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.

Evaluating without judging, a challenge? Yet this is what recruitment agencies are legally required to do. Because it is not because, when evaluating a candidate, there is an evaluation of a personality, that recruitment consultants and headhunters can afford to indicate in the margin, next to the candidate's file: "soft". The report on the candidate must contain very factual elements, warns Rose-Marie Ponsot, founder of Atopos Conseil, co-author of Les coulisses du recrutement with Françoise Dissaux-Doutriaux (François Bourin editor). You can't put subjective assessments into it. Michael Page had been sued after a "bust" in his files because consultants had scribbled such comments in his files;

Before submitting his report on a candidate, the consultant determines with his client what the criteria for the position to be filled are. It is often necessary to temper the business manager or human resources director, who tends to hope to find an extroverted candidate, but not too much, a leader born with team spirit... You have to ask him: why this criterion? explains Rose-Marie Ponsot. Why extroverted, for a member of the management committee? The requirements have to be weighed up...;

Once this has been done, the leadership criterion, for example, having been validated, remains to be assessed and presented to the client. We can carry out personality testssays Rose-Marie Ponsot. They're interesting because just because someone has leadership experience doesn't mean they're going to be a leader. Moreover, when we do tests, we give feedback to the candidate, so we validate the results with him, he knows what he has been judged on;

The second solution is to provide the client with an argument to back up the candidate's assessment with concrete examples, talking about his or her experiences... It's not a mark from one to ten that will interest the client," laughs Rose-Marie Ponsot. Technical skills are generally validated at the start of the recruitment process, during the search and by key questions from the first contacts.

Sometimes we then make a comparison, a synthesis with the results of several candidates, agrees Rose-Marie Ponsot, which summarises the criteria of skills and interpersonal skills. This synthesis report, which may include pluses or minuses, complements the much more extensive documentation or argumentation delivered at the end of the mission by the recruitment consultancy or hunting firm. And these are not assessments made behind the candidate's back, insists Rose-Marie Ponsot. In principle, in our profession, candidates are aware of what is going on. They need to know the criteria on which they are being judged, and that these criteria are important for the job;