Summary: The value of using assessments and an introduction to HI’s three assessments

This article gives a short overview of HI’s three assessments and what each test is designed to measure.

Why use assessments?

Evidence based assessments help organizations make better hiring decisions and improve employee development and team performance

• Increase accuracy and predict future performance
• Provides more fair and objective data
• Improve efficiency in hiring and development
• Provide actionable insights for individual, leadership, and team performance
• Reduce turnover and improve psychological safety as well as employee satisfaction

Personality, The Big Five

What does the test measure?

The Big Five measures five core personality traits, giving a structured view of a person's natural behavioural tendencies, work style, and what typically energizes or “drains” them. The results reflect preferences and behavioural style.

Why use it?

Personality predicts job performance. Conscientiousness is strongly linked to performance across roles, while other traits provide role-specific insight (e.g., Extraversion in sales, Emotional Stability in high-pressure environments).

Practical details:

• No time limit, average time is approx. 10 min
• Human-friendly language and reporting, pause and skip functionality, possibility to comment on results and reuse results across roles and organisations

Business value:

• Evidence-based decisions
• Better role–person fit
• Increased performance and retention
• More objective and fair data to support decisions
• Increased efficiency

Logic, General Mental Ability (GMA)

What does the test measure?

Logic, General Mental Ability (GMA), is the overall capacity to learn new things, solve unfamiliar problems and know what to do when you do not already know the solution. HI logic uses two task types:

• Matrix reasoning
• Spatial reasoning (cube rotations)

Together, they capture logical reasoning with minimal language and cultural influence.

Why use it?

GMA is one of the strongest and most consistent predictors of future job performance. The more complex and changing a role is, the more important logical reasoning becomes for learning, problem solving and adaptation.

What it helps you understand

A candidate’s learning ability, problem-solving capacity and cognitive adaptability.

Practical details:

• Duration: approx. 10 min
• Adaptive test with 10–20 tasks, min 10 tasks or max 20 min
• Practice items before start, pause functionality and possibility to reuse results across roles and organisations

Business value:

• Strong predictor of performance across roles
• Fair and comparable across languages and backgrounds
• Identifies learning ability and cognitive adaptability
• Efficient and scalable

HI Test: Humility, Resilience and Stress Behaviours

What does the test measure?

The HI test focuses on how people tend to act at work, especially in demanding situations. It measures:

• Intellectual humility: Self-awareness, perspective-seeking and willingness to reconsider
• Resilience: Recovery capacity, emotional regulation and adaptability
• Stress behaviours: Typical behavioural patterns that may appear under pressure

Why use it?

While personality describes who someone is, the HI test shows how a person is likely to act, particularly during change, challenge or stress. The HI test adds incremental validity to recruitment decisions: it explains behaviours beyond personality and logic, providing a more complete picture of potential performance, collaboration, and leadership and highlighting both strengths and potential risk patterns. 

Practical details:

• No time limit, average time is approx. 12 min
• Human-friendly language and reporting, pause and skip functionality, possibility to comment on results and reuse results across roles and organisations

Business value:

• Highlights strengths and potential risk patterns
• Improves accuracy and predictive power in hiring
• Support development by increasing self-awareness, communication and a more reflective leadership.

Together, the three assessments provide a more complete and predictive basis for recruitment and development.

Updated on: 27/02/2026