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.

Select the tests you are interested in.

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

NEET (Not in Education, Employment or Training ) : The importance of soft skills for employability

Nov 3, 2021, 11:45 AM by laurent schwartz

While academic performance, rigour and qualifications play a key role in getting NEETs into employment, the importance of soft skills should not be overlooked; the best academic performance in the world does not guarantee NEETs access to employment, let alone the job of their dreams.

Of course, employers are looking to recruit young graduates with technical skills, but they also want them to have that 'something extra' that makes them suitable for the company: soft skills - those extra competences that cannot be assessed by exams.

Assessing the skills gap

We regularly have students on placement with us - young people who are involved in many local apprenticeship schemes and have even been employed as apprentices - so I have seen first-hand the employability or soft skills gaps that young people have.

Many don't realise that as trainees fresh out of school or university they are actually costing their employers money rather than generating money for the company. They have qualified and understandably (to some extent) think that this means they are more than qualified to fill the role. However, as any employer will tell you, soft skills are often more important than technical skills.

Valued skills

One of the reasons why NEETs are not employed could be attributed to the fact that over "69% of companies believe that secondary schools are not effective in preparing young people for work".

Currently the top five basic skills most valued and therefore sought by businesses are communication (88%), literacy (69%), numeracy (64%), computer skills (56%) and teamwork (53%)". Businesses believe that "...careers advice should include work experience (64%), meeting employers and employees (62%) and linking curriculum learning to careers (45%)".

Developing the necessary skills

There are ways in which training providers can ensure that their students come out of training with the necessary academic skills as well as the necessary soft skills.

Here are some ideas:

Practical courses that are grounded in the real world of business: Courses that show students how to make the best first impression are important. Knowing how to write an impactful CV, create a portfolio or present an idea, for example, are simple tasks, but they are part of the fundamentals of any business. Surprisingly, many students arrive completely unprepared on all these fronts.

Role-playing: Playing out scenarios that students are likely to face in the world of work is incredibly useful. Some examples of scenarios are: accepting criticism constructively, dealing with a difficult customer, suggesting improvements to the company's efficiency in the right way or acting as a representative after the company's customers in a professional manner.

A day in the life of the company:
Arrange for students to do a one-day placement in a local company, ideally one that is customer-facing, so that their general skills are tested in real life. For example, they could be asked to welcome visitors to the company, create a prioritised list of tasks or contribute to a team brainstorm. At the end of the day, the student should receive honest feedback on what they did well and what areas they need to improve. Feedback can include punctuality, behaviour, time management, teamwork, ability to work independently, adherence to dress code and company policies regarding, for example, mobile phone use.

In our view, work experience plays a key role in the development of soft skills. But there are predispositions in each of us that make it easier or harder to acquire these key skills. In this respect, soft skills tests are a good way of taking stock, identifying areas of risk where more vigilance and effort are needed, and detecting latent abilities that will be real assets in attracting a company.