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

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.

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.

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.

Thanks to the Internet and social media, the candidate and the recruiter already know each other prior to the job interview.


Is there a greater temptation to recruit those who look like us? This is a taboo question in a recruitment system where the norm is - and must remain - the supremacy of skills. "Any HR manager or recruiter will argue that he or she will only hire a candidate on the basis of their skills. Not all external factors have to be taken into account," explains Claire Vizzolini, a human resources consultant at Kurt Salmon. "Some 15 years ago, in the United States, recruiters were even strictly forbidden to ask questions about private life, such as age, origin, marital status, university education, etc. All of this was private, and was intended to remain private."

But the time when the private remained private is now over. Today, while employees have never been so close - or potentially close - to their employees, in the same way, the recruiter has never been so close to the candidate, and vice versa. "We try to protect ourselves from this overexposure and keep our distance so as not to mix things up, but it has become almost impossible," concedes Claire Vizzolini. Today, on both sides, the norm is to search the web to access different parts of the life of the person you are about to meet. The apprehension that one used to feel when going to an interview where one knew neither the premises nor the recruiter has thus been largely minimised.

A company's codes are now visible on the web. "Facebook, Twitter, or LinkedIn accounts are dedicated to the recruitment of the different companies, which publish viral videos, photos, which reveal what is happening internally", explains Jacques Froissant, CEO of the recruitment firm 2.0 Altaïde. For many companies, social networks are also an opportunity to unveil their premises, so that candidates can discover the place where they will be received.

"Today, when they arrive at the interview, the candidates already know, if they have prepared well, the typical outfit they will have to wear and what kind of person they will be facing. They have in mind all the personal details of the recruiter's life that can hit the nail on the head: common interests, identical town of birth, etc.", continues Jacques Froissant. In this way, skills are now just an indispensable basis for sorting out candidates. Then, as soon as there is a choice to be made, it is external factors that will make the difference.

Recently, three researchers in psyschology, Kristin Laurin, from Stanford University, David Kille and Richard Eibach, from the University of Waterloo, have shown that we tend to evangelise our way of life, our tastes, which seem to us to be the norm. "Recently, I interviewed someone who had the same interest as me in an area I am particularly fond of. It was hard to remain insensitive! So, yes, affinities do count," continues Jacques Froissant before concluding: "It's important to remember that a company manager recruits someone who will be working with him every day! So with equal skills, it's legitimate that affinities come into play... They simply must not be allowed to take precedence over the rest".