Our recruitment tests, reserved for companies, enable us to carry out reliable evaluations of candidates.

Our recruitment tests assess the personality, aptitudes and motivation of candidates.

Our other tests for human resources enable the detection of potential and the development of talent.

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For 30 years SIGMUND has been a specialist in personality testing, psycho-technical testing and psychological testing for recruitment, skills assessment, talent management and development.

Our tests allow companies to carry out specific tests and evaluation exercises by job categories.

A simple and effective test for a detailed analysis of your candidates:

Our test is designed to be simple and effective, allowing you to quickly and intuitively use it to measure professional skills and reliably assess your candidates before they are hired.

At the end of the test, you have instant access to clear assessments by skill type and level of responsibility. This explicit and easy-to-use tool allows you to conduct quality interviews and obtain relevant answers to inform your decision-making.

evaluation Our recruitment test reliably guarantees an assessment of candidates before they are hired, regardless of the position to be filled.

Dedicated to recruitment managers, our personality test and intelligence test allow online evaluation before recruitment of the person who will be best suited to the position and who will perform best.

Our tests can be taken online and allow candidates' answers to be collected from any computer, tablet or telephone connected to the Internet.

Online assessment solutions for a reliable response:

Our recruitment test is used by the recruitment manager for candidate recruitment as well as for talent development, career management, internal mobility, team audit, skills development, detection of potential, corporate risk assessment, annual assessment....

Among our different types of tests, the personality test, the IQ test and the motivation test are used for the recruitment of candidates in companies in order to find the best candidates for the positions to be filled.

With a minimum of work, our recruitment tool allows, thanks to the selection of the tests best suited to the profile to be recruited, a rigorous recruitment process with the passing of personality tests, but also the passing of technical tests to fill vacancies.

Entretiens Our test is a reliable and objective reflection support to optimise your Interviews and make your decision-making more reliable. We accompany you in your evaluations with the most complete catalogue of different types of tests on the market. We also offer you training in interpreting the results and using the tests to optimise your recruitment and interview techniques. Finally, our teams will advise you and provide you with answers in the choice and customisation of recruitment tests and in the creation of your job references.

A validated test :

With more than one million tests performed, SIGMUND is one of the world leaders in tests for Human Resources professionals and recruitment agencies. Each psychometric test is built with a rigorous approach based on a scientific methodology that we have perfected over the last 30 years. Each test is subject to calibration, validity and Fiability work.

Our different types of tests for recruitment include a personality test, a psychological test, an IQ test (reasoning, dominoes, logic, verbal, writing) and psycho-technical tests for all levels of employment, for both executive positions, sales jobs and management positions. All our tests are translated, validated and calibrated in more than 30 countries.

Recruitment test and the personality test news

The Internet is changing recruitment trends

Sep 16, 2018, 17:07 PM by System

The web has completely transformed the world of work and recruitment. Jérôme Ternynck, CEO of Smartrecruiters in Silicon Valley, unveils new recruitment tools from the web.

Job interviews, CVs, job advertisements are gradually being modified - or replaced - by the new recruitment tools offered by the web. Jérôme Ternynck (@jerometernynck) is CEO of Smartrecruiters, a recruitment platform he runs in Silicon Valley, USA. He explains current - and future - trends in recruitment.

- The omnipresence of video. It has become an essential recruitment tool. Even if it is not yet in the majority - the face-to-face job interview is obviously still the reference - video has nevertheless become a permanent fixture. Its main advantage: it eliminates travel costs and the time it takes for a meeting to take place. (ND) Skype is the tool that everyone knows for this type of real-time video recruitment, but we can also mention the specialised service created by ImageInPeople or the Irish site Sonru. "The country manager meets the candidates, selects the best of them and I organise the interview via Skype" explains Nathalie Delplanque, HR Director at Fortinet. "I wouldn't recruit someone by phone alone, but the video conversation is very similar to a face-to-face interview".

- Evaluation platforms. They are developing enormously, particularly thanks to social media. It is becoming easier and easier to "test" candidates in a playful way: skills assessment, games, personality tests, job "fit"... And here again, video has a place. For example, the candidate can answer questions and send the video in addition to his or her profile. This is the principle of the American site Hirevue.

- Free and social software. First generation recruitment software is gradually being replaced by more accessible, more social and very often free solutions. Smartrecruiters, for example, has won no less than 25,000 customers in two years. Companies are also increasingly turning to Facebook. Applications, such as Work4Labs, make it possible to create job sites on the social network, thus turning fans into candidates.

• Le big datathe big trend to come. We all spend a considerable amount of time on social networks and on the web in general. As a result, some companies such as Talentbin, Entelo or Gild take the opportunity to index and consolidate our digital footprint into profiles. This leads to the integration of giant databases into recruitment software.

• The gradual disappearance of the CV. Even if the CV, whether printed or in PDF format, remains a standard that is still in place, we will see its disappearance in the next few years, in favour of more interactive profiles that are more easily accessible for recruiters . Companies such as Do You Buzz, About.me, or LinkedIn have already made their mark in this area.