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Emotional intelligence is the ability to perceive, identify and manage the emotions of yourself, of others, and of groups. A person with high emotional intelligence is able to self-regulate their moods and behavior in order to achieve their personal goals. In a professional context, high emotional intelligence can enable you to stay calm under pressure and help you communicate more efficiently. It is also key for recognising how your behaviour impacts and influences others, allowing you to build rapport and establish long term relationships with your colleagues.
This work-related soft skills questionnaire efficiently evaluates candidates on five vital competencies: Leadership & Influence, Collaboration, Innovation & Growth Mindset, Focus & Drive, and Mindfulness & Perceptiveness. This tool provides a comprehensive perspective of a candidate’s power skills, helping you select individuals primed for success in today's dynamic work environments.
Effective communication test involves contextual understanding, conflict resolution and social intelligence. Contextual understanding involves adapting one's message based on the audience, situation, and cultural factors, ensuring clear and effective information exchange through various communicate means. Conflict resolution requires active listening, empathy, and assertiveness to find common ground and resolve disagreements through communicative strategies. Social intelligence enables individuals to interpret and respond to social cues appropriately, demonstrating empathy and emotional awareness.
This test evaluates an individual's ability to adjust to new situations and challenges. It involves being able to modify one's behavior, thoughts and emotions in response to changing circumstances, without getting overly stressed or anxious.
People who are highly adaptable tend to have a growth mindset and view change as an opportunity for learning and personal development. They are able to assess a situation, identify the resources available, and take effective action to achieve their goals.
This test evaluates an individual's ability to listen attentively and fully engage with the speaker during a conversation. It involves giving one's full attention to the speaker, taking in their words, and responding in a thoughtful and constructive manner. People who are good at active listening are often seen as trustworthy, approachable, and supportive, and are more likely to have successful relationships with others in the workplace.
Leadership potential refers to an individual's innate ability to lead and inspire others. It is the combination of traits, skills, and characteristics that make a person suitable for leadership roles. This leadership potential test can be used to assess a candidate’s ability to create a vision, communication effectiveness, self-confidence, courage, optimism, empathy, sociability and assertiveness at work.
This test can be used to assess how individuals focus on achieving specific goals and outcomes. Test-takers are presented with a series of realistic, hypothetical work scenarios. They need to select the most appropriate response that will allow to take action to achieve those goals in an efficient and effective manner.
This test assesses individuals' capability to quickly recover from setbacks and challenges at work. Test-takers are presented with a series of realistic, hypothetical work scenarios. They have to identify the most appropriate response they feel is most effective given the situation that reflects their level of resilience.
The Big Five personality assessment evaluates the 5 major dimensions of normal personality. This test has been used in thousands of academic studies, which have provided compelling evidence for the idea that people in any culture differ in these five personality dimensions, and that those differences predict important work-related outcomes, such as job performance, engagement, work stress and wellbeing, and leadership potential.
This questionnaire aims at determining what type of leader the candidate is based on two factors: what he/she manages and how he/she manages. This test will help you identify the type of leader that best fits your teams' profiles.
The Big Five personality assessment evaluates the 5 major dimensions of normal personality. This test has been used in thousands of academic studies, which have provided compelling evidence for the idea that people in any culture differ in these five personality dimensions, and that those differences predict important work-related outcomes, such as job performance, engagement, work stress and wellbeing, and leadership potential.
This test can be used to assess people's ability to work collaboratively. This test is built around 15 questions of practical cases and situations in order to apprehend the reactions of the candidates
The Enneagram system measures the ways we perceive and interpret the world, how we manage our emotions, and how we behave in different situations. It is designed to predict how people make decisions and take actions, especially in relation to the stress and opportunity of everyday life – it purports to uncover the patterns of behaviour that unconsciously drive and motivate. In the occupational context, the Enneagram provides insights into a candidate’s approach to interpersonal relationships and style in the work setting.
The 16 Personality types test is a model for understanding different personality types. Each individual was born with different ways of perceiving information and making decisions. These preferences have a considerable influence on the way each person reacts, communicates, has a leadership style, or has strengths and weaknesses. The 16 Personality types test allows you to identify your preferred ways of functioning and those of the people you work with, thus helping to build more effective, productive and enjoyable relationships.
The MPI-6F (Maki Personality Inventory - 6 Factors) test aims to measure six robust and well-established personality factors: 'Emotional stability', 'Gregariousness', 'Diligence', 'Amicableness', 'Open-mindedness' and 'Truthfulness-Humbleness'. This test was created based on the research established to develop the HEXACO test, by Kibeom Lee, Ph.D., & Michael C. Ashton, Ph.D.
The DISC test distinguishes four behavior types in people: dominant, influential, stable and conscientious. It allows us to determine a person's predominant behavior type and measure their adaptability, flexibility, interpersonal communication and leadership. The results are then used to improve communication and collaboration, especially in a work context.
The Big Five personality assessment evaluates five broad dimensions of personality. Research has shown that people's personality is a combination of these characteristics, and the theory of the Big Five has been studied across culture and languages. This mini IPIP Big Five test has been widely used in academic studies. Aspects of personality have been known to predict important work-related outcomes, such as job performance, engagement, work stress and well-being, and leadership potential.