Name: Linux Programming (General)
Test type: Knowledge & Skills
Duration: 25 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Autotools (Autoconf/Automake), Makefile authoring and build systems, C system programming on Linux (POSIX APIs), C++ development and linking on Linux, Debugging Linux programs (gdb, strace, core dumps), Linux system concepts (processes, signals, IPC, threads), Platform portability and conditional configuration, Version control concepts (Git/SVN), RPC and CORBA middleware, X Window System programming (Xlib/XCB)
Primary domain: technical
Use cases: Screen experienced Linux developers for ability to build, configure and port C/C++ applications using Autotools and Makefiles. | Evaluate candidates for system-level roles requiring POSIX APIs, debugging of daemons and interprocess communication. | Assess suitability for maintenance of legacy distributed GUI or middleware (X Window, RPC/CORBA) applications.
Description: The Linux Programming (General) test measures knowledge of programming in a Linux environment. Designed for experienced programmers, this test covers the following topics: AutoConf/AutoMake, Makefiles, C Programming, C++, Debugging Programs, Linux Programming Concepts, Platform Independence, Revision Control, RPC/CORBA, and X Programming.


Name: Load Runner (New)
Test type: Knowledge & Skills
Duration: 6 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: LoadRunner architecture (Controller, Load Generators, Agent), Installation and configuration of LoadRunner components, VUGen scripting (protocol selection, recording, correlation, parameterization), Controller scenario design and execution (ramp-up, pacing, scheduling, rendezvous), Monitoring and resource metrics (CPU, memory, network, server/application monitors), Result analysis and reporting (transactions, response time, throughput, graphs), Troubleshooting and error/log analysis
Primary domain: technical
Use cases: Assess candidates for a performance tester role requiring hands‑on LoadRunner scripting and scenario execution | Validate ability to configure LoadRunner, run load scenarios and monitor system resources during tests | Verify skills in analyzing LoadRunner results to identify performance bottlenecks and generate reports
Description: Multi-choice test that measures the knowledge on the concepts of Load Runner architecture & installation, virtual user generator (VUGEN), controller, monitoring scenario and result analysis.


Name: Management Scenarios
Test type: Biodata & Situational Judgement
Remote support: Yes
Adaptive support: No
Job levels: Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Managerial judgement, Managing objectives and prioritisation, People management, Reputation and stakeholder risk management, Delegation and empowerment style, Strategic / big‑picture thinking, One‑to‑one coaching and feedback, Team leadership and coordination, Employee recognition and motivation, Policy and protocol adherence
Primary domain: managerial
Use cases: Screening candidates for first‑line or mid‑level manager roles where situational decision‑making and people management are critical | Identifying development needs and coaching priorities for existing managers (e.g., delegation, feedback, or reputation handling) | Supporting selection or promotion decisions where adherence to company protocol and handling stakeholder/reputation risk matter
Description: Managerial Scenarios is a unique test of Managerial Judgement - an individual’s ability to decide on effective ways of handling real life situations. It consists of hypothetical scenarios, each followed by several possible responses. Candidates rate the effectiveness of each response, using a 6-point scale, from highly undesirable to highly desirable. It can be used for recruitment, selection, training and development, performance management and coaching in a variety of functions and industries.

Reports available:

Management Scenarios Narrative Report:  A participant focused report that contains;
 - Management Scenarios profile
 - Detailed narrative feedback of each of the 4 scales;  Managerial Judgement, Managing Objectives, People Management and Reputation Management.
 - Table of scores for each of the 6 style scales;  Big picture, Delegative, One-to-one, Team, Personal recognition and Company Protocol.
 - Detailed narrative feedback report (with development tips) for each of the 6 style scales.

Management Scenarios Candidate Report:  A report to share with the candidate that contains:
 - Detailed narrative feedback of each of the 4 scales;  Managerial Judgement, Managing Objectives, People Management and Reputation Management.
 - Table of scores for each of the 6 style scales;  Big picture, Delegative, One-to-one, Team, Personal recognition and Company Protocol.
 - Detailed narrative feedback report (with development tips) for each of the 6 style scales.

Management Scenarios Profile:  Displays all scores on these scales in terms of four types of norm system; T-scores, Percentiles, Stens and Grades.


Name: Managerial Scenarios Candidate Report
Test type: Biodata & Situational Judgement
Remote support: Yes
Adaptive support: No
Job levels: Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Managerial judgement, Setting objectives & prioritization, Delegation & task assignment, One-to-one coaching and feedback, Team leadership & coordination, Reputation and stakeholder management, Motivation and recognition strategies, Adherence to company protocols and policies
Primary domain: behavioral
Use cases: Screen candidates for frontline or mid-level manager roles to evaluate practical managerial judgement and preferred leadership styles. | Identify targeted development needs (delegation, coaching, objective-setting) for existing managers in performance reviews or coaching programs. | Select leaders for roles requiring stakeholder/reputation management and consistent application of company protocols.
Description: Managerial Scenarios is a unique test of Managerial Judgement - an individual’s ability to decide on effective ways of handling real life situations. It consists of hypothetical scenarios, each followed by several possible responses. Candidates rate the effectiveness of each response, using a 6-point scale, from highly undesirable to highly desirable. It can be used for recruitment, selection, training and development, performance management and coaching in a variety of functions and industries.

Reports available:

Management Scenarios Narrative Report:  A participant focused report that contains;
 - Management Scenarios profile
 - Detailed narrative feedback of each of the 4 scales;  Managerial Judgement, Managing Objectives, People Management and Reputation Management.
 - Table of scores for each of the 6 style scales;  Big picture, Delegative, One-to-one, Team, Personal recognition and Company Protocol.
 - Detailed narrative feedback report (with development tips) for each of the 6 style scales.

Management Scenarios Candidate Report:  A report to share with the candidate that contains:
 - Detailed narrative feedback of each of the 4 scales;  Managerial Judgement, Managing Objectives, People Management and Reputation Management.
 - Table of scores for each of the 6 style scales;  Big picture, Delegative, One-to-one, Team, Personal recognition and Company Protocol.
 - Detailed narrative feedback report (with development tips) for each of the 6 style scales.

Management Scenarios Profile:  Displays all scores on these scales in terms of four types of norm system; T-scores, Percentiles, Stens and Grades.


Name: Managerial Scenarios Narrative Report
Test type: Biodata & Situational Judgement
Remote support: Yes
Adaptive support: No
Job levels: Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Managerial judgement, Objective setting and prioritization, People management (coaching and conflict resolution), Reputation management, Delegation style, Team leadership approach, One-to-one coaching and feedback, Recognition and motivation preferences, Adherence to company protocol
Primary domain: behavioral
Use cases: Screen candidates for frontline or mid-level manager roles to evaluate real-world decision-making and likely on-the-job managerial behaviours | Design individual development or coaching plans targeting delegation, people management, objective-setting and reputation-related behaviours | Compare internal candidates for promotion or succession by profiling leadership style (e.g., delegative vs hands-on, protocol-oriented vs big-picture)
Description: Managerial Scenarios is a unique test of Managerial Judgement - an individual’s ability to decide on effective ways of handling real life situations. It consists of hypothetical scenarios, each followed by several possible responses. Candidates rate the effectiveness of each response, using a 6-point scale, from highly undesirable to highly desirable. It can be used for recruitment, selection, training and development, performance management and coaching in a variety of functions and industries.

Reports available:

Management Scenarios Narrative Report:  A participant focused report that contains;
 - Management Scenarios profile
 - Detailed narrative feedback of each of the 4 scales;  Managerial Judgement, Managing Objectives, People Management and Reputation Management.
 - Table of scores for each of the 6 style scales;  Big picture, Delegative, One-to-one, Team, Personal recognition and Company Protocol.
 - Detailed narrative feedback report (with development tips) for each of the 6 style scales.

Management Scenarios Candidate Report:  A report to share with the candidate that contains:
 - Detailed narrative feedback of each of the 4 scales;  Managerial Judgement, Managing Objectives, People Management and Reputation Management.
 - Table of scores for each of the 6 style scales;  Big picture, Delegative, One-to-one, Team, Personal recognition and Company Protocol.
 - Detailed narrative feedback report (with development tips) for each of the 6 style scales.

Management Scenarios Profile:  Displays all scores on these scales in terms of four types of norm system; T-scores, Percentiles, Stens and Grades.


Name: Managerial Scenarios Profile Report
Test type: Biodata & Situational Judgement
Remote support: Yes
Adaptive support: No
Job levels: Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Managerial judgement, Managing objectives (prioritization & goal-setting), People management (coaching & conflict resolution), Reputation management (ethical & stakeholder considerations), Delegative leadership style, Team leadership, One-to-one communication and feedback, Company protocol adherence (policy compliance), Big-picture thinking (strategic perspective), Personal recognition orientation
Primary domain: managerial
Use cases: Selecting a mid-level manager by assessing practical decision-making and fit across delegation, team and one-to-one styles | Designing individual development plans or coaching by identifying weaknesses in people management, delegation or reputation management | Benchmarking candidates for promotion/succession using normative scores on managerial judgement, strategic perspective and protocol adherence
Description: Managerial Scenarios is a unique test of Managerial Judgement - an individual’s ability to decide on effective ways of handling real life situations. It consists of hypothetical scenarios, each followed by several possible responses. Candidates rate the effectiveness of each response, using a 6-point scale, from highly undesirable to highly desirable. It can be used for recruitment, selection, training and development, performance management and coaching in a variety of functions and industries.

