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What does the DISC test measure?
The DISC test evaluates a person’s behavioral profile, determining how they act in different situations. The results are not classified as "good" or "bad"; they simply reflect the predominant behavioral style of each individual. We all have characteristics from the four DISC dimensions, but one or two tend to stand out more in each person. These dimensions are: Dominant, Influential, Steady, and Conscientious.
The two dimensions with the highest scores are considered, as long as there is no difference greater 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 that position.
Throughout the process, we identify the pattern or profile type, whether D, I, S, C, or a combination of them. Although the report does not explicitly use the term "pattern," it highlights DISC characteristics and subfactors. The results reflect which of the 15 possible combinations is most predominant in the candidate.
What does the Intelligence Test (Wonderlic) measure?
The Wonderlic test evaluates different reasoning dimensions in candidates. Some of these include logical reasoning, mathematical intelligence, verbal and spatial reasoning, among others. It is a comprehensive and effective tool for assessing various profiles, as there is a proven statistical correlation between intelligence and reasoning ability, task adaptability, and adaptability to changes in the work environment.
What does the Integrity Test measure?
Integrity tests, also known as value-based honesty tests, assess a candidate’s ethical principles and morality, such as loyalty, responsibility, and honesty. These tests aim to understand how these values influence their decisions and actions in the workplace.
Example questions: “What would you do if you discovered a colleague committing fraud?” or “How would you handle a conflict of interest between your personal benefit and the company’s benefit?”
What do Technical Tests measure?
Technical tests evaluate a candidate’s theoretical knowledge in specific areas. They are recommended as an initial filter to determine whether a candidate possesses the basic required knowledge. For example, if a candidate claims to have advanced Excel skills but fails the test, we recommend they do not proceed further. If they pass, we suggest validating this knowledge with a practical assessment.
The results only indicate whether the candidate passed or failed, without providing interpretations.
These tests are not included in the overall score, as they are measured on different scales.
Technical Test Reports
The results of technical tests are included in the general report, showing whether the candidate passed or failed. Only the obtained score (percentage) is displayed, without specific answers, as a measure to prevent fraud or question leaks.
The tests are standardized with a total of 19 questions. A candidate must answer at least 70% correctly (12 correct answers) to be considered as passed; otherwise, their result will be marked as failed.