GAIN A DEPENDABLE PREDICTION OF
WORK PERFORMANCE.
Personality & Motivation Assessment
Research and practice have repeatedly shown that personality is one of the best predictors of how people build relationships, perceive things and approach work, as well as their job fit. All of these characteristics predict work performance to a large degree, by anticipating candidate’s behavior, reflecting their competencies, and providing insight into their strengths and areas for development, as well as their motivators and values.
Personality assessments can therefore be used to identify candidates’ work style, understand their core drivers, and recognize patterns of behavior that could get in their way of their work productivity, relationships and reputation. With these powerful insights, hiring processes can be improved and productivity increased, with a measurable ROI and impact on the business bottom line.
That is why personality tests have found such an important place in employee selection processes.
BENEFITS
All personality & motivation assessments are computerized and available for online administration
They are available in multiple languages with results scaled according to international or local national norms
The scores and reports are generated automatically and are available immediately upon the test completion, resulting in quick, cost-effective and reliable predictions about the potential and success of candidates
WE USE THE FOLLOWING PERSONALITY & MOTIVATION ASSESSMENT TOOLS
We use the powerful science of personality assessments of Hogan Assessment Systems to help you hire the right people, develop talented employees, build great leaders, and impact the bottom line.
We use VTS tests to help you in personnel selection and staff development. In combination with other tools and services, it delivers a set of information that provides a firm foundation for your decision-making.
Want to learn more about how Assessment Systems can help
your organization to assess candidates’ personality and motivation?
Using personality test for assessing job-related traits does more than promote objectivity. A profound knowledge of these measurement procedures contributes a familiarity with “personality types”, that is, a knowledge of which behavioral patterns are in synergy, and which are mutually incompatible. We may thus avoid posing unrealistic and unreasonable requirements toward candidates. We will also gain a sense of how each job requires a different personality profile, and that each strength is unavoidably paired with a weakness that needs development.
RELATION OF PERSONALITY ASSESSMENT TOOLS AND CANDIDATE SUITABILITY:
Unstructured interview
0.2
correlation value
Structured interview
0.4
correlation value
Mental ability test
0.54
correlation value
Personality test
0.6
correlation value