Reports available:

Management Scenarios Narrative Report:  A participant focused report that contains;
 - Management Scenarios profile
 - Detailed narrative feedback of each of the 4 scales;  Managerial Judgement, Managing Objectives, People Management and Reputation Management.
 - Table of scores for each of the 6 style scales;  Big picture, Delegative, One-to-one, Team, Personal recognition and Company Protocol.
 - Detailed narrative feedback report (with development tips) for each of the 6 style scales.

Management Scenarios Candidate Report:  A report to share with the candidate that contains:
 - Detailed narrative feedback of each of the 4 scales;  Managerial Judgement, Managing Objectives, People Management and Reputation Management.
 - Table of scores for each of the 6 style scales;  Big picture, Delegative, One-to-one, Team, Personal recognition and Company Protocol.
 - Detailed narrative feedback report (with development tips) for each of the 6 style scales.

Management Scenarios Profile:  Displays all scores on these scales in terms of four types of norm system; T-scores, Percentiles, Stens and Grades.


Name: Manual Testing (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Software Testing Life Cycle (STLC), Test case design and specification, Test techniques (boundary value, equivalence partitioning, decision tables, state transition), Exploratory and ad-hoc testing, Test execution and regression testing, Defect reporting and bug triage, Test reporting and quality metrics, Test management and bug-tracking tools (e.g., JIRA, TestRail)
Primary domain: technical
Use cases: Screen candidates for a manual QA/Tester role to verify knowledge of STLC, test-case design, execution, and defect reporting | Shortlist applicants expected to create test cases, run manual regression cycles, and produce test reports for stakeholders | Assess proficiency with common manual testing techniques and test management/bug-tracking tools before hiring junior or intermediate QA staff
Description: Multi-choice test that measures the knowledge of the software testing life cycle, testing tools and techniques, design of test cases and generation of test reports.


Name: Manufac. & Indust. - Mechanical & Vigilance 8.0
Test type: Ability & Aptitude, Personality & Behavior
Duration: 49 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Graduate, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Mechanical comprehension (levers, gears, pulleys, forces), Process monitoring (detecting deviations in production flow), Sustained vigilance and monitoring (continuous attention over time), Multitasking and task-switching in operational settings, Mechanical troubleshooting and practical problem-solving, Workplace safety behavior and hazard recognition, Quality inspection and defect detection, Applying domain-specific procedures and technical instructions
Primary domain: behavioral
Use cases: Screen candidates for machine operator or assembler roles to evaluate mechanical aptitude, adherence to safety practices, and ability to detect process deviations | Select maintenance/repair technicians by assessing troubleshooting ability, application of technical procedures, and capacity to monitor equipment performance | Hire quality assurance or surveillance staff who require sustained vigilance, attention to detail, and accurate defect detection during inspections
Description: The Manufacturing & Industrial Mechanical & Vigilance Focus 8.0 Job-Focused Assessment
measures the behaviors that underlie successful and safe performance in an
industrial/manufacturing setting. This solution assesses process monitoring, mechanical
comprehension and other foundational behaviors including behaving safely in the workplace;
applying domain-related expertise; offering practical solutions; and attending to multiple tasks.
Potential job titles that use this solution include: Machine and Equipment Operators,
Assemblers and Fitters, Maintenance/Repair Workers, Surveillance, and Quality Assurance
Workers.


Name: Manufac. & Indust. - Safety & Dependability 8.0
Test type: Personality & Behavior
Duration: 16 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Graduate, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Hazard recognition and situational awareness, Adherence to safety protocols and standard operating procedures (SOPs), Regulatory and policy compliance, Sustained attention to multiple tasks and monitoring, Reliability and dependability in task completion, Application of job-specific technical procedures and expertise, Attention to detail in safety and quality checks
Primary domain: behavioral
Use cases: Screen candidates for machine operator roles to identify those who consistently follow safety procedures and recognize workplace hazards. | Select warehouse or material-handling staff who reliably comply with regulations and maintain attention across multiple concurrent tasks. | Assess maintenance and quality-assurance hires for ability to apply technical procedures accurately and perform detailed safety/quality inspections.
Description: The Manufacturing & Industrial Safety & Dependability Focus 8.0 Job-Focused Assessment
measures the behaviors that underlie safe performance in a work setting. This solution
assesses foundational behaviors including behaving safely in the workplace; complying with
rules and regulations; applying domain-related expertise; and attending to multiple tasks.
Potential job titles that use this solution include: Machine and Equipment Operators,
Laborers/Warehouse Workers, Assemblers & Fitters, Maintenance/Repair Workers,
Dispatchers, Surveillance, Quality Assurance Workers, Material Handlers, and Truck/Ship
Loaders


Name: Manufacturing & Industrial - Essential Focus 8.0
Test type: Personality & Behavior
Duration: 16 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor, Entry-Level, Graduate, Manager
Key concepts: Workplace safety compliance, Procedural adherence, Domain-specific technical competence, Practical troubleshooting and problem-solving, Multi-tasking and task prioritization, Attention to detail and quality focus, Reliability and dependability
Primary domain: behavioral
Use cases: Screen assembly-line or equipment operators to ensure safe work behaviors, procedural compliance, and reliability. | Select maintenance, repair, or quality assurance hires who must apply technical knowledge and provide practical troubleshooting. | Assess warehouse, material-handling, or logistics roles that require multitasking, attention to detail, and adherence to safety protocols.
Description: The Manufacturing & Industrial Essential 8.0 Job-Focused Assessment measures the behaviors
that underlie successful and safe performance in an industrial/manufacturing setting. This
solution assesses foundational behaviors including behaving safely in the workplace; applying
domain-related expertise; offering practical solutions; and attending to multiple tasks.
Potential job titles that use this solution include: Machining and Equipment Operators,
Laborer/Warehouse, Assemblers and Fitters, Maintenance/Repair Workers, Dispatchers,
Surveillance, Quality Assurance Workers, Material Handlers, and Truck/Ship Loaders.


Name: Manufacturing & Industrial - Mechanical Focus 8.0
Test type: Ability & Aptitude, Personality & Behavior
Duration: 31 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Graduate, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Mechanical comprehension, Equipment operation and setup, Maintenance and troubleshooting, Workplace safety and hazard recognition, Following procedures and work instructions, Practical mechanical problem solving, Multitasking and task prioritization, Attention to detail and quality awareness
Primary domain: technical
Use cases: Screen candidates for machine operator roles to verify mechanical aptitude, safe work behaviors, and ability to follow equipment procedures | Assess maintenance/repair applicants for troubleshooting skill, domain knowledge, and ability to prioritize multiple repair tasks | Select assemblers/fitters who demonstrate practical problem solving, attention to detail, and adherence to safety and procedural requirements
Description: The Manufacturing & Industrial Mechanical Focus 8.0 Job-Focused Assessment measures the
behaviors that underlie successful and safe performance in an industrial/manufacturing
setting. This solution assesses mechanical comprehension and other foundational behaviors
including behaving safely in the workplace; applying domain-related expertise; offering
practical solutions; and attending to multiple tasks.
Potential job titles that use this solution include: Machine and Equipment Operators,
Assemblers and Fitters, and Maintenance/Repair Workers.


Name: Manufacturing & Industrial - Vigilance Focus 8.0
Test type: Ability & Aptitude, Personality & Behavior
Duration: 34 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Mid-Professional, Professional Individual Contributor, Graduate, Manager
Key concepts: Process monitoring, Workplace safety compliance, Hazard recognition, Machine operation & maintenance knowledge, Practical troubleshooting, Attention to multiple tasks (multitasking), Quality inspection, Following procedures and SOPs
Primary domain: behavioral
Use cases: Screen machine operators for vigilance, ability to monitor processes, and adherence to safety practices | Select maintenance and repair technicians who can troubleshoot equipment while following protocols and managing multiple tasks | Identify quality assurance or inspection candidates with attention to detail and ability to recognize hazards to reduce incidents
Description: The Manufacturing and Industrial Vigilance Focus 8.0 Job-Focused Assessment measures the
behaviors that underlie successful and safe performance in an industrial/manufacturing
setting. This solution assesses process monitoring and other foundational behaviors including
behaving safely in the workplace; applying domain-related expertise; offering practical
solutions; and attending to multiple tasks.
Potential job titles that use this solution include: Machine and Equipment Operators,
Assemblers & Fitters, Maintenance/ Repair Workers, Dispatchers, Surveillance, Quality
Assurance Workers


Name: Marketing (New)
Test type: Knowledge & Skills
Duration: 9 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Marketing mix (4Ps), Market research methods (qualitative & quantitative), Market segmentation and targeting, Consumer behavior and decision-making models, Brand positioning and brand equity management, Sales planning and forecasting, Channel and distribution strategy, Advertising campaign planning and media selection
Primary domain: other
Use cases: Screen candidates for marketing generalist roles to verify core marketing knowledge across research, branding, sales, channels, and advertising | Assess role-fit for specialist positions (brand manager, market researcher, channel manager, advertising planner) by identifying strengths and knowledge gaps | Benchmark employee marketing knowledge to inform training, development, or promotion decisions
Description: Multi-choice test that measures the conceptual knowledge of marketing principles, market research, consumer behavior, brand management, sales management, channel management and advertisement management.


