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>The Prevue Assessment was developed by Professor David Bartram and Dr Pat Lindley. It is a high quality comprehensive psychometric measure which assesses:</p> <ul> <li>Abilities - 3 areas + an overall measure</li> <li>Motivation and interests – 3 areas</li> <li>Personality – 13 areas</li> </ul> <p>The Prevue Assessment has been designed to be quick and easy to use. It is useful for all occupations and can be used comfortably from age 15+.</p> <p><strong>What does the Prevue Assessment Measure?</strong></p> <p>It measures Abilities, Interests and Personality in one straightforward measure which takes about an hour to complete if handled in one sitting.</p> <p><strong>Abilities</strong> - Verbal, Numerical and Spatial Abilities – combining these to produce a general abilities scale</p> <p> <strong>Motivation & Interests</strong> - the extent to which the individual is interested in working with people, data and with things</p> <p><strong>Personality </strong>– 12 scales around 4 core themes (from the “big 5” model) – Independence, Conscientiousness, Extraversion and Stability. (The subscales measure cooperativeness, assertiveness, innovation, organisation, group orientation, outgoing ness, poise and excitability.)</p> <p><strong> Social Desirability</strong> - The extent to which the individual presents a favourable picture of themselves</p>

<p>Mental Toughness describes the mindset that every person adopts in everything they do. It is closely related to qualities such as character, resilience, grit, etc. It is defined as: “A personality trait which determines, in large part, how people respond to challenge, stress and pressure, irrespective of their circumstances”. Most personality models and measures assess the behavioural aspects of Personality (how we act).</p> <p>Mental Toughness differs in that it assesses something more fundamental – “how we think”. In other words, why we act and respond emotionally to events. It enables us to understand mindset in a very practical way. Research carried out under the direction of Professor Peter Clough of Huddersfield University identified by 2002 the four key components (constructs) of Mental Toughness. These are called the 4Cs. In 2017, work by Doug Strycharczyk, Dr John Perry and Professor Clough, allowed the concept to be expanded to eight factors to be understood and assessed around the 4Cs. This is shown below:</p> <p>Mental Toughness Scale What does MTQ assess… the 8 Factors</p> <table border="1" cellpadding="1" cellspacing="1" style="width:500px"> <tbody> <tr> <td>CONTROL</td> <td> <p>Life Control – I really believe in myself, I can do it</p> <p>Emotional Control – I can manage my emotions and the emotions of others</p> </td> </tr> <tr> <td>COMMITMENT</td> <td> <p>Goal Orientation – I set goals and like the idea of working toward goals</p> <p>Achievement Orientation – I do what it takes to keep promises and achieve goals</p> </td> </tr> <tr> <td>CHALLENGE</td> <td> <p>Risk Orientation – I stretch myself, welcoming new and different experiences</p> <p>Learning Orientation – I learn from what happens, including setbacks</p> </td> </tr> <tr> <td>CONFIDENCE</td> <td> <p>In Abilities – I believe I have the ability to do it, or can acquire the ability</p> <p>Interpersonal Confidence – I can influence others</p> </td> </tr> </tbody> </table> <p> </p> <p><strong>Why is Mental Toughness important?</strong></p> <p>Published research and case studies from around the world show that Mental Toughness is a major factor in: • Performance – explaining up to 25% of the variation in performance in individuals</p> <p>• Agility - Positive Behaviour – more engaged, more positive, more “can do”, dealing well with change</p> <p>• Wellbeing – more contentment, better stress management, less prone to bullying</p> <p>• Aspirations - more ambitious, prepared to manage more risk It is a major factor in retention, particularly in higher education, employability and is a key aspect of an organisation’s culture.</p> <p>It has applications in virtually every sector. In the world of work, it is key for leadership and staff development, particularly within change programmes as well as in talent management programmes. It is also widely used for developing young people in education, in youth work and social mobility programmes.</p> <p><strong>Can we develop Mental Toughness?</strong></p> <p>We can. We can either help someone change their mental toughness or we can show someone how to adopt the behaviours that a mentally tough person would adopt. Either way, many of the benefits of developing mental toughness can be achieved. </p> <blockquote> <p>MTQ48 is a really valuable tool. It certainly makes you think about your performance and positive behaviour – and what you can do about both. We liked the report structure which equipped the manager/coach and the individual with relevant information and practical development suggestions.  <strong>-Liz Chandler Director for Corporate Development, Merseytravel</strong></p> </blockquote>

