Our Assessment Toolkit
Scientifically grounded. Practically applied.
Explore our Assessment Types
Our tools are built on decades of research and refined through real-world application, giving you insight you can trust. Unlike one-size-fits-all tools, we use a blend of assessment types to give you a well-rounded, nuanced view of each candidate. From cognitive agility to leadership style, we uncover what really matters.
Personality Questionnaires
Understanding how people behave
Personality tests help predict how someone is likely to behave and perform at work. These online questionnaires reveal patterns in how people think, feel, and interact offering a more objective view than interviews alone.
There are no right or wrong personalities. Some people thrive in fast-paced environments, while others prefer structure and calm. Personality tests highlight these preferences, helping organisations match people to roles where they’ll succeed.
At PeopleFactors, we go beyond surface traits, combining personality insights with other assessments to build a complete picture of each individual.
A science-backed approach
The roots of personality testing go back to the early 20th century, when psychologists moved beyond discredited methods like phrenology. In 1930, Louis Leon Thurstone introduced one of the first scientific personality assessments using factor analysis.
In the 1940s, Raymond Cattell advanced the field with early computer analysis, leading to the 16 Personality Factors and the foundation of the widely used Big Five model.
At PeopleFactors, our assessments build on this legacy, designed to predict job fit and support leadership, team development, and long-term growth. Combined with cognitive testing, they offer a well-rounded view of each individual.
PI-15 - The Personality Indicator
60 questions – untimed (approx. 20 minutes)
Online – available in 20 languages
PeopleFactors’ own 15-factor personality analysis gives an insight into the individual’s personality traits and likely behaviour in the job role. The results indicate the likely behavioural patterns shown when working on their own or when interacting with others. It also indicates those situations that the person copes with easily and those where they are less comfortable.
Cognitive Ability Tests
Measuring how people think
Cognitive ability tests, also known as aptitude or ability tests, are among the most powerful predictors of future job performance. They assess how individuals reason, solve problems, and process complex information, including verbal, numerical, and abstract thinking.
These standardised tests compare an individual’s performance to thousands of others, offering a clear, objective view of their learning agility and potential.
People who score well tend to learn faster, adapt more easily, and handle complexity with confidence.
A proven foundation in psychology
The roots of cognitive testing go back to 1905, when Alfred Binet and Théodore Simon developed the first intelligence test for use in French schools. The U.S. Army later advanced the field during both World Wars, with psychologist J.P. Guilford’s research forming the basis of modern military and workplace testing.
At PeopleFactors, our GRIT and S-GRIT assessments are built on Guilford’s Structure of Intellect model, combining decades of psychological research with real-world application.
While cognitive ability is the single best predictor of job performance, we go further by combining it with other assessments to create a well-rounded, accurate picture of each individual.
S-GRIT - The Standard General Reasoning International Test
30 questions – 15 minutes
Online – available in 24 languages
The S-GRIT test is designed to assess the ability to understand and manipulate words and numbers as well as the ability to use and visualise shapes and diagrams. These general reasoning abilities are indicative of the ease with which a person will learn new skills and concepts. It is a measure of basic ability and potential to learn, not a measure of current knowledge. Performance in this test is unlikely to improve significantly through training or practice.
GRIT - The General Reasoning International Test
45 questions – 30 minutes
Online – available in 23 languages
The GRIT test is designed to assess the ability to understand and manipulate words and numbers as well as the ability to use and visualise shapes and diagrams. These general reasoning abilities are indicative of the ease with which a person will learn new skills and concepts. It is a measure of basic ability and potential to learn, not a measure of current knowledge. Performance in this test is unlikely to improve significantly through training or practice.
Skills & Knowledge Tests
Measuring what people know
Skills and knowledge tests assess a person’s ability to perform specific tasks or apply domain-specific expertise. From technical proficiency to industry knowledge, these tests help ensure candidates have the practical capabilities needed to succeed in their roles.
A brief history
Originally developed for vocational training and education, these tests have become essential in modern hiring and development. At PeopleFactors, we tailor them to reflect the real-world demands of your roles ensuring relevance, accuracy, and fairness.
