Our tests are adapted for Bulgaria, with preserved copyrights and meet the world's validation standards.
The tests for evaluation of the human capital assess various qualities, abilities, skills and competencies. The test results are reliable and valid information source that help you take effective managerial decisions in employee selection and development, but also in career and organizational development and business restructuring.
Personality tests are orientated toward the measurement of competencies and qualities related to work. They could be used in recruitment and selection but also in employee development.
NEO PI R is the most common used test around the world, based on the so called five factor personality model (Big Five). It evaluates the personality through 35 scales and the results are very detailed.
Based on the same five factor personality model is the BFQ 2 questionnaire. The main focus are traits important for the work process for various positions in different contexts. That makes it suitable for selection of employees for executive positions.
BFA is very short and easy for application and interpretation questionnaire, which evaluates the personality through adjectives. It is also based on the five factor personality model and its accessibility makes it suitable for self evaluation.
BIP is a test created in Germany and called “The test of the Millennium”. It is constructed after a research made among great number of human resource managers in order to create an instrument which evaluates all important qualities for successful performance of people who occupy managerial positions and those with completed higher education.
IST 2000 R is the most popular European test for evaluation of cognitive abilities.
ASK is a test for evaluation of logical and creative thinking.
The test d2 assesses the attention and has various possible applications- from manufacturing workers, machine operators to accountants and employees occupied with precise work that requires attention.
LJI is a test for assessment of the style of leader’s decisions. The tests could be applied for initial evaluation of manages but also for evaluation for development.
Motivation and values are the key to various activities related to successful management- from adaptation to the work environment to motivation system and stimulation within the company.
WIS/SVP is a scale for evaluating work-related values. They are classified in orientations and types that give general picture about the leading personal values.
TOM evaluates key factors which motivate the work behaviour.
Many activities in the sales and custom service sector are related to particular personality qualities and behavior. People with these qualities are likely to become successful merchants and the identification of their talents will help you make difference.
Our test PASAT 2000 evaluates potential talents in sales. Based on empirical studies of sales behavior, it will give you an overview of the sales abilities and the potential for development of the employees on commercial positions.
Work with people is related with the emotional intelligence. Often the difference in successful people management, good customer service, effective sales, team work and the good organizational climate is due to the fact that people with high emotional inelegance are the ground of these processes.
In ORG EIQ you will find an opportunity to evaluate all these qualities but also the balance between personal life and work, leadership abilities etc.
Absenteeism, theft, property destructions, aggressive and contra-productive behavior are serious problems that appear daily and cause significant financial losses to organizations. These violations are often not addressed or overlook. However, anonymous researches of theft at the working places show that in many countries such violations happen often and the employers have suffer from great losses because of them.
HCS Integrity Check is an objective tool for loyalty evaluation which reduces the risk during selection and respectively the financial and property losses. The main purpose of the test is to identify among the job applicants or current employees those who are likely to break the rules and discipline.
OS 360 is a structured questionnaire that gathers ratings from numerous sources, including supervisors, peers, subordinates, and clients, and compares those evaluations to the target manager’s self-ratings. The evaluated competencies are closely related to individual and organizational performance and success.