The aptitude assessments will provide information on what a candidate’s natural tendencies are; what they are interested in doing and willing to do. There are two aptitude assessments, the SL (Sales & Leadership) and the IC (Individual Contributor). The SL is best used for Supervisory and Executive roles and roles where the candidate will be client facing at times, and the IC is best used for roles that are more independent and not as interactive with customers. Broken down into sections, here’s what you will get from the aptitude assessments:

Attitude and Integrity

There are five traits displayed in the graph for attitude and integrity: critical, negative, blame, dishonesty, and unsupportive. The measurements for these traits indicate the candidates willingness or tendency to be any one of those five things.

Are they highly critical of themselves or those around them? Are they negative and constantly seeing problems instead of solutions? How often do they lay blame on others rather than take responsibility for their own actions? Will they tend to be dishonest if it's going to help them save face? And will they be supportive of their managers and supervisors?

Please understand that we’re not looking for zero's on these traits, that’s not realistic. However, there is another measurement on the graph that tells you the average of all of their attitude and integrity traits and the further below 30 the average is, the better.

General Competency

This graph provides information on general competency traits such as focus, motivation, communication, self confidence, analytical intelligence, and ability to apply.

There is a tolerance for each trait - meaning there will be a range we want to see each trait fall within depending on the role you're recruiting for. For example, if someone is applying for a sales role there will be a different range that we’d like their communication trait to be within than if they were applying for a data analyst role. We are able to adjust the benchmarks to ensure we’re always comparing your candidate to the traits of top performers in their specific field.

Dominant Quadrant

This section simply indicates what your candidates dominant personality quadrant is: analyzer/logical, controller assertive, supporter/empathy, or expressive/social.

Additional Traits

The last two graphs depict how your candidate scored on over twenty other traits. Providing information on things like their willingness to confront paperwork, pay attention to detail, and how empathetic and patient they are.

It's important to note that interpreting the results isn’t just about looking at each individual trait. There is a lot more you can determine when you begin to understand the way the different traits interact and work together.

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