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.

In an interview with the ABC.es website, human resources specialist Amparo Diaz Llairo, author of the book "Talent is on the Web" ("Talent is on the Web"), said that "talent is on the Internet". Talent is on the Web ") believes that the search for a job is nowadays necessarily via the Internet. According to her, having a virtual profile on the Internet can help us to be selected more easily by employers.

The expert believes that it is much more efficient to publish one's curriculum on LinkedIn than to send dozens of e-mails. In fact, having a professional profile on the Internet allows the human resources manager to access our skills no matter where he or she is. Over the last decade, it has been necessary for candidates to send their CV in Word or PDF format to the company in order to be considered for a job interview. Today, things have changed. In addition to sending the traditional CV to the employer, it is now useful to have a professional profile, a real "business card" for the candidate who is looking for a new job. This virtual "business card" will help to draw the attention of the human resources professional to important aspects of our qualifications.

For Diaz Llairo, the main activity of human resources is currently based on Web 2.0. Talent selection is more a change of mental model than a technical one. The main obstacles to the evolution of personnel selection often have to do with the standards pre-established by companies. For example, companies with more protocol will take longer to adapt.

"Social networks are a real breeding ground for talent, but the candidate must absolutely interact in order to obtain more visibility but also to help us in our search," says the author.

A simple Google search of our profile will allow the candidate to measure his or her presence on the Internet. Amparo Diaz Llairo also believes it is important to join different networks such as Facebook, LinkedIN or Twitter. On LinkedIn, the candidate can register on different discussion lists about a specific sector of activity or on forums.

"When we decide to publish our profile, it is essential to write a short, clear, concise description of our personal brand. This description must be understood by the reader over a period of time equivalent to walking up two floors of a building, i.e. about two minutes". "The summary must be attractive, capable of creating an emotion", adds the specialist.

The Talent 2.0 selection strategy is based on four principles: collaboration, technology, innovation and transparency. It focuses on social networks that promote the type of candidates the company is looking for. Social networks allow candidates to be catalogued according to categories of activity. For Amparo Diaz Llairo, the most effective social networks are LinkedIn, Xing and Viadeo. Facebook offers the possibility of publishing job offers or creating events related to the life of the company.

In the face of the economic crisis, searching for staff on the Internet allows companies to reduce the costs of selection processes. This enables a company to follow the trend of its competitors despite difficult times. On the other hand, a certain amount of time is needed to attract "followers", make contacts and build a personal brand for both the candidate and the company. Finally, Amparo Diaz Llairo explains that 80% of "Generation Y" is on the Internet and this fact must be taken into consideration by companies because it is a real talent 2.0 showcase.