Discover Tools for Talent

Once you access our platform, you will have a range of world-class and multi-purpose HR tools at your disposal for recruitment and selection, development and teambuilding, succession and transition.

Tests and questionnairesWhy Tools for Talent

Our tests and questionnaires

Our psychometric tests and questionnaires provide clear insights in participant's preferences and potential.

1. Personality

Why measure personality?

Getting to know one's personality can help you predict future success and offers insight into a participant's strengths and pitfalls.

Woman looking at a computer screen that contains an example of a question from a personality questionnaire.

How

Personality questionnaire that offers a detailed and objective analysis of the personal preferences that determine professional behaviour, commitment, performance and growth throughout the employee journey.

Woman looking at a computer screen that contains an example of a question from a personality questionnaire.

Specific assessment information

  • Format: online questionnaire in a professional setting.
  • Business Attitudes Questionnaire: different versions available according to level.
  • Personality Attitudes Continuum: specifically developed for blue-collar worker level, both in terms of questionnaire design and the context of the questions. 
  • Time to complete: +/- 25 minutes.
  • Used for recruitment, selection, development, succession and outplacement. 
Woman looking at a computer screen that contains an example of a question from a personality questionnaire.

Background and theory

  • Universal 'Big Five' model completed with extra facets relevant to the professional context.
  • BPS (British Psychological Society) certified. This certification confirms that the test’s technical and user documentation, its validity and reliability, all test material and all calculated norms or other information necessary for the meaningful interpretation of test scores conform to the highest EU test-quality standards. 

     

Woman looking at a computer screen that contains an example of a question from a personality questionnaire.

2. Motivation

 

Why measure motivation?

Get a view on the match/mismatch between a person's career aspirations and the goals of your organization. Discover what motivates/demotivates people. 

Woman typing on a keyboard, the computer screen shows an example of a motivational questionnaire.

How

Motivational questionnaire that offers a detailed and objective analysis of motivational drivers. It indicates what gives and takes energy in a professional context.

Woman typing on a keyboard, the computer screen shows an example of a motivational questionnaire.

Specific assessment information

  • Format: online questionnaire. 
  • Suitable for different levels, from administrative to management.  
  • Time to complete: +/- 15 minutes. 
  • Used for recruitment, selection, development, succession and outplacement. 
Woman typing on a keyboard, the computer screen shows an example of a motivational questionnaire.

Background and theory

  • The Motivational Drives Questionnaire was developed based on different motivational theories, including those of Maslow, Schein, McClelland and Herzberg, and more recent research into the ‘self-determination theory’. 
  • Measures 15 motivational drivers by having participants rank sets of 3 items in their preferred order. 
Woman typing on a keyboard, the computer screen shows an example of a motivational questionnaire.

3. Reasoning Ability

Why measure reasoning ability?

Reasoning ability is one of the best predictors of task-oriented performance at work. It shows you what a participant is cognitively capable of and whether they have the potential to learn. 

Man looking at a computer screen that contains an example question from an abstract reasoning test.

How

Assesses a person’s ability to analyse, process and absorb information. A set of tests measuring different types of reasoning abilities on four levels of difficulty. The tests provide a detailed view as well on ability as on working style of the participant. 

Man looking at a computer screen that contains an example question from an abstract reasoning test.

Specific assessment information

Abstract Reasoning Ability Test 

  • Format: multiple choice.
  • Assess how someone deals with problems of an abstract nature.
  • Four levels available: from blue-collar workers to senior-level management positions. 
  • Time to complete: 15 minutes. 

Numerical Reasoning Ability Test

  • Format: multiple choice.
  • Measures the ability to quickly and effectively draw the correct conclusions from numerical data.
  • Four levels available: from blue-collar workers to senior-level management positions. 
  • Time to complete: 15-20 minutes.

Verbal Reasoning Ability Test

  • Format: multiple choice.
  • Measures the ability to understand and process written text.
  • Four levels available: from blue-collar workers to senior-level management positions. 
  • Time to complete: 15-20 minutes.
Man looking at a computer screen that contains an example question from an abstract reasoning test.

Background and theory

  • Reasoning in itself can be described as an explicit sequential application of a set of rules to a formal
    problem
  • Common principles behind the assessment of reasoning are to present cases or sets of premises and either make the person generate a conclusion themselves, judge the validity of a presented conclusion or rule, or make an inference from a problem.
  • Differential intelligence research shows that it is important to map out different forms of reasoning capacity.
Man looking at a computer screen that contains an example question from an abstract reasoning test.

4. Situational Insight

Why measure situational insight?

To discover if a person knows how to behave in work-related situations regardless of their personal preferences. 

Woman looking at a screen containing an extract from an electronic simulation exercise or etray.

How

Electronical in-tray exercise allows:

  • to judge whether the participant knows what to do and which actions are in line with those expected in the job.
  • to objectively evaluate the participant on the behaviors they chose in these situations.
Woman looking at a screen containing an extract from an electronic simulation exercise or etray.

Specific assessment info

E-tray

  • Format: the participant is assigned a role in an organization and offered information in a mailbox. They have to use the information to indicate their preferred course of action.
  • Four different E-trays are available on our platform, from administrative to senior management levels. 
  • Time to complete: 30 - 60 minutes.
Woman looking at a screen containing an extract from an electronic simulation exercise or etray.

Background & theory

Uses the Hudson 5+1 Competency Model© and provides automatic competency scoring linked to the participant's answers. 

Woman looking at a screen containing an extract from an electronic simulation exercise or etray.

Why Tools for Talent?

As a company, you want to be sure that the services you choose are reliable, especially when working with people. We have over 40 years of expertise in creating and developing psychometric instruments.

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Participant experience

  • All tools are available in Dutch, English and French. A large number of them are also available in other languages.
  • We strive to provide equal opportunities to participants with disabilities. Learn more in our blog post.

  • Our psychometric instruments are made available for scientific research into diversity and 'adverse impact'.
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Scientific principles

  • Our tools are reliable and valid. Learn more in our blog post.
  • Member of the International Test Commission.
  • Methodology reviewed externally by scientific committee.
  • General norm groups are available to all users. 
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Data and security

  • All of our platforms have been developed and are maintained by our own team of IT experts. 
  • Customer service team of HR and IT experts on standby during working hours for clients and candidates. 
  • We are GDPR‑compliant and have implemented active and passive security mechanisms. Continued protection of data and data-privacy best practices are always at the top of our agenda.

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