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.

When it comes to recruiting his seasonal staff, the company's director, Emmanuel Romary, is full of praise for the collaboration he has managed to establish with the deodatian agency Pôle emploi. In particular Anthony Creusot and Thierry Schweitzer.

One technique was used, the SRM, or "simulation recruitment method". "We don't look at people's experiences, we don't exploit people's professional past. This is a non-discriminatory approach," says Emmanuel Romary. These are interviews without a CV. The company is not looking for references but for skills, compatibility with the job, a suitability.

Recruitment is therefore carried out on the basis of a series of tests designed to assess the applicant's ability to adapt to their future tasks: checking their work, respecting the rules, so many transposable instructions.

To this end, the services of Pôle Emploi first carried out a benchmarking exercise last April. "We had to create exercises," says Anthony Creusot. "Our objective is not to move towards quantity but quality. We also want to get back to the human factor," emphasises Emmanuel Romary. Internally, the company manager has managed to convince his team of the validity of this method. In particular, by involving his staff, sixteen company employees and line operators, who were involved in the test phase of the exercises. Team leaders were also involved in the recruitment process.

Last July, 267 Vosges jobseekers were invited to a meeting in Saint-Dié. 152 came to the "collective news", where Emmanuel Romary presented his company and tried to demystify a few preconceived ideas: fish smells, which are almost non-existent, in particular. "It's important for us to get out of an old-fashioned process," insisted the director, who every year tries to improve the welcome of new employees, even if they only come for one day.

A debriefing of the experience will take place next January. But it is already planned that this year's seasonal workers will speak at the next "collective info" to discuss with the applicants the realities of the tasks requested.

"The involvement of Pôle Emploi has been exemplary, just perfect", rejoices Emmanuel Romary who praises the "skills, the quality of listening, the availability, the willingness to make things happen. »

In any case, this is a long way from the jobseeker who made the trip to the Alsatian company, in Charentaises and by taxi from the Rabodeau valley. Just to get the company stamp guaranteeing the job search!