Name: Maven (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Maven installation & environment setup, POM structure and coordinates (groupId/artifactId/version), Dependency management and scopes, Transitive dependency resolution, Build lifecycle & phases, Plugin configuration and goals, Repositories and artifact resolution (local/remote/Central), Profiles and settings.xml, SNAPSHOTs and versioning
Primary domain: technical
Use cases: Screen Java developers for practical knowledge of Maven to ensure they can build and manage Java projects | Assess DevOps or build-engineer candidates responsible for configuring CI/CD pipelines that use Maven | Verify candidates can diagnose dependency, plugin, or lifecycle issues in existing Maven projects
Description: Multi-choice test that measures the knowledge of Maven installation, dependencies, Project Object Model (POM), builds and plugins.


Name: Mechanical Engineering (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Fluid mechanics (continuity, Bernoulli, laminar vs turbulent flow), Fluid machinery (pumps, turbines, compressors performance), Machine mechanics (kinematics and dynamics of mechanisms), Thermodynamics (properties, laws, engineering cycles), Internal combustion engines (cycle analysis and performance), Manufacturing science (casting, forming, machining, joining, process selection)
Primary domain: technical
Use cases: Pre-employment screening for mechanical engineer candidates to verify core knowledge in fluids, thermodynamics, engines and manufacturing | Shortlisting graduates for roles in thermal/fluid systems or machine design where conceptual understanding of IC engines and fluid machinery is required | Validating training or academic curriculum outcomes for mechanical engineering entrants in manufacturing and mechanics fundamentals
Description: Multi-choice test that measures the conceptual knowledge of fluid and machine mechanics, thermodynamics, IC engines and manufacturing science.


Name: Mechatronics Engineering (New)
Test type: Knowledge & Skills
Duration: 19 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Rotary and linear feedback devices (encoders, potentiometers, tachometers), Sensor types and transducers (proximity, temperature, pressure, flow), Actuators: electric, pneumatic, hydraulic (DC motors, stepper, servo), PID and closed-loop control fundamentals, Signal conditioning and sensor interfacing (A/D conversion, filtering), Embedded controllers and PLC concepts (microcontrollers, real-time control), Motion control and kinematics (servo positioning, trajectory), Mechatronic system integration and troubleshooting
Primary domain: technical
Use cases: Screen candidates for entry or junior mechatronics engineering roles to verify core component and control knowledge | Assess applicants for roles requiring PLC/embedded controller familiarity and sensor–actuator interfacing | Validate field service or maintenance technicians' ability to integrate, diagnose, and troubleshoot mechatronic systems
Description: Multi-choice test that measures the knowledge related to basic mechatronics systems, components, sensors, feedback devices, control elements, actuators, computational elements and application of mechatronic systems.


Name: Medical Terminology (New)
Test type: Knowledge & Skills
Duration: 3 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Anatomical structures and body region terms, Body-system specific vocabulary (cardiovascular, respiratory, gastrointestinal, etc.), Disease and condition names and classifications, Diagnostic procedures and test terminology (imaging, laboratory tests, biopsies), Common medical abbreviations and acronyms, Medical word roots, prefixes, and suffixes, Clinical signs and symptoms vocabulary
Primary domain: language
Use cases: Screen candidates for medical scribe, medical receptionist, or clinical support roles to confirm familiarity with clinical vocabulary and abbreviations | Assess applicants for medical transcription or coding positions to ensure accurate interpretation of diagnostic terms and procedures | Verify baseline medical terminology knowledge for onboarding entry-level healthcare staff (e.g., nursing assistants, phlebotomists)
Description: Multi-choice test that measures the knowledge of different medical terms and abbreviations related to the human body, diseases and diagnosis.


Name: Metallurgical Engineering (New)
Test type: Knowledge & Skills
Duration: 10 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Phase diagrams and phase equilibria, Alloy thermodynamics and kinetics, Phase transformations and heat treatment, Solidification, casting and solid-state processing, Steelmaking and primary metal production (blast furnace, BOF, EAF), Extractive metallurgy (pyrometallurgy, hydrometallurgy, electrorefining), Corrosion mechanisms and prevention, Mechanical properties and testing (tensile, hardness, impact), Metallurgical characterization methods (optical microscopy, SEM, XRD)
Primary domain: technical
Use cases: Screening metallurgical engineering candidates for core knowledge across process, industrial and physical metallurgy | Hiring process or production engineers for steel/metal plants to validate expertise in steelmaking, casting, heat treatment and corrosion control | Selecting candidates for materials characterization or failure-analysis roles that require familiarity with mechanical testing and microscopy techniques
Description: Multi-choice test that measures the knowledge of process metallurgy, industrial metallurgy and physical metallurgy.


Name: MFS 360 Enterprise Leadership Report
Test type: Development & 360
Remote support: Yes
Adaptive support: No
Key concepts: Strategic vision and planning, Stakeholder influence and political acumen, Cross-functional collaboration, Organizational change leadership, Decision-making and complex problem solving, Communication and alignment of mission, Talent development and team leadership, Results orientation and accountability, Organizational awareness and governance
Primary domain: leadership
Use cases: Assess a senior leader's strengths and development needs to inform an individualized leadership development plan | Provide 360-degree feedback for candidates being considered for enterprise or C-suite succession | Benchmark leadership capabilities across functions to guide targeted executive coaching and development programs
Description: The layout of this report follows the standard MFS 360 report but this is based on the Enterprise Leadership competency model, not the UCF model. The report text has been updated as well to reflect that.


Name: MFS 360 UCF Group Report
Test type: Development & 360
Remote support: Yes
Adaptive support: No
Key concepts: Leadership behaviors, Interpersonal communication, Teamwork and collaboration, Decision-making and problem solving, Delegation and task assignment, Performance management, Openness to feedback, Accountability and reliability, Cross‑functional coordination
Primary domain: leadership
Use cases: Benchmark collective leadership strengths and weaknesses for a project team to inform group development priorities | Compare aggregated readiness for supervisory or management roles across participants from multiple projects | Measure the impact of a leadership development initiative by reviewing group average 360 scores pre- and post-program
Description: This report follows the standard layout of the 360 report but incorporates the average scores for a group of participants. The report can be generated for all participants on a project, or a dedicated group can be created in MFS for a group that includes participants across multiple projects. The report does not include the open questions even when they were part of the questionnaire. Developments tips are not available in this report.


Name: MFS 360 UCF Performance Potential Dev Tips Report
Test type: Development & 360
Remote support: Yes
Adaptive support: No
Key concepts: 360-degree feedback, Performance vs Potential four-field grid, Competency profiling, Occupational Personality Questionnaire (OPQ) trait interpretation, Competency summary scoring, Development tip generation, OPQ score integration via SODA/TC upload, Identification of developed strengths, natural strengths, development needs, untapped potential
Primary domain: leadership
Use cases: Identify high-potential employees with gaps in current performance to target for accelerated development or stretch assignments | Create individualized development plans combining 360 feedback and OPQ personality insights for leadership development or promotion readiness | Aggregate OPQ and 360 results for succession planning and talent calibration across managerial populations
Description: This report is more or less identical to the standard MFS report but with an additional section that looks at the performance versus the potential and plots the competencies on a four field grid to identify developed strengths, natural strengths, development need, or untapped potential.  The report text has been updated to reflect the inclusion of the OPQ, and the potential is also shown in the competency summary part of the report. The OPQ scores that feed into this report will need to be uploaded into MFS using an upload sheet based on a score extract from SODA or TC. This particular example report also includes development tips which are an optional extra.


Name: MFS 360 UCF Standard Report
Test type: Development & 360
Remote support: Yes
Adaptive support: No
Key concepts: UCF20 competency scale ratings, 360-degree multi-rater feedback (self, peers, managers, direct reports), Self‑vs‑others rating gap (blind spot) analysis, Rater-group comparisons and aggregated scoring, Importance weighting of competencies, Open‑ended qualitative (free‑text) feedback, Client‑designed multiple‑choice questionnaire items, Optional development recommendations / performance‑potential mapping
Primary domain: behavioral
Use cases: Collect multi‑rater behavioral feedback to identify leadership and interpersonal development priorities for an individual under consideration for promotion. | Build an individual development plan by combining UCF20 scale scores, importance ratings, and open‑ended suggestions from colleagues. | Detect blind spots and calibrate talent/succession decisions by comparing ratings across rater groups (self vs peers vs managers vs direct reports).
Description: This is the default MFS report. It is based on the UCF20 competency model. The report will only show those scales that were selected as part of the questionnaire setup. The importance rating, open questions and multiple choice questions are optional parts of the questionnaire. Only if those parts were added to the questionnaire will they show in the report. Open and multiple Choice questions are of the clients’ own design. The example report here does not include developments tips, but those can be added if requested (see performance and potential report for examples of that).


