Discover how individual behaviour styles influence performance, teamwork and job satisfaction. Our assessment goes beyond surface impressions to pinpoint the traits that drive motivation, collaboration and resilience, so you can align people with roles where they’ll truly excel.
Establishing A Candidates Job Fit (Benchmarking) Ensuring Round Pegs in Round Holes.
The predictive power of benchmarking lies in the ability to compare your applicants to recognised high performers in the same role. Our system benchmarks are carefully created by a team of occupational psychologists ready for you to use.
Xel’s Personality Questionnaire measures your applicant’s key personality traits and compares them against a benchmark of high performers in the same role. This results in an individual job fit score. You can select from over 150 benchmarks or with our help create a custom benchmark based on your own top performers.
1. Conscientious vs. Carefree
Measures drive, organisation and attention to detail. “Conscientious” individuals are disciplined and dependable; “Carefree” ones are more relaxed about structure and deadlines.
2. Likeable vs. Tough-Minded
Assesses social warmth and directness. “Likeable” people are cooperative and empathetic; “Tough-Minded” types are more skeptical and straightforward.
3. Unconventional vs. Rules-Oriented
Captures creativity versus preference for order. “Unconventional” candidates embrace new ideas and change; “Rules-Oriented” ones excel within clear guidelines and routines.
4. Extraversion vs. Introversion
Evaluates energy sources. “Extraverts” thrive on social interaction and assertiveness; “Introverts” prefer reflection and smaller-scale collaboration.
5. Stability vs. Sensitivity
Looks at emotional steadiness under pressure. “Stable” individuals remain calm and confident; “Sensitive” ones may feel stress or self-doubt more acutely.
Additional Scale: Teamwork Preference
Reveals whether someone excels in collaborative settings or prefers independent work.
Additional Scale: Response Authenticity
Checks for genuine answers versus responses aimed at creating a favourable impression.
