Personality Profiling 

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At Cogito we believe that to be as effective as possible when hiring and succession planning, it’s valuable to know all you can about a candidate. How do they benchmark against the market? How are they likely to perform if successful? What culture they will prosper in? And what culture they will bring with them?

Using the latest psychometric technologies our consultants help get behind the CV when hiring externally or assessing the potential of your internal talent. Our goal is to help you make an informed choice by providing deeper and more objective information on candidates: how they think, what motivates them and how they influence and lead. We can offer a range of both Personality and Ability measures for Junior, Mid and Senior hires.

Personality Profiles

Personality profiling measures offer an objective tool in the hiring process that can reduce bias, decrease attrition, and uncover hidden strengths & weaknesses that may have been left untouched by traditional recruitment methods. Ability tests can drill down to the core skills for a role, they are harder to fake than an interview or CV and can ensure that the candidate is as fit for the role as they appear to be, again reducing attrition and long-term hiring costs.

At Cogito we use the NEO personality inventory, the gold-standard questionnaire measure of the Five Factor Model (FFM), it provides a detailed personality description that can be a valuable resource for predicting behaviour and professional outcomes. In essence the NEO is a personality inventory that maps a person’s ‘Big Five’ personality traits (Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism). In addition, the NEO PI-R also reports on six subcategories of each Big Five personality trait (called facets). Using a statistical report of the candidates responses, our Psychometric Specialists construct a narrative report tailored to the context of your role and organisation.

Unlike many other personality profiling measures that relied on assumptions of psychologists (e.g the MBTI is based on Jung’s theories) the NEO was derived a-theoretically using a statistical method called factor analysis, and as such isn’t tied to a particular view of the world. The research underpinning the reliability and validity of the NEO’s measurement and its predictive power is vast and wide ranging.

Ability Testing

Ability testing can be a powerful tool when screening large numbers of candidates or ensuring that applicants have the capacity to perform in a role. There is compelling research that shows that Ability Testing can surpass traditional selection methods in predicting a candidate’s performance if subsequently hired.

Cogito can offer a wide range of ability tests from a number of suppliers (Pearson, SHL, Hogrefe, Saville, etc). If you have any special requirements please get in contact with our team who would be happy to discuss the solutions that we can provide.

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