Proven Scientific Assessment Tools

Behavioral Assessment

Behavioral assessments identify employees who are well matched to their jobs

How employees behave on the job—how they work with others, manage teams, strive to meet goals, overcome setbacks, or analyze problems—is directly connected to the achievement of job-related objectives. Behavioral assessments identify people with the potential to succeed in a role and can sift out candidates who are not suitable based on the required behaviors.

SHL offers the following behavioral assessments. Each offers an engaging experience for the candidate that reinforces your brand and image.

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Universal Competency Framework (UCF)

Provides a rational, consistent, and practical basis for understanding people’s behaviors at work and their likelihood of succeeding in certain roles and environments

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Situational Judgment Tests (SJT)

Measures behavioral fit to a given role by assessing the candidate’s judgment of the most appropriate action in workplace situations

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Realistic Job and Culture Previews (RJP)

Provides candidates with an inside view of what it would be like to work in a particular role and for a particular company

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Multiple Assessment Portfolios (MAP)

The Multiple Assessment Portfolio contains a range of well-proven assessment exercises to help assess people’s performance for both selection and development purposes.

Personality Assessment

SHL personality assessments identify talent that drives performance

Job performance is often dependent on personal qualities such as a candidate’s drive and ambition, on how they fit into your team or organization, or on how inspiring they are as leaders. Personality assessments measure characteristics that predict performance and future potential in a specific job.

Now available in more than 30 languages, SHL Personality assessments show how a candidate will fit into the work environment, work with other people and cope with role-specific job requirements.

SHL has the largest database of assessment records in the world – more than 24 terabytes of historical data from more than 86 million candidates and 400 validated job profiles. Our personality assessments provide an unparalleled resource for truly understanding talent at an individual or organizational level.

Personality assessments are relevant across the whole employee life cycle:Personality assessments are relevant across the whole employee life cycle:

In recruitment, as part of a job solution, to sift thousands of candidates
In selection, to identify candidates most likely to succeed in a role
In team building, to improve team performance
In development, to identify strengths and development needs
In succession, to identify and develop future leaders
During transitions, as an input into redeployment and restructuring

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SHL Occupational Personality Questionnaire (OPQ)

Helps organizations understand how aspects of an individual’s behavioral style will affect his or her performance at work

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SHL Motivation Questionnaire (MQ)

Measures 18 dimensions of motivation and provides a comprehensive profile of the motivational factors that affect an individual’s work performance

Cognitive Ability Assessment

Cognitive ability assessments identify the candidates with the right abilities and potential to succeed in the role

The ability to solve complex problems, make decisions, and use sound reasoning are among the most critical competencies needed by today’s workers. Cognitive ability assessments are robust tools that reveal an individual’s reasoning, logic, and ability to work with information and can accurately predict potential for success.

SHL’s cognitive ability assessments comprise multiple-choice items that measure various mental abilities, such as verbal and numerical ability, reasoning ability, and reading comprehension. Some cognitive ability assessments measure distinct abilities (e.g., verbal, numerical), while others measure a combination of different abilities to provide a measure of general mental ability.

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