Selection tools

In accordance with the nature of the open position, we are using different tools (psychological and aptitude tests, language skills tests, case solving, group dynamics, etc.) to identify the most suitable candidates in terms of technical skills and managerial abilities. We want people who fit in well with our values and our culture in order to help us grow.

Behavioural questionnaires: Questionnaires that highlight the behavioural styles implemented within work situations. These can be filled out either online or in paper format. The PPA by Thomas International, for example, is a common behavioural questionnaire, which can be administered in 42 languages and managed remotely. In particular, it can predict workplace behaviour and identify its main reasons. We started using it in 2015 and our recruiters are PPA by Thomas International certified.



Psychological and aptitude tests: These tests evaluate verbal and logical skills, numerical reasoning skills and spatial perception.
They comprise a series of multiple-choice questions, which must be answered within a limited timeframe.
Scores are calculated by comparing the number of questions the candidate answers correctly with the average number of correct answers given by a sample of people (to whom the test was given) of the same age, gender and level of education. The score may therefore be below, equal to or above the average.

Group dynamics: These are aimed at assessing candidates' ability to work within a team, along with other skills such as:
  • Leadership
  • Autonomy
  • Flexibility
  • Creativity
  • Results-oriented approach.
They are used by recruiters to observe in person the way in which candidates interact, collaborate or compete, and solve problems depending on a given objective.
The observations made are then combined with the results of the aptitude tests, the behavioural questionnaires and the individual interview.

Case solving: These tests are used to evaluate candidates' technical skills.
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