Assessments for Financial Services Hiring
In a regulated, fiduciary business, integrity isn’t a nice-to-have — one dishonest hire is a compliance event. Measuring honesty, conscientiousness, and judgment up front is risk management, not just selection.
What matters in a financial-services hire
Trust and accuracy are the job:
| Trait | Why it matters in financial services | Measured by |
|---|---|---|
| Honesty & humility | Fraud and compliance risk reduction | ELLSIx / Honesty & Humility |
| Conscientiousness | Accuracy, diligence, rule-following | ELLSIx |
| Emotional stability | Composure handling money and pressure | ELLSIx |
| Reasoning ability | Quantitative and analytical roles | Reasoning |
The assessments that fit
Lead with the Honesty & Humility assessment where integrity is the chief risk, and use ELLSIx (six-factor, including Honesty & Humility) for a full faking-resistant profile. Add Reasoning for analytical and quantitative roles.
Frequently Asked Questions
What assessment is best for hiring in financial services?
An integrity-focused approach: the Honesty & Humility assessment and/or ELLSIx (which includes Honesty & Humility), plus the Reasoning assessment for analytical roles.
How do you screen for integrity in finance hiring?
FactorFactory measures Honesty & Humility — sincerity, fairness, greed avoidance, and modesty — both as a standalone assessment and as a native sixth factor in ELLSIx.
Why use a faking-resistant assessment in financial services?
Candidates motivated to pass a compliance-sensitive screen can game a standard test; ELLSIx's forced-choice format makes the integrity read harder to manipulate.