Name: Micro Focus Unified Functional Testing (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Micro Focus UFT (QTP) test creation and execution, VBScript scripting for UFT automation, Object Repository and descriptive programming for object identification, Checkpoints and output values for result verification, Data-driven testing and parameterization, Recovery scenarios and exception handling in UFT, Synchronization and wait/timeout handling, Recording/Playback modes and Keyword/Expert View, Integration with Micro Focus ALM/Quality Center
Primary domain: technical
Use cases: Screen candidates for hands-on automation skills for a role using UFT/QTP to automate functional tests | Validate knowledge of VBScript-based test development, object identification, and data-driven test design | Assess ability to implement checkpoints, recovery scenarios, and integrate UFT tests with ALM/Quality Center
Description: Multi-choice test that measures the knowledge of automation testing using the QTP tool.


Name: Microservices (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Microservices architecture principles, Service-oriented architecture (SOA) concepts, Inter-service communication (REST, gRPC, messaging/event-driven), Service discovery & API gateway patterns, Resilience patterns (circuit breaker, bulkhead, retry), Data consistency & transaction patterns (Saga, CQRS), Deployment & orchestration (containers, Kubernetes), Observability (logging, distributed tracing, metrics)
Primary domain: technical
Use cases: Screen backend developer candidates for understanding of microservices design and common architectural patterns | Assess cloud-native engineers for ability to design resilient, observable, and deployable distributed services | Validate architects or senior engineers on integration, data-consistency and fault-tolerance strategies in microservices systems
Description: Multi-choice test that measures the knowledge of Microservices architecture, SOA, and Microservices patterns.


Name: Microsoft Dynamics Development (New)
Test type: Knowledge & Skills
Duration: 9 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Dynamics CRM installation and deployment, Security and administration (users, roles, teams), Sales module configuration (opportunities, leads, quotes), Service management configuration (cases, SLA, queues), Entity model and data modeling (custom entities, relationships, attributes), Process automation using Workflows and Dialogs, Solutions and solution management (managed/unmanaged packaging), CRM Web Services and SDK (IOrganizationService, endpoints, OData/SOAP), Server-side Plugin development and registration
Primary domain: technical
Use cases: Assess candidates for a Dynamics CRM developer role responsible for building plugins and integrations via CRM web services. | Screen applicants for a Dynamics administrator/configurator role who will deploy, secure, and configure sales and service modules. | Evaluate consultants for implementing custom entity models, workflows, dialogs, and packaging changes into Solutions.
Description: Multi-choice test that measures the knowledge of Microsoft Dynamics installation, sales process, service management, administration, configuration, entity model, workflows, dialogs, solutions, CRM web services and plugins.


Name: Microsoft Excel 365 - Essentials (New)
Test type: Knowledge & Skills, Simulations
Duration: 30 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level
Key concepts: Formulas & functions (SUM, AVERAGE, IF, nested formulas, VLOOKUP/XLOOKUP, INDEX/MATCH), Tables, sorting & filtering (structured tables, AutoFilter, advanced filters), PivotTables & PivotCharts (grouping, slicers, summarization), Charts & data visualization (creating and formatting charts, combo charts), Conditional formatting & data validation, Cell and workbook formatting (number formats, styles, themes, alignment), Workbook & worksheet management (sheets, named ranges, freeze panes, links), Collaboration & security (sharing, co-authoring, comments, protect sheet/workbook, passwords), Printing & page layout (print area, headers/footers, page breaks, scaling, views)
Primary domain: technical
Use cases: Screen candidates for analyst or finance roles that must build and audit spreadsheets using formulas, lookups, and pivot tables | Validate proficiency for reporting or BI-support roles that create charts, pivot reports, and formatted tables for stakeholders | Confirm office/administrative hires can prepare print-ready workbooks, manage sheets, and apply sharing/security settings
Description: The Microsoft Excel 365 - Essentials simulation evaluates ability to perform certain operations in a simulated environment of MS Excel, and includes the following topics: Applying Formulas and Functions, Creating and Analyzing Data, Formatting Cells, Data, and Content, Managing Workbooks and Worksheets, Presenting Data Visually, Printing and Views, and Sharing, Maintaining, and Securing Workbooks.


Name: Microsoft Excel 365 (New)
Test type: Knowledge & Skills, Simulations
Duration: 35 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level
Key concepts: Formulas & functions (SUM, IF, nested formulas, XLOOKUP/INDEX-MATCH), PivotTables and data summarization, Sorting, filtering, and data validation, Excel tables and structured references, Cell and number formatting (styles, conditional formatting), Charts and data visualization (chart creation and formatting, PivotCharts), Workbook & worksheet management (sheet organization, named ranges, templates), Collaboration and security (sharing, permissions, workbook protection, co-authoring), Printing and page layout (print areas, scaling, headers/footers)
Primary domain: technical
Use cases: Screen candidates for analyst or admin roles that require building formulas, PivotTables, and visual reports in Excel 365. | Verify applicants' ability to maintain shared workbooks securely and collaborate (permissions, protection, co-authoring). | Assess readiness to produce presentation-ready spreadsheets and print layouts (charts, formatting, page setup).
Description: The Microsoft Excel 365 simulation evaluates ability to perform certain operations in a simulated environment of MS Excel, and includes the following topics: Applying Formulas and Functions, Creating and Analyzing Data, Formatting Cells, Data, and Content, Managing Workbooks and Worksheets, Presenting Data Visually, Printing and Views, and Sharing, Maintaining, and Securing Workbooks.


Name: Microsoft Outlook 2013 (adaptive)
Test type: Knowledge & Skills
Duration: 25 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Outlook account and profile configuration, Email composition, formatting, and sending, Mailbox organization: folders, rules, search and filters, Calendar and meeting scheduling (appointments, meetings, recurring events, invites), Contact and address book management (contacts, contact groups, import/export), Task and note management (tasks, assignments, to-do bar, notes), Security settings: junk mail management, encryption, digital signatures, mailbox permissions, Printing and archiving (print options, PST files, AutoArchive)
Primary domain: technical
Use cases: Screen candidates for an administrative or executive assistant role that requires daily management of email, calendars, contacts, and tasks in Outlook 2013 | Evaluate IT support candidates for ability to configure, troubleshoot, and manage Outlook 2013 profiles, accounts, archives, and security settings | Confirm scheduling-heavy hires can create/coordinate meetings, manage shared calendars and meeting invitations in Outlook 2013
Description: The Microsoft Outlook 2013 (adaptive) test measures knowledge of Microsoft Outlook 2013. Designed for professionals, this test includes the following topics: Application Management, Contacts and Address Books, Mail Management, Messages and Message Organization, Notes, Printing, Schedules and Calendars, Security, and Tasks.


Name: Microsoft PowerPoint 365 - Essentials (New)
Test type: Knowledge & Skills, Simulations
Duration: 25 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level
Key concepts: Slide transitions and animation effects, Animation sequencing, timing, and triggers, Creating, saving, and file management of presentations, Templates, themes and Slide Master usage, Text and object formatting (fonts, paragraphs, alignment), Slide layout, arranging objects and grouping, Review and collaboration features (comments, co-authoring, compare), Presentation delivery settings (rehearse timings, presenter view, slide show options), Multimedia and image handling (insert/embed audio/video, crop, apply image effects, SmartArt/illustrations)
Primary domain: technical
Use cases: Assess candidates who must build polished client or sales presentations using PowerPoint 365 | Verify ability to prepare and deliver slide shows for virtual/hybrid meetings, including rehearsed timings and presenter view | Screen administrative or marketing hires for proficiency in collaborating on, reviewing, and managing shared presentation files
Description: The Microsoft PowerPoint 365 - Essentials simulation evaluates ability to perform certain operations in a simulated environment of Microsoft PowerPoint, and includes the following topics: Applying Transitions and Animations, Creating, Managing, and Saving Presentations, Formatting Presentation Content, Reviewing, Collaborating, and Delivering Presentations, and Working with Multimedia Elements, Images, and Illustrations.


Name: Microsoft SQL Server 2014 Programming
Test type: Knowledge & Skills
Duration: 35 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: T-SQL query authoring: SELECT, JOINs, subqueries, set-based operations, Stored procedures and user-defined functions (T-SQL), Control-of-flow constructs: IF, WHILE, TRY/CATCH, cursors, Transactions, isolation levels and concurrency control, DML: INSERT, UPDATE, DELETE, MERGE, Table design: normalization, primary/foreign keys, constraints, indexes, Data types and NULL semantics, SQL Server developer tools: SSMS and SQL Server Data Tools (SSDT), Beyond Relational features: In-Memory OLTP, FileStream/FileTable, spatial/full-text capabilities
Primary domain: technical
Use cases: Screen experienced T-SQL developers for roles requiring writing and optimizing complex queries and stored procedures | Assess candidates who will design and modify database schemas, constraints and indexes for transactional applications | Validate ability to implement transaction control and concurrency handling for high-concurrency SQL Server 2014 systems
Description: The Microsoft SQL Server 2014 Programming test measures knowledge of Microsoft Structure Query Language (SQL) Server 2014 Programming. Designed for experienced database programmers, this test covers the following topics: Beyond Relational, Control Flow, Data Types and NULL, Database Design, Developer Tools, Modifying Data, Running Queries, and Writing Queries.