AST - The Analytic Skills Test
32 questions – 15 minutes
Online – available in 20 languages
AST is a critical thinking assessment which evaluates an individual’s verbal analysis and communication skills. The ability to both understand and project clear messages is very important in many work roles. Measuring the ability to pick up the important information in a spoken or written argument and derive a valid conclusion will result in better communication and understanding. A high level of analytic reasoning skills is important for the recognition, definition and communication of problems. Careful, analytical verbal reasoning is an important part of most management roles and becomes essential in more senior roles. This is a measure of current knowledge and skill. Performance can be improved by training.
PAT - The Problem Analysis Test
15 questions – 15 minutes
Online – available in 11 languages
PAT is a critical thinking assessment which evaluates an individual’s quantitative analysis skills. The ability to understand and manipulate data such as graphs and tables is very important in many work roles. Measuring the ability to pick up and effectively analyse such important information is important for the recognition, definition and communication of many problems. Careful, analytical numerical reasoning is an important part of most management roles and becomes essential in more senior roles. This is a measure of current knowledge and skill. Performance can be improved by training.
PPE - The Project Planning Exercise
1 question – 15 minutes
Online – available in 7 languages
Project Planning is a vital skill for many managers and executives. The PPE presents participants with the challenge of taking over a complex project, and having to order and prioritise various tasks. This is a measure of current knowledge and skill. Performance can be improved by training.
Attitude & Style Questionnaires
Understanding how people show up
These assessments explore personality traits, behavioural tendencies, and leadership styles, helping you understand how someone is likely to think, act, and interact in a professional setting. They offer valuable insight into team fit, communication preferences, and leadership potential.
A brief history
Rooted in decades of behavioural science, these tools have evolved from early personality inventories into sophisticated instruments for workplace insight. At PeopleFactors, we use them to build a fuller picture of each individual — beyond skills and experience — to support better hiring, development, and team dynamics.
RI - Stakeholder Management Style
34 questions – untimed (approx. 10 minutes)
Online – available in 12 languages
The RI questionnaire identifies the style in which an individual is likely to respond to customers and other senior stakeholders.
SAS - Downward Management Style
30 questions – untimed (approx. 10 minutes)
Online – available in 14 languages
The SAS questionnaire identifies the style in which an individual is likely to respond to his team.
SAQ - Sales Attitude Questionnaire
54 questions – untimed (approx. 15 minutes)
Online – available in 10 languages
SAQ identifies an individual‘s current style in relating to customers in a face to face sales situation and assesses their attitudes towards building and managing relationships with potential customers focusing on the face to face sales situation.
Interviews
Bringing consistency and clarity to hiring conversations
Interviews are one of the most widely used methods for assessing candidates but also one of the most misunderstood. While they offer valuable insight into communication and interpersonal style, traditional interviews often fail to predict real-world performance.
That’s why we use structured interviews: a standardised, research-backed approach that ensures every candidate is assessed fairly and consistently. They complement our assessments by adding depth and context without relying on gut feel.
A brief history
The modern job interview began in the 1920s, when Thomas Edison created a 150-question test to identify inquisitive minds not just social connections. But despite their popularity, interviews alone are unreliable. Research by Schmidt and Hunter (1998) found that unstructured interviews predict job success only 14% of the time – less than a one-in-seven chance.
Why? Because interviews often measure situational behaviour, not deeper traits.
At PeopleFactors, we use structured interviews alongside our assessments to get a fuller, more accurate picture of each candidate and make better hiring decisions.
Hotel Bluebell - Finance Case Study
45 minutes – Online
The Bluebell Hotel is coming to its financial year end. Unfortunately the Finance Director is indisposed. You have been asked to help the CEO plan a budget for the next year.
ABC Inc - Strategic Case Study
45 minutes – Online
ABC Inc produces own label toiletry products (shampoos, shower gels, after shave etc.) for well-known high street retailers. The business has a number of challenges and its owners, a global chemicals company, have hired you as a business consultant to make recommendations for the future of the business.
Quenchers - Business Development Case Study
30 minutes – Online
Quenchers is a national chain of retail liquor stores. The company sells a full range of alcoholic beverages, however its strategy is to focus on wine sales and aims to gradually run down those shops which do not have the potential to grow wine sales. As regional Director of Business Development you have been requested to review the performance of these 5 shops and make decisions about their future.
Hair Care - Marketing Case Study
60 minutes – Online
HairCare was launched in 1928 and became the giant of the men’s hairdressing market in the 1930’s. From then until the early 1960’s, HairCare retained its dominance. However since the 1970’s sales have declined year on year. Things are coming to a head. You have been retained as a business consultant to advise on the future of the business.