF-THE-SHELF OPTION</strong></p> <p>Psycruit offers two off-the-shelf personality questionnaires, both of which include a range of scales from across the five elements.</p> <p>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.</p> <p>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.</p> <p><strong>2. BESPOKE OPTION</strong></p> <p>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.</p> <p><strong>3.INDUSTRY SPECIFIC</strong></p> <p>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.</p> <ul> <li>Remote Working</li> <li>Sales</li> <li>Call Centre</li> <li>Customer Service</li> <li>Graduates</li> <li>Recruitment Industry</li> <li>Project Manager</li> <li>Legal Sector</li> <li>IT Professionals</li> <li>Engineering</li> <li>Workforce</li> <li>Human Resources</li> <li>Administrative Role</li> <li>Marketing</li> <li>Education Role</li> <li>Hospitality</li> </ul>

<p>The Insights Discovery methodology uses a simple and memorable four colour model to help people understand their style, their strengths and the value they bring to the team. We call these the colour energies, and it's the unique mix of Fiery Red, Sunshine Yellow, Earth Green and Cool Blue energies, which determines how and why people behave the way they do.</p> <p><strong>Who's it for?</strong></p> <p>Our Insights Discovery product is suitable for all levels and gives learners the foundation of self-awareness they’ll need to be successful at whatever they do; whether that’s developing themselves, working as part of an effective team, or leading others with authenticity.</p> <p>Through Insights Discovery, individuals will gain a common language that has wide-ranging benefits, including connecting colleagues across geographical and cultural boundaries, and providing a safe platform for feedback conversations.</p> <p>Outcomes: Insights Discovery helps people understand themselves and their colleagues so that they can have more respectful, productive and positive working relationships, even across virtual boundaries.</p> <p>Individuals understand their own and others’ communication preferences</p> <p>They can connect better with their colleagues to improve collaboration</p> <p>They have a common language to help them overcome challenges and conflict</p> <p><strong>Disclaimer</strong></p> <p>The information on this website is curated from various sources to make it easy for users to find all the relevant information in one place. While we strive to ensure the accuracy and completeness of the content, we cannot guarantee the correctness of the information as it is compiled from multiple external sources.</p> <p>Users of this website are responsible for verifying the information and data presented here and for seeking professional advice as needed. Should you have any inquiries concerning a specific assessment, please don't hesitate to contact us, and we will make every effort to assist you.</p>

<p>DiSC® is a personal assessment tool used by more than one million people every year to help improve teamwork, communication, and productivity in the workplace. Organizations and facilitators use these profiles as tools to help ignite cultural change, inspiring lasting behavior changes that positively shape their workforce.</p> <p>DiSC is an acronym that stands for the four main personality profiles described in the DiSC model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness.</p> <p><a href="https://www.discprofile.com/what-is-disc/disc-styles/dominance">People with D personalities</a> tend to be confident and place an emphasis on accomplishing bottom-line results.</p> <p><a href="https://www.discprofile.com/what-is-disc/disc-styles/influence">People with i personalities</a> tend to be more open and place an emphasis on relationships and influencing or persuading others.</p> <p><a href="https://www.discprofile.com/what-is-disc/disc-styles/steadiness">People with S personalities</a> tend to be dependable and place an emphasis on cooperation and sincerity.</p> <p><a href="https://www.discprofile.com/what-is-disc/disc-styles/conscientiousness">People with C personalities</a> tend to place an emphasis on quality, accuracy, expertise, and competency.</p> <p>Everything DiSC also measures priorities (the words around the circle), providing more nuanced and memorable feedback in profiles.</p> <blockquote> <p>“Overall, participants report that the DiSC fit is good or excellent approximately 90% of the time. As documented under the Forer effect (1949), however, it is not unusual for participants to show a high level of agreement with psychological test results.”</p> </blockquote>

<p> </p> <p>The Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict job performance. The HPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes.</p> <p>The HPI was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. The HPI is a high-quality psychometric evaluation of the personality characteristics necessary for success in careers, relationships, education, and life. Whether you are implementing an organizational assessment process or enhancing your executives’ development, the HPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.</p> <p><strong>FEATURES & BENEFITS</strong></p> <p>Through an ongoing dedication to research and development, the HPI is the only personality inventory with all these essential features:</p> <p>• Designed to predict occupational success<br /> • Based on the Five-Factor Model<br /> • Useful reports available for employee selection or development<br /> • Developed exclusively on working adults<br /> • Normed on more than 150,000 working adults worldwide<br /> • Validated on more than 200 occupations covering all major industries • No invasive or intrusive items<br /> • Instantaneous scoring and reporting output<br /> • No adverse impact<br /> • Online administration by protected access<br /> • Test items and reports available in multiple languages</p> <p>Hogan Assessments is the international leader in personality insights. With the world’s largest database of personality research and decades’ worth of experience in psychometrics, Hogan produces valid, reliable personality assessments that measure everyday strengths, potential shortcomings, and values and motivators. More than 75% of the Fortune 500 rely on Hogan’s suite of talent acquisition and development solutions for their people strategy. Hogan’s solutions empower organizations to hire the right people without bias, boost productivity, reduce turnover, promote diversity and inclusion, identify high-potential talent, develop leaders, and inspire employees to do their best.</p> <p><strong>Disclaimer</strong></p> <p>The information on this website is curated from various sources to make it easy for users to find all the relevant information in one place. While we strive to ensure the accuracy and completeness of the content, we cannot guarantee the correctness of the information as it is compiled from multiple external sources.</p> <p>Users of this website are responsible for verifying the information and data presented here and for seeking professional advice as needed. Should you have any inquiries concerning a specific assessment, please don't hesitate to contact us, and we will make every effort to assist you.</p>