Name: Microsoft Windows Server 2012 Administration
Test type: Knowledge & Skills
Duration: 35 minutes
Remote support: Yes
Adaptive support: Yes
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Active Directory administration (users, groups, OUs, domain controllers), Group Policy and Local Security Policy configuration, Windows Server 2012 installation and role/feature deployment, DNS and DHCP configuration and Windows networking troubleshooting, Server management and administrative tasks (patching, backups, monitoring, remote management), Security configuration and access control (NTFS permissions, firewall rules, account policies), Computer properties and system configuration (local machine settings and system roles)
Primary domain: admin
Use cases: Screen candidates for a Windows Server 2012 Administrator role responsible for Active Directory, DNS/DHCP, and network services | Validate ability to install, configure and maintain Windows Server 2012 roles and features for infrastructure deployment | Assess capability to implement security policies, perform patching/backups, and handle routine server management tasks
Description: The Microsoft Windows Server 2012 Administration test measures knowledge of Windows Server Administration. Designed for experienced Network Administrators, this test includes the following topics: Active Directory, Administrative Tasks, Computer Properties, Configuration and Management, Design and Installation, Local Security Policy, Networking, Security, and Server Management.


Name: Microsoft Word 365 - Essentials (New)
Test type: Knowledge & Skills, Simulations
Duration: 25 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level
Key concepts: Inserting and formatting images, shapes, and text boxes, Creating and formatting SmartArt and charts, Text wrapping, anchoring, and object positioning, Page layout configuration (margins, orientation, columns, breaks), Headers, footers, and page numbering, Styles, templates, and consistent document formatting, Paragraph and character formatting, lists, tabs, and tables, Proofing and reviewing (spell/grammar, track changes, comments), Saving, printing, and export options (print settings, PDF), Document protection and permissions (passwords, restrict editing, versioning)
Primary domain: technical
Use cases: Screen candidates for an administrative role that must produce well-formatted, client-ready Word documents and templates | Verify ability to collaborate on and review shared documents using track changes, comments, and versioning | Ensure applicants can apply page layout, graphics, print settings, and document protection for secure distribution
Description: The Microsoft Word 365 - Essentials simulation evaluates ability to perform certain operations in a simulated environment of Microsoft Word, and includes the following topics: Applying Illustrations and Graphics, Applying Page Layout, Creating Content, Creating, Printing, and Saving Documents, Formatting Content, Proofreading Documents and Reviewing, Maintaining, and Securing Documents.


Name: Microsoft Word 365 (New)
Test type: Simulations, Knowledge & Skills
Duration: 35 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level
Key concepts: Image and graphic insertion and formatting, Page layout and section/page setup (margins, orientation, breaks, columns), Document creation, templates, and structure (tables, lists, sections), Saving, export, and print configuration (file formats, print preview, print settings), Text formatting and style management (fonts, paragraph and character styles, themes), Proofing and reviewing tools (spellcheck, grammar, comments, Track Changes), Document protection and security (passwords, restrict editing, metadata removal)
Primary domain: admin
Use cases: Screen administrative or executive assistant candidates for advanced Microsoft Word document production skills. | Validate formatting and document-preparation ability for technical writers, proposal specialists, or content creators who produce complex multipage documents. | Assess capability to manage secure and collaborative document workflows for roles supporting legal, compliance, or regulated environments.
Description: The Microsoft Word 365 simulation evaluates ability to perform certain operations in a simulated environment of Microsoft Word, and includes the following topics: Applying Illustrations and Graphics, Applying Page Layout, Creating Content, Creating, Printing, and Saving Documents, Formatting Content, Proofreading Documents and Reviewing, Maintaining, and Securing Documents.


Name: Mineral Engineering (New)
Test type: Knowledge & Skills
Duration: 12 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Comminution (crushing and grinding), Classification (screens, cyclones and settling behavior), Gravity separation methods, Flotation processes and reagent selection, Magnetic and electrostatic separation, Particle technology (particle size distribution, surface area, agglomeration), Metallurgical thermodynamics (phase equilibria, Gibbs free energy), Mineralogy, petrology and stratigraphy (mineral identification, rock formation and layering)
Primary domain: technical
Use cases: Screen candidates for a mineral processing engineer role responsible for designing and optimising comminution and separation circuits | Assess applicants' ability to select and tune separation methods (flotation, gravity, magnetic/electrostatic) and reagents based on particle and ore characteristics | Verify geologist/metallurgist competence in mineral identification and stratigraphic interpretation for orebody evaluation and processing strategy
Description: Multi-choice test that measures the knowledge of comminution and classification, physical separation process, particle technology, metallurgical thermodynamics, mineralogy, petrology and stratigraphy.


Name: Mining Engineering (New)
Test type: Knowledge & Skills
Duration: 16 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Open-pit mining methods, Underground mining methods, Drilling and blasting practices, Ore beneficiation and mineral processing (crushing, grinding, flotation, leaching), Mining equipment selection and operation (excavators, haul trucks, conveyors, crushers, mills), Mine ventilation and dewatering systems, Mineralogy and ore characterization, Petrology (rock classification and textures), Stratigraphy (sedimentary layering and correlation)
Primary domain: technical
Use cases: Screen candidates for a mining engineer role responsible for surface and underground mine design and operations. | Assess applicants for metallurgical or mineral processing roles in a concentrator or processing plant. | Evaluate candidates for equipment selection, mine services (ventilation/dewatering), or geological characterization responsibilities.
Description: Multi-choice test that measures the knowledge of mining methods, mineral processing, mining machinery, mineralogy, petrology and stratigraphy.


Name: Mobility (New)
Test type: Knowledge & Skills
Duration: 9 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Mobile operating systems (iOS, Android), Mobile networking protocols (Wi‑Fi, cellular/LTE/5G, Bluetooth, NFC), Mobile device management (MDM/EMM) and provisioning, Mobile security and authentication (encryption, app permissions, sandboxing), Mobile application models and lifecycle (native, hybrid, web, app store deployment/updates), Bring Your Own Device (BYOD) and enterprise mobility policy, Mobile hardware and sensors (GPS, accelerometer, camera, biometrics), Performance and power management on mobile devices (battery optimization, resource constraints)
Primary domain: technical
Use cases: Screen candidates for a mobile developer role to verify knowledge of OS differences, app models, and app lifecycle | Evaluate IT/support hires responsible for MDM, device provisioning, BYOD policy enforcement, and troubleshooting mobile connectivity | Assess security-focused candidates on mobile-specific threats, encryption/authentication, and secure app deployment practices
Description: Multi-choice test that measures the knowledge on topics related to mobility and mobile computing.


Name: Molecular Biology (New)
Test type: Knowledge & Skills
Duration: 6 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: Molecular genetics principles, Recombinant DNA cloning techniques, Vector design and restriction enzyme analysis, DNA transformation methods (bacterial/yeast/plant), Transgenic organism creation and transgene integration, Chromosomal genetics (linkage, karyotyping, recombination), Gene expression regulation and promoter elements, Genome editing methods (e.g., CRISPR/Cas)
Primary domain: technical
Use cases: Screening candidates for laboratory technician or scientist roles that require hands-on cloning, transformation and rDNA workflows | Assessing suitability of applicants for transgenic or genetic-engineering projects in biotech or academic research | Evaluating knowledge of chromosomal genetics and genome-editing concepts for hiring into genetics/genomics teams
Description: Multi-choice test that measures the knowledge of molecular genetics, transgenics, rDNA technology, chromosomal genetics, transformation and related processes.


Name: MongoDB (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Sharding architecture and cluster components, Replica sets and replication mechanics, Index types and indexing strategies (single-field, compound, TTL, text), MongoDB query language and CRUD operations, Aggregation pipeline and stages, Document data modeling (embedding vs referencing, schema design), Security and access control (authentication, authorization, TLS/roles), Storage engines and storage mechanics (WiredTiger, compression, journaling)
Primary domain: technical
Use cases: Screen backend developers for designing MongoDB schemas, writing efficient queries, and building aggregation pipelines | Assess DBAs/DevOps candidates for configuring and managing clusters (sharding, replica sets), storage engines, and security | Verify candidates' ability to choose and tune indexes and data models for performance and scalability
Description: Multi-choice test that measures the conceptual knowledge of MongoDB like sharding, replication, indexing, security and storage. It also checks the knowledge of MongoDB queries and data models.


Name: Motivation Questionnaire MQM5
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Entry-Level, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Achievement orientation, Autonomy preference, Recognition-seeking, Affiliation / relationship orientation, Power / influence motivation, Security / stability preference, Learning and growth orientation, Variety / novelty preference, Monetary reward sensitivity
Primary domain: behavioral
Use cases: Select candidates whose motivational drivers match role demands (e.g., independent contributor vs. people manager). | Design personalized reward and retention plans by identifying what increases or reduces an employee’s motivation. | Inform line managers how to structure tasks, feedback and development to maximize engagement for specific employees.
Description: By understanding what motivates their staff, managers can unlock each individual’s full potential and direct their energies more constructively. This questionnaire measures 18 dimensions of an individual’s motivation, and provides a comprehensive understanding of those situations which increase and reduce their motivation.


Name: MQ Candidate Motivation Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Entry-Level, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Intrinsic motivators, Extrinsic motivators, Work values alignment, Autonomy and control preference, Need for recognition and feedback, Achievement and goal orientation, Preference for routine versus variety, Demotivating conditions and stressors
Primary domain: behavioral
Use cases: Determine if a candidate's motivators align with a role that requires high autonomy versus close supervision | Design onboarding, reward and retention strategies tailored to the individual's motivator profile | Provide targeted feedback and coaching to improve engagement by addressing specific demotivators
Description: The Candidate Motivation Report is designed as a feedback report for the individual. It provides an in-depth and easy-to-understand evaluation of an individuals motivators and demotivators at work.


