Reading time: 2 minutes
What Does the DISC Test Measure?
The DISC test evaluates a person's behavioral profile, determining how they behave in different situations. The results are not classified as "good" or "bad"; they simply reflect the predominant behavior style of each individual. We all have characteristics in the four DISC dimensions, but one or two tend to stand out more in each person. These dimensions are: Dominant, Influential, Steady, and Cautious.
The two dimensions with the highest scores are considered, as long as there is no difference of more than 5 points between them.
This test helps understand how a person might fit into a specific role based on how they are expected to interact in their position.
Throughout the process, we identify the pattern or type of profile, whether D, I, S, C, or a combination of them. Although the report does not explicitly use the term "pattern," the DISC characteristics and subfactors are highlighted. The results reflect which of the 15 possible combinations is most predominant in the candidate.
What Does the Wonderlic Intelligence Test Measure?
The Wonderlic test evaluates different dimensions of reasoning in candidates. Some of these dimensions include logical reasoning, mathematical intelligence, verbal intelligence, spatial intelligence, among others. It is a comprehensive and effective tool for evaluating various types of profiles, as there is a proven statistical correlation between intelligence and reasoning ability, adaptation to tasks, and changes in the work environment.
When selecting Wonderlic, you can choose which type of intelligence you want to measure among the 8 available types, making it very versatile to adapt to the needs of the position.
What Does the Integrity Test Measure?
Integrity tests, also known as honesty tests based on values, assess a candidate’s ethical principles and morality, such as loyalty, responsibility, and honesty. These tests aim to understand how these values affect their decisions and actions in the workplace.
Example questions: “What would you do if you discovered a colleague was committing fraud?” or “How would you handle a conflict of interest between your personal benefit and the company's?”
What Do Technical Tests Measure?
Technical tests assess a candidate's theoretical knowledge in specific areas. They are recommended as an initial filter to determine if a candidate has the basic knowledge required. For example, if a candidate claims to have advanced Excel skills but fails this test, we suggest they do not proceed with the process. If they pass, it is recommended to verify this knowledge with a practical test.
The results only show whether the candidate passed or failed the test, without providing detailed interpretations.
These tests are not included in the global score as they are measured using different scales.
Technical Test Reports
The results of technical tests are presented separately in reports. Only the score obtained is shown, not the specific answers, as a measure to prevent fraud or question leakage.
The tests are standardized with a total of 19 questions. A candidate must score at least 70% (12 correct answers) to be considered approved; otherwise, their result will be rejected.