• Personality Type Test - will provide information on strong and weak managerial qualities and recommendations for development.
• The Cattell Test will show key parameters such as the level of intelligence, normative behaviour, decisiveness, practicality, and many other useful qualities for executives.
• The COS Test - will assess the level of organisational and communication skills of your future leaders.
• Motivation Type Test. One of the key tests in the selection of candidates. With its help you will find out what will motivate your managers to achieve better results and show high performance, as well as what will demotivate and prevent them from achieving results.
• Burnout test. It is an important test for selecting managers, because if you hire a manager with a high level of burnout, it is likely that such a manager will not pass the probation period and may not intentionally cause your company great harm. If the desired candidate has a high level of burnout - you should not refuse, agree with the candidate on some time off and give the opportunity to recover, and then hire him/her.

• Personality Type Test. It will provide information about strong and weak qualities of candidates, how they will behave in the role of subordinates, what you can expect from them and what you should not, what kind of work they will do better than others. You will also receive recommendations on how to develop the weaknesses of candidates and on their basis you will be able to develop your staff.
• Motivation Test. This test helps identify what motivates and demotivates candidates, and whether their motivation type aligns with your corporate culture and salary structure.
• Burnout Test. The key test that will help you to select specialists who are full of energy and able to work intensively. But whether they will work intensively depends on their motivation. Therefore, this test should always be conducted together with the motivation test.
• The COS Test is not administered to all candidates, depending on the position. If your candidate has requirements for the level of communication skills and organisational abilities, then this test should be conducted, and if there are no such requirements - then it is not necessary to conduct it. For example, if you are recruiting specialists in sales, procurement, service - for these positions you need to conduct a test on the level of communication and organisational skills.
• The Conflict Test is also not conducted for all candidates, depending on the requirements of the position. It should be carried out to select specialists who work with your clients and avoid conflicting candidates, otherwise you risk losing your clients. And sometimes it is the other way round, when you need conflictual candidates, for example, lawyers who will defend your interests and not give in (this option is not suitable for all companies, depending on the company's objectives, do not take it as a recommendation for the selection of lawyers).
• The Cattell Test can be administered as an alternative to the Personality Type Test, but should not be administered together to select specialists. These two tests take a long time to complete (approximately 1 hour and 30 minutes) and can be an unnecessary barrier for candidates. Try to conduct only the tests that are really necessary to assess candidates, do not conduct too many tests, it can negatively affect the timing of closing vacancies.

• COS Test to assess communication and organisational skills. First of all, it is important to assess the level of communication skills, because it is one of the most important skills when working with customers. Usually, workers with high communication abilities easily establish contact with the customer, present the product well and freely maintain communication because they enjoy it. While workers with low communication abilities do it through force, they don't like it, so their results with customers are significantly lower. Organisational skills are not relevant for all positions. For example, if it is a shop assistant or a waiter, they usually do not need high organisational skills, but if it is a B2B sales manager who deals with ‘long’ sales, it is important for them to have high organisational skills.
• Motivation Test. When selecting candidates for these positions, it is important to understand how much your salary level differs from the market level. If it is higher and depends on the result (percentages, bonuses), then it is optimal to select candidates with instrumental type of motivation, because their motive is money, they will be motivated to sell more to earn more. If your salary level is below market level, then you can't take people with instrumental type of motivation, because they will be demotivated by the low salary level and work much worse. In such a case, it is better to select candidates with patriotic type of motivation. Regardless of the salary level relative to the labour market, it is optimal to select candidates with a professional type of motivation. They are motivated by development and career, while the salary level is of lower importance. Such candidates are well suited for creating a talent pool.
• Burnout Test. When hiring for client-facing roles, prioritize candidates with low or average burnout levels. Your candidate may be super professional, with excellent test parameters, but if he/she has a high level of burnout, he/she will simply be physically unable to work intensively and you risk losing your clients, and the candidate may ruin his/her career by having a negative experience.
• Conflict Test. In working with clients there may be conflicts of interest, so if your employee is not of the conflict type, knows how to effectively resolve disputes so that the client is satisfied and the company does not lose, it will have a good effect not only on the company's profits, but also on the development of the client base and the whole business in general. If, however, your employees are of the conflict type, and will create conflicts with customers, it will bring a lot of losses and may lead to bankruptcy.

• The Personality Type Test is very well suited for assessing the personal qualities of candidates without work experience. It allows you to assess a candidate's potential and understand whether he or she will be effective and whether it is worth investing company resources in his or her training. Often young professionals do not yet understand what they want to do and what field they want to devote their life to. Therefore, sometimes, in the course of work, such employees realise that they do not like what they do, start looking for another job in another field, the company loses the resources invested in training the employee, and the employee loses time to develop his career. The Personality Type Test assesses the personality type of candidates and based on their personality traits gives recommendations in which sphere of activity the candidate will feel comfortable working and will be able to realise himself more effectively. Therefore, if, when recruiting a candidate without experience, the test results show that the candidate is suitable for the position for which you are considering him/her, it gives a better chance of the candidate's success in your company. But you should not conduct this test if you are selecting candidates for simple positions (loaders, cleaners and similar jobs), because its passing takes an average of 45 minutes and it will negatively affect the closing of such vacancies.
• A Motivation Test will help you understand the motivations of candidates without work experience and whether you can fulfil these motivations. For example, if a candidate without work experience has a professional type of motivation, it is important to train and develop him/her, you should have a good system of adaptation and training, then you will get an effective employee and a future candidate for the talent pool. Or, if a candidate without work experience has an instrumental type of motivation, you should definitely take into account the wishes on the level of salary. If you cannot fully provide them, you will face problems in the productivity of this employee.
• Burnout Test, conflict tolerance test, communication and organisational skills test, Cattell test may be conducted additionally depending on the requirements of the position.

There are many other examples of how testing candidates in recruitment can help you build quality teams, improve your business results, and help candidates find a job that they will enjoy, but it is better to take a personalised approach. Contact us, we will sort out your needs and provide recommendations on which testing methodologies are best to use in your case.