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Profile authentication by character traits

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  1. Choose the character traits required or whose veracity you wish to test.
  2. Further down this page, indicate the number of candidates and click the "Calculate the quote" button.
  3. Enter the generalities of the candidates. You will then be directed to your customer area to check your order.

Find out more about thisAuthentication by character traits (translated from french by Google).

Click on categories to display the criteria


The work schedule is sometimes little or not compatible with the biorhythm of the person. For so-called “office” hours, the answer to the question is of little use. The situation is different for night work and work in rotating shifts around the clock. In case of free schedule or remote work, can you trust him? As for seasonal work, is the candidate interested in investing in it during the required season?
1. Compatibility with usual work schedule - (9 criteria)+
Usual schedule:
Seasonal work?
Is the candidate's temperament compatible with the psycho-social environment of the position to be filled? The social environment is expressed in terms and conditions determined in particular by the corporate culture which influences the staff already in place. In some sectors, the female environment is dominant. In others it is the opposite. The presence of a man in a predominantly female work environment invites an attitude, including verbal, different from those that can be allowed between men alone. The reverse is also true. In a predominantly female environment, it is normal to find mostly team leaders of this sex. Some men are reluctant to accept being commanded by women and enter into fruitless quarrels on such grounds. Another aspect fixed by this group of criteria concerns clothing. Net of any value judgment on personal freedoms, in a bank for example, welcoming an investor in jeans and sneakers may not be ideal. Will the candidate agree to harmonize his appearance with the typical social environment of your company's activity?
2. Compatibility with the dominant social environment - (8 criteria)+
Alone, isolated
With peers
With subordinates
With superiors
With customers
Especially with women
Especially with men
In the crowd (urban, commercial space, etc.)
The physiological environment impacts our behavior both at work and elsewhere. In work, noise, vibrations, odors, type of lighting and temperature have a variable influence depending on the sensitivity of people and they can upset them. If your position to be filled exposes your future employee to a significant physiological constraint, it is better for you to know about it. The risk ? Irregularity of presence at work, indisposition and medical certificates … after the trial period, of course.
3. Compatibility with the physiological environment of the activity - (9 criteria)+
Noise
Visibility (lighting)
Temperature
This group of criteria brings you a new form of hiring decision support: the employment selection by opposing criteria. Choose the pairs of opposing criteria that you consider relevant for the position to be filled. On the left the criterion to be tested, on the right its opposite. The double scale makes it possible to know the dominant inclination of your candidate. A pair of opposites is used to verify the magnitude of the dominance of the chosen criterion over its opposite. We have chosen to place the presumed preferential criterion for the employer on the left. If the result of the test leans to the right, that is to say the opposite, it means that your preference is antagonistic to the natural nature of the candidate.
4. His/ her social behavior - (20 criteria) +
Altruistic from +10 to -10 Selfish
Conciliatory from +10 to -10 Inflexible
Constant from +10 to -10 Unstable
Courteous from +10 to -10 Impolite
Hurried from +10 to -10 Flabbiness
Easy going from +10 to -10 Hard going
Bashful from +10 to -10 Brazen
Refined from +10 to -10 Rude
Sociable from +10 to -10 Individualist
Supportive from +10 to -10 Indifferent
Apart from the annoyances and euphorias that everyone can temporarily be affected by, there is a habitual mood that characterizes everyone. According to the trades, the people who practice them tend towards a common behavior and mood. A financier is probably reluctant to tell jokes all day long, while contagious good humor is welcome in a sales team. This group of opposing criteria lets you know what usual mood persists in the candidate. If your job has a certain dominant mood, you avoid hiring an employee who tends to be out of tolerance. For example, a cheerful funeral director who tends to greet clients with a smile from ear to ear.
5. His/ her usual mood - (16 criteria)+
Pleasant from +10 to -10 Umpleasant
Constant from +10 to -10 Changing
Beaming from +10 to -10 Anxious
Jovial from +10 to -10 Melancholy
Mature from +10 to -10 Infantile
Reasonable from +10 to -10 Capricious
Realistic from +10 to -10 Dreamy
Smiling from +10 to -10 Sulky
With this group of criteria you are targeting the psychomotricity to be favored for the position to be filled. When the person's natural psychomotricity does not meet the pace required by the position, it is a discomfort for the candidate and a potential source of trouble for the employer, clients or other team members. If it goes too fast it is for some a cause of stress and repeated errors. If it goes too slowly it is soporific for others. The number of unnecessary gestures appears to be correlated with the inadequacy of the psychomotor profile of the candidate with the work process. Observe, for example, how in such supermarket brands, the staff at the checkout point a whole cart of goods in 2 times 3 movements. In others, the cashiers seem to have been chosen for their slowness and inability to coordinate from one hand to the other.
6. His/ her psychomotor natural sound - (12 criteria)+
Skillful from +10 to -10 Clumsy
Attentive from +10 to -10 Numb
Enduring from +10 to -10 Cozy
Precise from +10 to -10 Approximate
Fast from +10 to -10 Asleep
Coordinated from +10 to -10 Decomposed
The cognitive requirement can be assessed from various angles. For example, in a rapidly changing environment, your candidate must be and remain available for learning. In another case, the candidate sought must accomplish a temporary mission to solve a specific problem. What matters here is its current capacity. For a young candidate to be recruited on a permanent contract, to the question of knowing what his current capacity is must necessarily be added that of knowing if he has the potential to evolve. Less critical, on the other hand, for an experienced specialist who does not intend to stay with you for the next 20 years.
