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.

If you are highly qualified, have a good CV, good references and an excellent presentation, but you never manage to land the jobs you want, it may be because you don't know how to make yourself likable. A candidate's lack of friendliness can make the recruiter doubt his or her ability to fit in with the team. Emotional intelligence is the skill category associated with this ability to appear sympathetic. Miriam Salpeter of US News and World Report presents 5 of these skills:

1/ A work ethic. The candidate must show that the company's mission and vision are important to him or her and that he or she is willing to go the extra mile to help the company succeed. One way to show this readiness is to give concrete examples of special efforts made in the past to make a project succeed.

2/ A positive attitude. The candidate must show how he or she was able to motivate colleagues with a positive attitude in previous experiences. The candidate must show himself smiling from the first handshake with the recruiter and if he is not naturally very jovial, he must make a special effort to monitor his attitude and the intonation of his voice.

3/ Communication skills. The recruitment interview is obviously the ideal time for the candidate to demonstrate his or her communication skills. They should therefore prepare this interview carefully.

4/ Time management. It is an essential skill sought after by most employers. The candidate must be prepared to show how he or she manages priorities, delegates tasks, and ensures that deadlines are met.

5/ Self-confidence. The candidate can demonstrate self-confidence with the way they present themselves, including the way they dress, the way they shake hands with the recruiter and the way they talk about past experiences. If they are not completely comfortable, they should act as if they are, maintaining eye contact when speaking to others, listening to their own voice to give it a confident tone, and watching their body language (e.g., by standing upright in their chair).

If you are an employer interested in this type of test you can apply for a essai gratuit of the Emotional Intelligence Test.