Name: MQ Employee Motivation Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Entry-Level, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Intrinsic motivators (autonomy, purpose, mastery), Extrinsic motivators (pay, bonuses, formal recognition), Workplace demotivators (micromanagement, lack of progression, poor feedback), Preferred reward and recognition formats, Managerial actions and coaching strategies to increase motivation, Role–motivation fit (alignment of motivators with job demands), Employee engagement propensity (likelihood of sustained motivation)
Primary domain: behavioral
Use cases: Enable line managers to create tailored motivation and retention plans for specific employees | Assess candidate fit with a role's reward and recognition structure during hiring decisions | Diagnose causes of low performance or disengagement and recommend targeted managerial interventions
Description: The MQ Employee Motivation Report is ideal for use by line managers and those concerned with employee’s performance and well being, the Employee Motivation Report provides an in-depth and easy-to-understand evaluation of what motivates and de-motivates someone. It also offers a comprehensive list of tips and suggestions for managing the employee’s strongest motivators and demotivators.


Name: MQ Motivation Report Pack
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor, Director, Entry-Level, Executive, Front Line Manager
Key concepts: Intrinsic motivation drivers, Extrinsic motivation drivers, Work values and priorities, Job-role motivation fit, Reward and recognition preferences, Career development and advancement motives, Engagement and retention risk indicators
Primary domain: behavioral
Use cases: Pre-hire selection: determine whether a candidate's motivators align with the role and organisational culture | Employee development: tailor learning, coaching and progression plans based on individual motivation profiles | Rewards and retention: design compensation, recognition and engagement strategies to improve retention and performance
Description: The MQ Report pack consists of the Profile Chart, Employee Motivation Report and the Candidate Report and is a cost effective way of ensuring that your organisation takes a comprehensive approach to understanding what motivates its employees.


Name: MQ Profile
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Entry-Level, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Motivational drivers, Workplace values and preferences, Sten score scaling, Norm-group comparison, Unique/high-low score identification, Profile visualization (chart), Interpretation of motivational fit
Primary domain: behavioral
Use cases: Assess candidate motivational fit against an organisation or role-specific norm to inform hiring decisions | Identify employee motivational strengths and potential development or engagement areas for retention and coaching | Compare motivational profiles across finalists to predict culture fit and likely job satisfaction
Description: The profile chart is the Sten score graphical output of the MQ. It clearly shows the individual’s motivational drivers compared to the selected norm group as well as highlighting any unique scores. Please note this report is currently being updated on Talent Central as part of a reporting refresh project, and there may be visual differences when comparing Talent Central reports to ones generated on other assessment platforms. Differences are regarding the layout and display of the reports only and do not affect the underlying scoring. When viewing sample reports, please ensure you select the appropriate language and platform example. Where a sample report has no platform indicated, it is available on both the Talent Central and SODA platforms.


Name: MS Access (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Access table design and data types, Table relationships and referential integrity, Queries and SQL (Jet/ACE dialect), Forms creation and event-driven controls, Reports design and formatting, Macros and automation, VBA programming in Access (modules, procedures, error handling), Import/export and linked tables, Indexes and basic performance considerations
Primary domain: technical
Use cases: Screen candidates for a junior Access developer role who will build and maintain forms, reports, queries, and VBA modules | Assess internal staff capability to maintain or extend existing Access databases, macros, and linked data sources | Validate a candidate's ability to design table relationships, write Jet/ACE SQL queries, and handle data import/export tasks
Description: Multi-choice test that measures the knowledge and basic understanding of MS Access programming.


Name: MS Excel (New)
Test type: Knowledge & Skills
Duration: 6 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Formula construction (SUM, AVERAGE, IF, nested formulas), Lookup and reference functions (VLOOKUP/HLOOKUP, XLOOKUP, INDEX/MATCH), PivotTables and PivotCharts, Data visualization (charts, sparklines, chart formatting), Conditional formatting, Data validation and input controls, Sorting, filtering and subtotals, Absolute vs relative cell references and named ranges, Workbook and worksheet management (protection, linking, templates)
Primary domain: technical
Use cases: Screen candidates for analyst or finance roles to confirm ability to build formulas, use lookup functions, and produce pivot-table reports | Assess administrative or operations hires who will maintain and validate complex spreadsheets, apply conditional formatting, and manage workbook protection | Verify hires for reporting roles can create charts and visualizations and prepare Excel-based presentations of numeric data
Description: Multi-choice test that measures the ability to use MS Excel to maintain, organize, analyze and present numeric data.


Name: MS Office Basic Computer Literacy (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Mid-Professional, Professional Individual Contributor
Key concepts: MS Word document creation and formatting (fonts, paragraphs, headers/footers, lists), MS Word inserting and formatting tables and images, MS Excel worksheet navigation and cell formatting, MS Excel basic formulas and functions (SUM, AVERAGE) and simple calculations, MS Excel sorting, filtering and basic chart creation, MS PowerPoint slide creation, layout/theme application and inserting media, File management and printing in Office (save/open/export/print settings), Basic ribbon navigation and common keyboard shortcuts across Office apps
Primary domain: admin
Use cases: Screen candidates for an administrative assistant role requiring daily Word, Excel and PowerPoint tasks | Verify entry-level hires can perform basic spreadsheet calculations, sort/filter data and produce simple charts for reports | Ensure staff can create, format and print professional documents and slide decks and manage Office file exports
Description: Multi-choice test that measures the ability to use MS Word, MS Excel and MS PowerPoint to perform basic tasks on a computer.


Name: MS Office Basic Computer Literacy (Sim) (New)
Test type: Simulations
Duration: 5 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Windows file and folder management, Operating system navigation (desktop, taskbar, Start menu), Web browser navigation and tab management, Email composition and management (compose, reply, forward, attachments), Microsoft Word: document creation and basic formatting, Microsoft Excel: basic spreadsheets, cell formatting, simple formulas (SUM), sorting/filtering, Microsoft PowerPoint: slide creation and basic formatting, Clipboard and keyboard shortcuts (copy, cut, paste), Saving, printing and exporting files (including PDF)
Primary domain: admin
Use cases: Screen entry-level administrative or clerical candidates for baseline MS Office and email skills. | Verify new hires' basic computer literacy during onboarding to determine training needs. | Assess employees' ability to perform routine remote/hybrid tasks that require browser navigation and document handling.
Description: Simulation based test that measures the ability to use basic computer operations, browser navigation, MS office and email.


Name: MS PowerPoint (New)
Test type: Knowledge & Skills
Duration: 4 minutes
Remote support: Yes
Adaptive support: No
Job levels: Entry-Level, Front Line Manager, Graduate, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Ribbon/toolbar navigation and common commands, Slide layouts and placeholder usage, Slide Master and template application, Theme, background and style formatting, Text box and object formatting (images/shapes), Animation effects and timing, Slide transition effects, Slide Show setup and presenter view
Primary domain: technical
Use cases: Screen candidates for admin or support roles who must create and edit professional presentations | Assess presentation designers or training developers for proficiency with templates, masters and visual formatting | Verify ability of presenters to configure animations, transitions and Slide Show settings for live delivery
Description: Multi-choice test that measures the knowledge of MS PowerPoint toolbars, slide layouts, animation, slideshow, slide designs and formats.


Name: MS Word (New)
Test type: Knowledge & Skills
Duration: 4 minutes
Remote support: Yes
Adaptive support: No
Job levels: Professional Individual Contributor, Supervisor, Mid-Professional, Entry-Level, Graduate, Manager
Key concepts: Creating and saving documents (Save, Save As, file formats like .docx/.pdf), Basic text formatting (font, size, bold/italic/underline, color), Paragraph formatting (alignment, indentation, line spacing, bullets/numbering), Styles and templates (apply and modify styles, use document templates), Page layout and headers/footers (margins, orientation, page breaks), Inserting and formatting tables and images, Proofing tools (spellcheck, grammar check, find and replace), Print and page setup (print preview, print options)
Primary domain: admin
Use cases: Screening candidates for administrative or clerical roles that must produce and save professional Word documents | Verifying office assistants' ability to format reports, apply styles/templates, and prepare documents for printing or PDF distribution | Assessing applicants for remote/document-focused roles who must manage file formats, document organization, and basic proofing
Description: Multi-choice test that measures the ability to use MS Word to record and save textual information.


Name: MuleSoft Development (New)
Test type: Knowledge & Skills
Duration: 17 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Anypoint Platform and Mule runtime, API protocols and web services (REST, SOAP; JSON/XML payloads), Mule flows and message processors, Flow scopes and orchestration (synchronous/asynchronous, choice, for-each, scatter-gather), Connectors and connector configuration (HTTP, Database, JMS, Salesforce etc.), Deployment and runtime management (CloudHub, on‑premises, application packaging), API design and API-led connectivity basics
Primary domain: technical
Use cases: Pre-screen developers for MuleSoft integration roles to verify practical knowledge of Mule flows, connectors and deployment | Validate baseline MuleSoft knowledge before enrolling candidates in advanced integration training | Filter applicants for API/integration engineering positions that require experience with Anypoint Platform and runtime deployment
Description: Multi-choice test that measures the knowledge of MuleSoft basic concepts, APIs and web services, Mule flow and scope, connectors and deployment.


