Hiring & Selection
Make evidence-based hiring decisions with validated assessments. Combine personality, cognitive ability, values, and leadership philosophy to build a comprehensive selection process.
ELLSIx Hiring Assessment
Six-factor forced-choice personality assessment designed to resist faking. Thurstonian IRT scoring with Honesty & Humility as a native sixth factor.
- 69 forced-choice blocks, ~20-25 minutes
- Significantly reduces impression management
- Radar chart profile for quick comparison
- Structured interview questions included
Reasoning Assessment
Verbal and logical reasoning through workplace scenarios. Cognitive ability is the single strongest predictor of job performance.
- 20 items, 15 minutes timed, text-only format
- r = 0.25-0.45 validity with job performance
- EEOC compliant, ADA accommodations available
- No specialized knowledge required
Leadership Philosophy
Understand a candidate's management beliefs before you hire them. Measures control-to-empowerment orientation based on McGregor's Theory Y / Theory X framework.
- 30 paired comparisons, ~15 minutes
- 7 leadership profiles from two independent dimensions
- Reveals implicit assumptions about managing people
- Ideal for leadership and management-level hiring
How These Assessments Work Together
ELLSIx measures personality traits across six factors including Honesty & Humility, using forced-choice format to resist faking. Reasoning measures cognitive ability—the strongest predictor of job performance across roles. Leadership Philosophy reveals how a candidate thinks about managing people—critical context for leadership-level hires.
Combine any or all of these depending on the role. Most positions are well served by pairing ELLSIx with Reasoning. Leadership hires benefit from adding Leadership Philosophy. Use them alongside structured interviews for the most predictive hiring process.
Hiring by Role & Industry
Tailored guidance on the traits that matter and the assessments that fit, for specific roles and industries:
By role
By industry
Important Note
Assessments should be used as one component of a comprehensive selection process, not as the sole decision criterion. Always combine with structured interviews, work samples, and reference checks for the best hiring outcomes.