<p><strong>What is the Integrated Leadership Model (ILM72)?</strong></p> <p>The Integrated Leadership Model is the result of a major study carried out by AQR International in 2005. Carried out by Dr Nollaig Heffernan under the supervision and guidance of Professor Clough and Doug Strycharczyk, CEO.</p> <p>The study looked at over 50 leadership models and found that all had their origins in the same components - 6 scales which represented the different aspects of leadership style.</p> <p>This confirmed that the essence of leadership was consistently based on a number of key notions. The study did not develop a new model of leadership, more accurately it “brought order to the chaos that is leadership theory and practice”. Equally importantly it provided an accessible and very practical framework for understanding and developing leadership practice. Further research carried out by Clough & Strycharczyk within the same programme showed that there were three core competencies which are crucial for leadership effectiveness.</p> <p>An important by-product of the programme was the development of a reliable psychometric measure - ILM72 – which assesses both the specific scales (style) and the global scales indicating leadership effectiveness. These map to almost all leadership models.</p> <p><strong>Assessing Leadership Style and Leadership Effectiveness</strong></p> <p>The ILM72 is a seventy-two item questionnaire which produces output on both leadership style and leadership effectiveness factors. The measure produces development reports for individuals, for coaches/managers as well as generating questions for reflection and understanding.</p> <p>The measure can also be used to assess difference before and after an event to determine where development has occurred. Bringing effective evaluation into the picture.</p> <p><strong>A tool for organisational development</strong></p> <p>Importantly it is possible to aggregate data for a group or even a whole organisation, through an OD report, to get a picture of the prevailing leadership style – an important aspect of culture. This enables users to assess whether the given style is appropriate and exactly where leadership style might be developed. This is fundamentally important.</p> <p> </p> <blockquote> <p>Participants report an increased level of selfawareness with regard to their own leadership style. The reports enable them to identify their strengths and areas for development, which are invaluable in their day to day role as a leader and in creating a personal development plan. -Sandra Keith, HRD Bristol</p> </blockquote>

<p>Evaluate emotional intelligence in the workplace</p> <p>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.</p> <p><strong>KEY FEATURES </strong></p> <ul> <li>Measures social desirability</li> <li>Provides norm-based EQ scores</li> <li>Personalised analysis with easily applicable developmental advice</li> </ul> <p><strong>Analysis of 5 main dimensions:</strong></p> <ul> <li>Self-awareness</li> <li>Self-assertion</li> <li>Personal development</li> <li>Leadership</li> <li>Adaptability</li> </ul> <p><strong>Analysis of 15 factors of emotional intelligence:</strong></p> <table border="1" cellpadding="1" cellspacing="1" style="width:500px"> <tbody> <tr> <td><strong>Intra-personal Intelligence</strong></td> <td><strong>Inter-personal Intelligence</strong></td> </tr> <tr> <td>Self-knowledge</td> <td>Expressing emotions</td> </tr> <tr> <td>Self-control</td> <td>Assertiveness </td> </tr> <tr> <td>Self-regard</td> <td>Empathy</td> </tr> <tr> <td>Self-confidence</td> <td>Tactfulness</td> </tr> <tr> <td>Self-motivation</td> <td>Dealing with diversity</td> </tr> <tr> <td>Optimism</td> <td>Motivating others</td> </tr> <tr> <td>Resilience</td> <td>Mediation </td> </tr> <tr> <td>Flexibility</td> <td> </td> </tr> </tbody> </table> <p><strong>REPORT PRESENTATION</strong></p> <ul> <li>Social desirability indicator</li> <li>Standardised EQ score</li> <li>Graph for at-a-glance analysis</li> <li>Analysis of the candidate’s profile</li> <li>Developmental Comments</li> <li>Candidate matching with the 5 EI dimensions</li> </ul>