<p>AssessFirst is a predictive solution for HR, Managers and TA teams.</p> <p>Whether it’s hiring new talent, developing existing talent, or managing role evolutions and teams within your organisation, AssessFirst provides you with the insight you need to make the best HR decisions, at every step of the talent management life cycle.</p> <p>AssessFirst gives you the ability to predict the potential of success for any individual in any role. We are also the only assessment platform that allows you to address motivations...</p> <p>As a result, employees perform 30% better and twice as fast. Taking into account the global potential of your candidates and their ability to integrate into your culture, AssessFirst allows you to keep them engaged in your company twice as long as the average. These criteria allow you to limit cognitive bias and increase diversity. We have developed three assessments to assess the personality, motivations and mental agility of individual's and we use Artificial Intelligence to predict how successful people will be within a specific role, company and culture.</p>

<p>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.</p> <p><strong>Suitable for: </strong></p> <p>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.</p> <p>Points to remember:</p> <ul> <li>Assesses aptitude for attending to detail and spotting errors</li> <li>Corroborate information from two sources</li> </ul> <p><strong>Difficulty levels: </strong></p> <p><strong>Enhanced - B2C</strong>: 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. </p> <p><strong>ABOUT THE CRITERION COGNITIVE ABILITY TESTS</strong></p> <p>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.</p> <p>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.</p> <p>We provide the following coginitive ability tests: </p> <ul> <li>Numerical </li> <li>Verbal</li> <li>Abstract</li> <li>Mechanical</li> <li>Checking </li> </ul> <p><strong>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.</strong></p>

<p>Numerical ability test measures how well someone can understand, analyse and perform calculations on numerical information. </p> <p><strong>Suitable for: </strong></p> <p>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). </p> <p><strong>Difficulty levels: </strong></p> <p><strong>Expert - Utopia</strong> : 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. </p> <p><strong>Enhanced - B2C</strong>: 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. </p> <p><strong>Essential – Criterion Workforce Series</strong>: 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. </p> <p><em>Recruitment Industry Numerical Assessment is also available with 8 questions to be completed in 10 min. </em></p> <p><strong>ABOUT THE CLEVRY COGNITIVE ABILITY TESTS</strong></p> <p>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.</p> <p>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.</p> <p>We provide the following coginitive ability tests: </p> <ul> <li>Numerical </li> <li>Verbal</li> <li>Abstract</li> <li>Mechanical</li> <li>Checking </li> </ul> <p><strong>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.</strong></p>

<p>This test has been designed to measure the candidate’s ability to understand written information.</p> <p><strong>Suitable for: </strong></p> <p>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.</p> <p><strong>Difficulty levels: </strong></p> <p><strong>Expert - Utopia</strong> : 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. </p> <p><strong>Enhanced - B2C</strong>: 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. </p> <p><strong>Essential – Criterion Workforce Series</strong>: 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. </p> <p><em>Recruitment Industry Numerical Assessment is also available with 8 questions to be completed in 5 min. </em></p> <p><strong>ABOUT THE CRITERION COGNITIVE ABILITY TESTS</strong></p> <p>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.</p> <p>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.</p> <p>We provide the following coginitive ability tests: </p> <ul> <li>Numerical </li> <li>Verbal</li> <li>Abstract</li> <li>Mechanical</li> <li>Checking </li> </ul> <p><strong>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.</strong></p>

<p>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.</p> <p><strong>Suitable for: </strong></p> <p>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. </p> <p><strong>Difficulty levels: </strong></p> <p><strong>Essential – Criterion Workforce Series</strong>: This suite includes assessments closer to basic comprehension tests. Designed for industry or manufacturing roles.</p> <p><strong>ABOUT THE CRITERION COGNITIVE ABILITY TESTS</strong></p> <p>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.</p> <p>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.</p> <p>We provide the following coginitive ability tests: </p> <ul> <li>Numerical </li> <li>Verbal</li> <li>Abstract</li> <li>Mechanical</li> <li>Checking </li> </ul> <p><strong>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.</strong></p>