Valid and reliable instruments widely used in recruitment, onboarding with supporting the adaptation process and development of employees.

Our mental abilities help us to analyze problems better, make quicker and more precise decisions, prioritize our tasks. Our personality traits also have a direct impact on our performance at work or potential to perform. So why not measure them both? 

A combination of different personality questionnaires and cognitive ability tests allows you to set up testing for plenty of various job roles taking into account the complexity of each position and even specialization.  



Candidate selection

Assessments used for selection purposes widely use both aptitude tests and personality questionnaires to select the best candidate for the role.

When selecting the right talent for a position you have several options in which stage to test the candidate:

1. Using online assessment in the first round of the selection process, when choosing from a bigger pool of candidates, eliminating unsuitable candidates or candidates that don´t fit the role.

2. Using online assessment in the final stage of a selection process to choose the best fit for a specific role by providing support for the final interview.


Employee development

Assessments used for developmental purposes are mostly focusing on personality and motivational questionnaires. Ability tests play mainly a supplementary role.

1. Identifying high potential employees - assessing factors that predict potential, helping to make a proper succession decision.

2. Identifying leadership potential - assessing critical traits for leadership, strengths, and areas needing development.

3. Employee development baseline - identification of development priorities combined with developmental planning to support professional growth.

"The aptitude tests and personality questionnaires help us find and securely select the best fit for the role from our candidate pool a lot. We found great use not only in recruiting new employees, but also to get to know better and deeper our current employees, so we are able to handle the possible loss of motivation."

Nagy-Viányi Edina, Managing Director of Nyitott Szem Bt.


Measuring personality

Thanks to our competency-based personality questionnaires you will be able to gain an insight into your candidate's behavior, how they tend to behave in specific situations, which competencies are among their strong ones, or where they need to be supported. Our personality questionnaires measure two main attributes necessary for work success.

Why is it important to measure one's motivation, values, preferred behavior, and competencies?

You hire people, and people are complex beings in which you cannot merely cut off mental abilities from personality. They come as one, inseparably. You do not want to hire or promote a person whose cognitive skills are way above average, but has a terrible reputation for managing conflict and lacks empathy. Measuring personality traits, motives, values is essential information not only to be successful but also to be able to coexist with company values and other employees.

Setting up a standard with these assessments helps you to cut on some time to get to know the candidate faster, gives you an excellent base for competency-based interviewing, and last but not least they cut out the subjectivity and prejudice from the hiring process.


Measuring cognitive abilities

Did you know that measuring cognitive abilities gives you a bulletproof and valid tool, that shows not only the current performance but also has predictive power for future productivity? People who score higher in cognitive ability tests tend to solve complex problems easier; they learn faster and are better in logical reasoning skills.

That's why our tests measure various abilities for work success, e.g. verbal abilities, information handling, numeracy, multitasking, complex planning abilities, etc.. Because of that a unique set of assessments could be set up for each position to get the most valid and useable information out of it. In general, we divide performance tests according to what they measure into:

  • General - Are able to provide a global overview of cognitive abilities. They are measuring general cognitive skills, like numerical and verbal reasoning and the ability to solve problems. May be used as a general and not job role-dependent selection tool. Example: numerical ability, verbal ability, logical reasoning, and many more.
  • Specific - These tests are assessing particular cognitive abilities. Provide a narrow, more detailed view of specific factors. They are measuring problem-solving and reasoning ability in particular areas. Example: reaction speed, ability to concentrate, learning efficiency, and many more.


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