7. His/ her cognitive abilities - (12 criteria)+
Learning ability
Decision-making capacity
Emotional intelligence
Administrative intelligence
Commercial intelligence
Social intelligence
Technical intelligence
Verbal Intelligence
Memory of facts
Professional perception
Professional reasoning
Problems solving
The saying “drive out the natural, it will come back at a gallop” is good advice. The 14 pairs of opposing criteria in this group allow you to check whether the naturalness desired in the position is indeed present in the candidate and to what extent it is.
8. His/ her dominant natural sound - (28 criteria)+
Calm from +10 to -10 Nervous
Curious from +10 to -10 Bored
Enthusiastic from +10 to -10 Jaded
Frank from +10 to -10 Hypocrite
Thorough from +10 to -10 Negligent
Laborious from +10 to -10 Lazy
Courageous from +10 to -10 Runaway
Materialist from +10 to -10 Idealist
Leader from +10 to -10 Follower
Optimistic from +10 to -10 Pessimistic
Thoughtful from +10 to -10 Adventurous
Innovator from +10 to -10 Conservative
Disciplined from +10 to -10 Unruly
Serious from +10 to -10 Light
This group of criteria offers you several interpretation keys. Depending on the sector of activity of your company, the answers to these questions take on a different and possibly critical importance! The formulation of the 7 criteria of this group is inspired by formal questions of an active security service in the United States. Judge to what extent they are likely to be applied for safety and risk prevention in your company.
9. His/ her acceptance of civil liberties - (7 criteria)+
Free choice of religious belief
Display of religious symbols
Freedom and autonomy of women
Mixed activities between men and women
The music
Religious festivals
Cultural pluralism
Depending on the activity of your company and the type of clientele it has, the candidate's relationship with money can negatively impact their behavior at work. For example, a bank employee embued by ideology pro or against the holders of capital can motivate his aversion vis-à-vis one or the other. As a corollary, thousands of collaborators employed by employers who provide them with work, at the same or higher price, have the pleasure of buying from the competitors of the company that provides their subsistence. The practicing ideology of personal value given to money is generally detrimental to the good internal and external relations of the company concerned.
10. His/ her relationship with money - (10 criteria))+
Benevolent from +10 to -10 Envious
Saver from +10 to -10 Spendthrift
Generous from +10 to -10 Niggard
Honest from +10 to -10 Scammer
Correct from +10 to -10 Deceitful
Who are you really dealing with? How much can you trust this candidate? The criteria of this personality test meet it. When it is not based on hypocrisy, the employer-employee relationship is perpetually in provisional clearance. It is just as much as the dedication to your company… However, beyond any professional agreement/disagreement, values such as uprightness and sincerity guarantee you the good starting bases for a quality relationship.
11. Natural attitude in his/ her relationship with the employer - (11 criteria)+
Calculator
Right
Deceitful
Superficial
Machiavellian
Opportunistic
Scrupulous
Serious
Sincere
Tactician
Misleading
There are definitely traits you don't want in your business! Depending on the case, this will be for personal reasons or compatibility with the requirements of the position. The criteria of this group allow you to set the character traits to favor or banish in your company.
12. His/ her faults and deficiencies that you do not want - (20 criteria)+
Alcoholic
Arrogant
Angry
Cruel
Disloyal
Drugged
Carried away
Envious
Exhibitionist
Immoral
Jealous
Gamer (games)
Liar
Slanderous
Pervert
Pretentious
Defiler
Sadist
Superficiel
Traitor
In private enterprise, political activism is rarely welcome... This is not the place to debate ideological questions with colleagues, at the risk of frustrating the relationship and the professional collaboration that is essential between them. However, it is rather different in the public sectors, institutions and social organizations. The choice of personnel to be recruited by these politically non-neutral organizations can validly benefit from the decision support provided by the result of the criteria of this group.
13. His/ her activism and political sympathies - (9 criteria)+
Anarchist
Communist
Right-wing extremist
Left-wing extremist
Liberal
Marxist
Nationalist
Socialist
Ultra
This group of criteria allows you to check the agreement between the rhythm of the position to be filled and the natural inclination of the candidate. In a production workshop, the pace and continuity of work generally combine close collaboration between men and machines. In offices, they depend on other variables but they all have in common that they require the employee to produce a quantity compatible with expectations. Some people are comfortable with repetitive work, others may become depressed and indulge in absenteeism. Fix by your choice of the criteria of this group those which will allow you to check if the temperament of the candidate is compatible with the requirements of the post.
14. His/ her natural work rhythm - (9 criteria)+
Acyclic (unsuitable for routine work)
Short and intermittent
Cyclic (routine)
Equal from +10 to -10 Unequal
Upper from +10 to -10 Lower
Indefatigable from +10 to -10 Fatigued
How does your candidate know how to face and overcome difficulties? The nature of the position (alone or in a team), the type of activity and interventionism in the company workshop or on the move require a different attitude. The criteria in this group help you identify your candidate.
15. His/ her attitude to difficulties - (10 criteria)+
Confident from +10 to -10 Not sure
Combative from +10 to -10 Runs away
Responsible from +10 to -10 Confused
Tenacious from +10 to -10 Demoralized
Reactive from +10 to -10 Let it run
Social liberalities at work have evolved significantly. Sometimes the employer has to wait until his employee has finished a chat before speaking to him. For some young employees, the culture of the company and the point of view of the hierarchy are matters of controversy. Social networks, video games and other influencers have a strong hold on them. Repressed or not expressed, tendencies towards protest, even anarchy, often have hidden repercussions within the organization. They can be expressed by non-quality of service and products of the company.
16. His/ her major sources of influence - (12 criteria)+
Impervious
The friends
Customers
The traders
His/ her usual frequentations
The medias
The politicians
Professional relations
Religion
Video games
Critical from +10 to -10 Credulous


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