Why Evaluation?
In today’s competitive landscape, hiring goes beyond resumes. True potential lies in attributes like emotional intelligence, critical thinking, and cultural fit. Structured evaluations bring objectivity and foresight— helping you hire not just who can do the job, but who will thrive in it
How it Help’s?
Candidate evaluation helps organizations move beyond surfacelevel hiring to make smarter, data-driven decisions. By assessing attributes like communication, leadership, emotional intelligence, and cultural fit, it ensures better alignment with team and organizational values.
The Result: Stronger cultural integration, lower attrition, faster onboarding, and a more efficient hiring process that identifies high potential talent quickly and accurately.
EQ-I 2.0 (EMOTIONAL QUOTIENT INVENTORY)
What it is
A self-report tool that measures 5 composite areas of emotional intelligence (EI) – self-perception, self-expression, interpersonal skills, decision-making, and stress management.
What It Does
Offers deep insight into how a person perceives, uses, understands, and manages emotions
Focus Area
- Emotional Intelligence
- Leadership
- Interpersonal Skills
Best Used When
- Hiring for leadership, HR, client-facing or emotionally demanding roles
- Coaching high potential employees
EQ- 360
What it is
A multi-rater version of EQ-i 2.0; gathers feedback from self, peers, manager, and direct reports.
What It Does
Highlights blind spots between selfperception and others’ perceptions.
Focus Area
- Emotional Intelligence
- Leadership Development
- Team Interaction
Best Used When
- Leadership Coaching
- Succession Planning
- High Stakes Hiring Where Alignment of Perception Matters
DISC PERSONALITY ASSESSMENT
What it is
What It Does
Helps understand communication styles, team behavior, and motivators.
Focus Area
- Communication Style
- Team Collaboration
- Influence
Best Used When
- Hiring for sales, operations, customer service roles
- Building new teams or improving team
dynamics
MBTI (MYERS-BRIGGS TYPE INDICATOR)
What it is
Personality assessment based on 16 psychological types (e.g., INTJ, ESFP).
What It Does
Highlights cognitive preferences in decision-making, communication, and work styles.
Focus Area
- Communication
- Decision Making
- Cognitive Preferences
Best Used When
- Building Team Collaboration
- Coaching
- Onboarding
THOMAS PPA (PERSONAL PROFILE ANALYSIS)
What it is
Behavioral assessment rooted in DISC, shows natural/adapted styles.
What It Does
Assesses how individuals behave under pressure, at rest, and how they perceive they should behave.
Focus Area
- Role fitment
- Workplace Behaviour
Best Used When
- Hiring for performance roles like- Sales, Service & Operations
16PF (SIXTEEN PERSONALITY FACTOR QUESTIONNAIRE)
What it is
Measures 16 primary personality traits and 5 global factors.
What It Does
Offers rich insights into behavior, leadership potential, and emotional adjustment.
Focus Area
- Personality Profiling
Best Used When
- Talent Audits
- Mid to Sr. Level Hiring
- Succession Planning
FIRO-B
What it is
Measures interpersonal needs around Inclusion, Control, Affection.
What It Does
Highlights cognitive preferences in decision-making, communication, and work styles.
Focus Area
- Interpersonal Effectiveness
- Leadership Style
- Team Relationships
Best Used When
- Leadership Hiring
FOURSIGHT THINKING PROFILE
What it is
Measures individual preferences in the innovation process — Clarifier, Ideator, Developer, Implementer.
What It Does
Helpsteams understand who drives creativity, structure, and execution
Focus Area
- Innovation
- Creative Thinking
- Collaboration
Best Used When
- Innovation teams, marketing, product strategy
- Team-building in design/tech/creative functions
VERSANT ENGLISH COMMUNICATION TEST
What it is
AI-based test that measures spoken English proficiency across pronunciation, fluency, vocabulary, and comprehension.
What It Does
Provides a numeric score + audio analysisto evaluate real-time communication
Focus Area
- Spoken Communication Skills
Best Used When
- Roles needing English fluency (Sales, CX,
Support) - High-volume hiring with communication standards
HOGAN LEADERSHIP SUITE (HPI, HDS, MVPI)
What it is
A trio of personality tools measuring: HPI day-to-day strengths, HDS- derailers under stress, MVPI- values and motivators.
What It Does
Provides a holistic picture of personality, performance risks, and cultural fit.
Focus Area
- Personality
- Cultural Fit
- Leadership Risk
- Values Alignment
Best Used When
- Sr. Leadership / CXO Hiring
- Internal Leadership Benchmarking
- M&A Integration Assessments
WATSON-GLASER CRITICAL THINKING APPRAISAL
What it is
A test of deductive reasoning, evaluating how candidates make judgments and draw conclusions from evidence.
What It Does
Assesses five key thinking areas:
- Inference
- Recognition of assumptions
- Deduction
- Interpretation
- Argument evaluation
Focus Area
- AnalyticalThinking
- Judgement
- Problem Solving
Best Used When
- Mid to senior roles requiring high stakes decision-making
- Policy or Strategic Roles
