Explore working preferences
Consider how candidates describe their approach to work, relationships and pressure, then explore how those preferences play out in relevant situations.
Recruitment assessments
Psychometric Assessments for Recruitment
Explore candidates’ workplace personality, motivation and self-reported competencies with structured online assessments. Use the findings to prepare focused interviews and build a fuller picture of suitability for the role.
A clearer selection conversation
Add Structure to Your Recruitment Process
A CV and interview reveal part of a candidate’s experience. A well-chosen questionnaire adds a consistent framework for exploring working preferences and competencies that matter to the job.
Focus interview questions
Use the report to identify areas to investigate. Ask for examples and assess each candidate’s evidence against the same role requirements.
Inform onboarding
For successful candidates, use appropriate feedback to discuss support and learning priorities as they start the role.
Choose by role and purpose
Which Assessment Fits Your Recruitment Needs?
Choose the instrument after defining the information you need. Review its sample report and technical manual to judge whether its coverage and evidence fit the role and candidate population.
Workplace Personality
WPS explores workplace personality, working relationships and responses to pressure. Use its profile to investigate preferences relevant to the role.
Explore WPS and Sample Report →Motivation
MQ explores motivational preferences. Discuss what engages the candidate and how those preferences relate to the work and environment.
Explore MQ and Sample Report →Leadership Potential
LPI covers 20 self-reported management and leadership competencies. Explore these alongside leadership experience, examples and role requirements.
Explore LPI and Sample Report →Management and Leadership
MLQ30 provides a management and leadership competency profile. Use it to structure discussion of responsibilities and development needs.
Explore MLQ30 and Sample Report →Sales Competencies
SCQ covers sales competencies and selling styles. Follow up with examples of prospecting, negotiating, customer focus and handling setbacks.
Explore SCQ and Sample Report →Emotional Intelligence
EIQ16 explores self-reported emotional traits and competencies. Consider it where emotional awareness and working relationships are relevant to the job.
Explore EIQ16 and Sample Report →These are personality and behavioral questionnaires, not cognitive ability tests or direct demonstrations of job skills. There is no single ideal profile for every role. Review other specialist assessments through the Assessments menu when their coverage fits your requirements.
A practical selection workflow
Use Assessment Findings Alongside Other Evidence
1. Define the requirements
Identify the behaviors and competencies required for the role. Decide what each assessment will contribute and how you will evaluate the evidence before candidates complete it.
2. Prepare and invite candidates
Explain the purpose, how results will be used and who will receive them. Consider language and accessibility needs, and provide consistent instructions and appropriate support.
3. Explore the profile in an interview
Ask candidates for specific examples relating to the report. Use common interview criteria for everyone, with focused follow-up questions to clarify individual findings.
4. Integrate the findings
Combine questionnaire information with structured interviews, relevant work samples and other job-related evidence. Record the reasoning behind the decision rather than relying on a single score.
From profile to evidence
Examples of Assessment-Informed Interview Questions
Working under pressure
“Tell me about a time when priorities changed unexpectedly. What did you do, and what was the outcome?” Explore the example alongside relevant workplace personality findings.
Leading others
“Describe how you gained support for a difficult change. How did you handle disagreement?” Use a leadership profile to focus follow-up questions.
Sales effectiveness
“Give an example of adapting your sales approach to a customer. What changed, and how did you evaluate the result?” Relate the example to the SCQ profile.
These questions illustrate how to explore evidence. They are not scoring rules or automatic conclusions about a candidate.
Online administration and purchasing
Manage Recruitment Assessments Through an Organizational Account
Purchase assessments, invite candidates and manage reports through the MySkillsProfile platform. Select report-access options that fit your feedback process. Standard self-assessment prices start at £25 for quantities of 1–20, with published volume discounts.
Evidence and responsible selection
Choose Carefully and Interpret in Context
Review norms, reliability, validity and independent reviews where available. Self-report results describe how candidates see themselves; they should be explored alongside examples and other sources of evidence.
Avoid using questionnaire scores as the sole basis for hiring, or treating a personality trait as inherently good or bad. Consider job relevance, fairness, confidentiality and the participant’s opportunity to understand the feedback.
Review Psychometric Evidence and Responsible UseYour questions answered
Recruitment Assessment FAQs
Can we use assessments with candidates and existing employees?
Yes. Choose the assessment according to the purpose. Recruitment, internal selection and development may require different evidence and feedback arrangements.
Do these assessments automatically select the best candidate?
No. Reports provide information to support interpretation and discussion. Hiring decisions require job-related evidence from multiple sources and human judgment.
Can I see a sample report before purchasing?
Yes. The individual assessment pages link to sample reports and manuals so you can review the coverage and output.
Can we request a free trial?
Prospective organizational clients can contact MySkillsProfile to discuss a free trial and assessment choice.
Does MySkillsProfile provide aptitude tests?
The portfolio on this site focuses on personality, emotional intelligence, motivation and behavioral competencies. These questionnaires should not be presented as cognitive ability or aptitude tests.
Discuss Your Recruitment Assessment Needs
Tell us about the roles, candidate population and information you want to explore. We can help you identify an appropriate assessment.
Discuss Your RequirementsOpen an Account