Name: Multitasking Ability
Test type: Ability & Aptitude, Knowledge & Skills, Simulations
Duration: 20 minutes
Remote support: Yes
Adaptive support: No
Job levels: Director, Entry-Level, Executive, Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Divided attention (monitoring two information streams simultaneously), Task-switching speed and accuracy, Working memory for concurrent task-relevant information, Prioritization and triage of competing tasks, Interrupt handling and task-resumption ability, Processing speed under time pressure, Email triage and inbox management, Simultaneous problem-solving while distracted
Primary domain: cognitive
Use cases: Assess candidates for administrative or executive assistant roles who must handle emails while completing other tasks concurrently. | Screen customer service or call-center agents who need to switch between problem-solving and monitoring communications without loss of performance. | Evaluate operations or project coordinator candidates whose roles require prioritizing multiple interrupting demands under time pressure.
Description: The Multitasking Ability assessment is a measure of one’s ability to adeptly work on more than one task simultaneously, while maintaining efficiency and effectiveness when interrupted or switching between tasks.  This test is a face-valid, split-screen simulation that is designed to assess multitasking ability. It captures the dynamic nature of the working environment by presenting the candidate with multiple types of items in a timed format. Candidates will be required to complete problem-solving items that are presented on one side of the screen, while at the same time attending to emails that are presented within an email inbox on the other side of the screen.


Name: Networking and Implementation (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: OSI and TCP/IP reference models, TCP/IP protocols (TCP, UDP, ICMP, ARP), IP subnetting and addressing, Routing protocols (OSPF, BGP, RIP, static routing), Switching and VLAN configuration, Network devices (routers, switches, firewalls), NAT, DHCP and DNS services, VPNs and tunneling technologies, Network troubleshooting and diagnostics (ping, traceroute, packet analysis)
Primary domain: technical
Use cases: Screen candidates for a network administrator role to verify practical knowledge of routing, subnetting, VLANs and device functions | Assess network engineer applicants for proficiency in implementing WAN/LAN designs, VPNs, NAT, and common routing protocols | Identify training needs for IT staff responsible for network deployment, configuration and troubleshooting
Description: Multi-choice test that measures the knowledge of networking devices, protocols, reference models, routing and implementation of networks.


Name: Node.js (New)
Test type: Knowledge & Skills
Duration: 9 minutes
Remote support: Yes
Adaptive support: No
Job levels: Mid-Professional, Professional Individual Contributor
Key concepts: Node.js event loop & async patterns (callbacks, Promises, async/await), EventEmitter and custom events, Streams (Readable, Writable, Transform) and piping, File system (fs module, async vs sync APIs, file streams), Error handling (error-first callbacks, try/catch, Promise rejection handling, error middleware), Concurrency & non-blocking I/O (asynchronous callbacks, event-driven concurrency), Database interaction (client drivers, connection pooling, query execution, async handling), Express framework (routing, middleware, request/response lifecycle, error handling)
Primary domain: technical
Use cases: Screen junior-to-mid backend developers for core Node.js knowledge before technical interviews | Verify candidates can implement Express APIs that handle I/O, streaming, and proper error handling | Assess readiness for roles requiring asynchronous programming and database integration in Node.js
Description: Multi-choice test that measures the basic knowledge of Node.js such as events, streams, file system, error handling, concurrency, DB handling and express framework.


Name: Nursing (New)
Test type: Knowledge & Skills
Duration: 11 minutes
Remote support: Yes
Adaptive support: No
Job levels: Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Medication administration and dosage calculation, Intravenous (IV) therapy and catheter management, Wound care and dressing management, Infection control and aseptic technique, Vital signs monitoring and clinical assessment, Patient safety and fall/pressure ulcer prevention, Basic life support and emergency response (CPR, airway management), Clinical documentation and charting (EHR)
Primary domain: technical
Use cases: Pre-employment screening of registered nurses for medical-surgical units to verify clinical task knowledge (medication admin, IV care, vital signs). | Assessing licensed practical nurses or home health nurses for competency in wound care, infection control, and patient education before hire. | Selecting candidates for acute or emergency departments where BLS, emergency response, and rapid clinical assessment skills are required.
Description: Multi-choice test that measures the knowledge of carrying out various nursing tasks.


Name: Occupational Personality Questionnaire OPQ32r
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Professional Individual Contributor, Supervisor, Mid-Professional, Front Line Manager, General Population, Graduate, Manager, Director, Executive
Key concepts: Interpersonal style (sociability, assertiveness), Leadership and influence, Teamwork and collaboration, Motivation and drive (achievement orientation), Emotional resilience and stress tolerance, Adaptability and openness to change, Decision‑making and risk tolerance, Conscientiousness and attention to detail
Primary domain: behavioral
Use cases: Shortlisting candidates whose interpersonal style and teamwork behaviours fit client-facing or collaborative roles | Identifying leadership potential and developmental needs for promotion or succession planning | Assessing candidate-job fit for roles requiring high resilience, adaptability, or attention to detail
Description: The SHL Occupational Personality Questionnaire, the OPQ32, is one of the most widely used and respected measures of workplace behavioural style in the world. It sets a high standard of measurement excellence, providing HR professionals and business managers with relevant and accurate information to make fast and well-informed people decisions. The OPQ32 provides a clear framework for understanding the impact of personality on job performance. It is internationally recognised for its accuracy of assessment. Over 90 independent validation studies have been conducted on the OPQ over a period of 25 years, across 20 countries and 40 industries, providing concrete evidence of its power to predict performance in the workplace.


Name: Operations Management (New)
Test type: Knowledge & Skills
Duration: 7 minutes
Remote support: Yes
Adaptive support: No
Job levels: Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Production planning and scheduling, Capacity planning, Demand forecasting, New product development process, Product design for manufacturability, Quality management systems (ISO, Six Sigma, TQM), Statistical process control and quality assurance, Inventory management and logistics, Supplier selection, sourcing and procurement
Primary domain: managerial
Use cases: Screen candidates for a plant/operations manager role to verify competence in production planning, capacity and forecasting. | Assess applicants for product development or process engineering roles on NPD steps and design-for-manufacturing tradeoffs. | Evaluate candidates for supply chain or quality manager positions on supplier sourcing, inventory/logistics and quality management practices.
Description: Multi-choice test that measures the knowledge of planning, product design and development, quality management and supply chain management.


Name: OPQ Candidate Plus Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Assertiveness, Sociability, Team orientation, Emotional stability, Adaptability to change, Decision-making style, Attention to detail and organisation, Drive and motivation
Primary domain: behavioral
Use cases: Provide concise, candidate-facing feedback to support self-awareness and personal development plans | Screen candidates for roles requiring specific interpersonal and motivational traits (e.g., sales, customer service, team roles) | Identify targeted coaching or development needs for leadership potential, resilience, or organisational fit
Description: A brief narrative OPQ (Occupational Personality Questionnaire) report designed to be given to the individual who completed the OPQ.


Name: OPQ Candidate Report 2.0
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Key concepts: Interpersonal style, Teamwork and collaboration, Leadership and influence, Decision-making style, Stress tolerance and resilience, Adaptability to change, Work motivation and priorities, Communication style
Primary domain: behavioral
Use cases: Give candidates a concise, take-home summary of their workplace behavioral profile after a feedback session. | Screen and compare applicants for role- and team-fit based on interpersonal, leadership and motivational traits. | Inform coaching and development plans by highlighting strengths and areas for behavioural growth (e.g., resilience, decision style, collaboration).
Description: A brief narrative OPQ (Occupational Personality Questionnaire) report structure around 3 OPQ profile sections which can be given to candidates to keep after a feedback session


Name: OPQ Emotional Intelligence Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Emotional self-awareness, Emotion regulation / self-control, Empathy and perspective-taking, Interpersonal communication style, Conflict management approach, Relationship building and networking, Stress tolerance and resilience, Social adaptability and flexibility
Primary domain: behavioral
Use cases: Design individualized coaching or development plans to improve a leader's emotion regulation and conflict-handling skills. | Identify employees who need training in empathy, interpersonal communication, or relationship-building to improve team collaboration. | Inform succession planning or role development for people-facing roles (e.g., HR, account management, customer service) by profiling emotional and relational strengths and development needs.
Description: This OPQ (Occupational Personality Questionnaire) report explores how a person manages feelings and relationships with other people.  It is intended for use in a development setting.


Name: OPQ Leadership Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Strategic thinking and vision, Decision-making under uncertainty, Influencing and stakeholder management, People management and performance oversight, Coaching and developing others, Change leadership and driving innovation, Resilience and stress tolerance, Drive for results and achievement orientation
Primary domain: leadership
Use cases: Identify high-potential employees for promotion into managerial or senior leadership roles | Design and target leadership development or coaching plans based on competency gaps | Support succession planning by comparing candidates' leadership competency profiles
Description: This OPQ (Occupational Personality Questionnaire) report provides a detailed analysis of an individual's leadership potential.  It is based on SHL's leading edge Leadership Model, providing a competency based approach to leadership.


Name: OPQ Manager Plus Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Entry-Level, Executive, Front Line Manager, Manager, Mid-Professional, Professional Individual Contributor
Key concepts: Leadership potential, Decision-making style, Interpersonal and communication style, Teamwork orientation, Adaptability and flexibility, Stress tolerance and resilience, Motivation and drive, Planning and organisation, Risk-taking propensity
Primary domain: behavioral
Use cases: Assess candidate fit for a managerial role by evaluating leadership potential, teamworking and decision-making tendencies | Support promotion and succession decisions by identifying strengths, development needs and likely on-the-job behaviours | Inform team composition and development plans by highlighting interpersonal styles, stress tolerance and adaptability
Description: This concise OPQ (Occupational Personality Questionnaire) report is designed for use with and by managers.  It uses clear succinct bullets and tables for ease of interpretation.  It provide simple comments on each of the personality traits. Please note this report is currently being updated on Talent Central as part of a reporting refresh project, and there may be visual differences when comparing Talent Central reports to ones generated on other assessment platforms. Differences are regarding the layout and display of the reports only and do not affect the underlying scoring. When viewing sample reports, please ensure you select the appropriate language and platform example. Where a sample report has no platform indicated, it is available on both the Talent Central and SODA platforms.


Name: OPQ Manager Plus Report 2.0
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Supervisor, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Director, Entry-Level
Key concepts: Interpersonal influencing, Teamwork and collaboration, Leadership assertiveness, Decision-making style, Planning and organization, Stress tolerance and resilience, Adaptability to change
Primary domain: behavioral
Use cases: Screen candidates for managerial roles to match leadership style to job/team needs | Identify development priorities for current managers (e.g., assertiveness, planning, stress management) | Inform role design and team placement by revealing interpersonal and collaboration tendencies
Description: This concise OPQ (Occupational Personality Questionnaire) report is designed for use with and by managers. It uses clear succinct bullets and tables for ease of interpretation. It provides simple comments on each of the personality traits.


Name: OPQ Maximising your Learning Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor, Director
Key concepts: Preferred learning autonomy (self-directed vs structured), Receptivity to feedback and coaching, Preference for experiential/practical vs theoretical learning, Preference for collaborative/social vs individual learning, Goal-orientation and persistence in learning activities, Openness to new ideas and willingness to try new approaches, Tolerance for ambiguity and preferred learning pace/structure
Primary domain: behavioral
Use cases: Tailoring individual development plans and delivery methods to an employee's preferred learning approach (e.g., coaching vs self-study) | Designing onboarding or training programs that match group learning preferences (e.g., more hands-on workshops vs classroom theory) | Guiding managers and coaches on how to give feedback and structure learning tasks to maximise a specific person's development uptake
Description: This OPQ (Occupational Personality Questionnaire) report is designed to help people get the most from their development.  It summarises the preferred approach to learning across four dimensions.


Name: OPQ MQ Sales Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Assertiveness, Persuasion and influencing, Customer orientation, Achievement orientation (target-driven), Emotional resilience to rejection, Sociability and networking, Adaptability and flexibility in selling, Sales motivators (e.g., recognition, commission, autonomy)
Primary domain: behavioral
Use cases: Screen candidates for frontline or field sales roles to identify natural selling style fit and likelihood to meet targets | Design incentive and remuneration plans by mapping individual sales motivators and drives | Create tailored development or coaching plans for existing salespeople based on strengths (e.g., influencing, networking) and areas needing resilience or adaptability work
Description: This OPQ (Occupational Personality Questionnaire) report provides a graphical and narrative summary of an individual's natural style that is critical to sales success. It can also, optionally, use input from the SHL Motivation Questionnaire (MQ) to add information about the sales motivators and drives of an individual.
Note: updated versions of Turkish, Hungarian and Indonesian Sales Report were launched on 01 July 2013. Please note this report is currently being updated on Talent Central as part of a reporting refresh project, and there may be visual differences when comparing Talent Central reports to ones generated on other assessment platforms. Differences are regarding the layout and display of the reports only and do not affect the underlying scoring. When viewing sample reports, please ensure you select the appropriate language and platform example. Where a sample report has no platform indicated, it is available on both the Talent Central and SODA platforms.


Name: OPQ Premium Plus Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Supervisor, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Director, Executive
Key concepts: Assertiveness and sociability, Teamwork and collaboration, Resilience / stress tolerance, Decision‑making style and judgement, Planning and organisation, Attention to detail / conscientiousness, Drive and achievement orientation, Adaptability and flexibility, Learning orientation / openness to development, Leadership potential and influence
Primary domain: behavioral
Use cases: Assess candidate fit against a role competency framework (e.g., sales, customer service, operations) to inform selection decisions | Identify manager strengths and development areas for targeted leadership coaching or succession planning | Evaluate team composition and likely interpersonal dynamics to guide hiring or team redesign
Description: This OPQ (Occupational Personality Questionnaire) report contains a selection of reports including OPQ profile, user report, manager plus report, candidate plus report, universal competency report, team impact selection report.


Name: OPQ Premium Plus Report 2.0
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Manager, Graduate, Mid-Professional, Professional Individual Contributor, Director, General Population, Entry-Level, Executive, Front Line Manager, Supervisor
Key concepts: Interpersonal communication and relationship style, Leadership style and people-management potential, Team-role preference and team impact, Decision-making and problem-solving approach, Work motivation and achievement orientation, Emotional stability and stress tolerance, Adaptability and openness to change, Conscientiousness, attention to detail and rule-following
Primary domain: behavioral
Use cases: Screen candidates for fit with an existing team by comparing interpersonal style and team-role preferences | Identify leadership potential and specific development needs when promoting employees into managerial roles | Design individual development or coaching plans targeting motivation, stress-handling, decision-making, and conscientiousness
Description: This OPQ (Occupational Personality Questionnaire) report contains a selection of reports including OPQ profile, user report, manager plus report, candidate plus report, universal competency report, team impact selection report.


Name: OPQ Profile Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Persuasiveness and influencing style, Teamwork and collaboration, Leadership and supervisory style, Analytical thinking and decision-making, Innovativeness and problem-solving, Conscientiousness and attention to detail, Emotional resilience and stress tolerance, Adaptability and flexibility to change
Primary domain: behavioral
Use cases: Screening candidates for client-facing or sales roles where persuasiveness, resilience, and interpersonal style predict success | Selecting or profiling internal candidates for leadership or people-management roles to assess supervisory style and decision-making approach | Informing development, coaching and succession-planning by identifying strengths and development areas such as adaptability, conscientiousness and emotional resilience
Description: This is a graphical profile charts presenting results across the 32 OPQ scales. It is designed to be interpreted by OPQ trained users only. Please note this report is currently being updated on Talent Central as part of a reporting refresh project, and there may be visual differences when comparing Talent Central reports to ones generated on other assessment platforms. Differences are regarding the layout and display of the reports only and do not affect the underlying scoring. When viewing sample reports, please ensure you select the appropriate language and platform example. Where a sample report has no platform indicated, it is available on both the Talent Central and SODA platforms.


Name: OPQ Team Impact Group Development Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Executive, Director, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: team communication patterns, decision-making approach (centralized vs collaborative), conflict resolution style, leadership distribution / shared leadership, collaboration and cooperation level, task versus people orientation, team adaptability and flexibility, role clarity and mutual accountability
Primary domain: behavioral
Use cases: Diagnose strengths and development priorities for an existing team to design targeted team-building or coaching interventions | Inform team composition or role adjustments when forming or reorganizing teams to improve balance of behaviours and processes | Evaluate team progress after training/coaching by comparing team process patterns and identifying remaining gaps
Description: These reports are based on the SHL Team Impact Model, which is focused on actual team processes.  They are supported by clear and easy to understand graphics which do not require OPQ training. “IMPORTANT! Please note that for a sample report contact Managed Services".


Name: OPQ Team Impact Individual Development Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: Team role preference, Communication style in groups, Conflict management approach, Influence and persuasion tendency, Supportiveness / helping behaviour, Task‑orientation vs people‑orientation, Decision‑making style (collaborative vs independent), Adaptability to team change
Primary domain: behavioral
Use cases: Assess how a candidate is likely to contribute to and interact within cross‑functional teams to inform hiring decisions. | Create an individual development plan targeting interpersonal and teamworking behaviours (e.g., conflict handling, influencing, collaboration). | Balance team composition by identifying behavioural strengths and gaps to improve overall team effectiveness.
Description: These reports are based on the SHL Team Impact Model, which is focused on actual team processes.  They are supported by clear and easy to understand graphics which do not require OPQ training.


Name: OPQ Team Impact Selection Report
Test type: Personality & Behavior
Remote support: Yes
Adaptive support: No
Job levels: Director, Executive, Front Line Manager, General Population, Graduate, Manager, Mid-Professional, Professional Individual Contributor, Supervisor
Key concepts: team communication style, collaborative working / cooperation, conflict resolution approach, group decision-making style, task focus / delivery orientation, leadership and influence in teams, adaptability to team change
Primary domain: behavioral
Use cases: Selecting candidates for roles that require close cross-functional collaboration and minimal onboarding disruption | Comparing finalists to identify which candidate will best complement existing team roles and processes | Identifying candidates likely to succeed in team-based projects that demand adaptability, clear communication, and shared decision-making
Description: These reports are based on the SHL Team Impact Model, which is focused on actual team processes.  They are supported by clear and easy to understand graphics which do not require OPQ training.