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PsicoWeb: Consists of 21 psychometric systems that measure:

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❖ Personality

LUSCHER
Personality test for all types of positions.

It evaluates the individual's projective personality using eight colored cards. It helps us to detect
their needs and anxieties, as well as repressed aspects. The factors that are implicit in this test
are:

• Dominance
• Spontaneity
• Willpower
• Efficiency
• Job Satisfaction

Estimated application time: 10 minutes.

GORDON
Personality test for Executives, Administrators, Supervisors, Heads and Managers.

It assesses the individual's personality through 9 traits that are significant in the person's daily
functioning. The Gordon Personality Profile and Inventory (P-IPG) combines two instruments, the Gordon
Personality Profile (PPG) and the Gordon Personality Inventory (GPI), to make the application of the test
more efficient. The Profile and the Inventory are made up of groups of 4 descriptive phrases called
"tetrads". Each of the 4 personality traits (ARES in the Profile; COPV in the Inventory) is represented by
one item from each tetrad.

These eight traits are relatively independent and psychologically significant in determining an individual's
adjustment and effectiveness in many social, educational and industrial situations. The P-IPG is made up of
the following features:

1 Gordon Personality Profile and Inventory (PPG).

(A) Ancestry
(R) Responsibility
(E) Emotional state
(S) Sociability
(AES) Self-esteem

2 Gordon Personality Inventory (GPI).

(C) Caution
(O) Originality
(P) Personal relationships
(V) Vigor

Estimated application time: 20 to 25 minutes

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BFQ (Big Five Questionnaire)

Customer Service Personality Test b
The "BIG FIVE" model is a system for classifying and describing personality. The "BIG FIVE" model is
proposed as an attempt to measure and unify the different existing points of view. This model proposes
five fundamental dimensions for the description and assessment of personality that are situated at an
intermediate level of generality, in each of the "BIG FIVE" two sub-dimensions have been identified, each
of which refers to different aspects of the dimension itself.

The Distortion (D) scale consists of 12 items and is intended to provide a measure of the tendency to give a
distorted profile of oneself when answering the questionnaire.

1 ENERGY (E)

1 Dynamism
2 Dominance

2 AFFABILITY (A)

3 Cooperation/Empathy
4 Friendliness/friendliness

3 TESON (T)

5 Scrupulousness
6 Perseverance

4 EMOTIONAL STABILITY (EE)

7 Control of emotions
8 Impulse control

5 OPEN-MINDEDNESS (AM)

9 Openness to culture
10 Opening of the experience

Estimated application time: 25 minutes.

IPV
Personality Test for Salespeople

Test that measures the general disposition for sales, receptivity, commercial aggressiveness and
nine personality traits of the evaluated person.

DGV.- General Disposition for Sale: whether or not it possesses personality traits consistent with
commercial activities;

R.- Receptivity: Ability to adapt to people and circumstances, self-control;

A.- Aggressiveness;

I Comprehension;

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II Adaptability;
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 III Self-control;

IV Tolerance to frustration;

V Combativeness;

VI .- Domain;

VII Security;

VIII Activity: or passivity;

IX Sociability.

Estimated application time: 40 minutes.

16 PF (Personality Factors)
Personality Test for Executive, Administrative, Supervisors, Chiefs and Managers.

Test that evaluates the personality of the individual by means of a multidimensional set of
sixteen factors and distortion scale.

The 16 FP Form A is probably one of the best constructed personality inventories currently available (the 16
FP is based primarily on factor analysis).

The 16 factors are listed below:

A (Warmth)
B (Intelligence)
C (Ionic strength)
E (Domain)
F (Impulsivity)
G (Conformity with the group)
H (Audacity)
I (Idealism)
L (Suspiciousness)
M (Imagination)
N (Cunning)
O (Propensity to blame)
Q1 (Rebellion)
Q2 (Self-sufficiency)
Q3 (Compulsivity)
Q4 (Free-floating anxiety)

Estimated application time: 30 minutes.

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CPI
Personality Test for Management. b
It evaluates the personality of the individual by means of four groups of measurements, it
consists of 462 questions, some of the determining factors are:

• Leadership level
• Responsibility
• Dominance
• Sociability
• Tolerance
• Empathy
 • Honesty

Estimated time 25 to 45 minutes

MMPI-2
Clinical Personality Test oriented to organizations.

It evaluates the personality of the individual by means of an important number of personality

types and emotional disorders through 3 types of basic, supplementary and content scales,
consisting of 567 questions, some of the most important factors are:

• Depression
• Hysteria
• Lie
• Problems family members
• Problems with the alcohol and drugs

Estimated time 60 minutes.

❖ Intelligence Tests

TERMAN (Intelligence Quotient)

Intelligence test for Executives, Administrators, Supervisors, Heads and Managers.

Test that measures intellectual capacity, provides the profile of skills and types of intelligence
and learning ability, for people with high school level or higher. It is based on the Binet-Simon
metric scale (from 1890 to 1916), which studies the properties of psychological processes that
vary from one subject to another. The last version revised by Terman in 1916
incorporates the idea from quotient intellectual (C.I.)

The factors it evaluates are:

• Concentration
• Analysis
• Planning
• Information
• Trial
• Vocabulary

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•
•
•
Synthesis
Abstraction
Ordination
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• Anticipation

Once the test is completed, the system defines a series of measures with respect to the
individual, which are:

- Intelligence (I.Q.)
- Memory
- Abstraction
- Expression and synthesis
- Organization and logic
- Conceptualization and planning
- Concentration and reasoning
- Understanding and common sense
- Decision making and reasoning
- Synthesis and analysis
- Attention and deduction

Classifying the C.I. in the following levels:

- Deficient.
- Lower than the Average Term.
- Medium Term.
- Higher than the Average Term.
- Superior.

Estimated application time: 40 minutes.

INTELSOFT (Emotional Intelligence)

Intelligence test for Executives, Administrators, Supervisors, Heads and Managers.

Test that evaluates the Emotional Intelligence of the individual applied to leadership and
organizations through four pillars. It consists of 21 scales.

It measures the following scales:

1 LIFE EVENTS.

2 WORKING PRESSURES.

3 PERSONAL PRESSURES.

4 EMOTIONAL SELF-AWARENESS.

5 EMOTIONAL EXPRESSION.

6 EMOTIONAL AWARENESS OF OTHERS.

7 INTENT.

8 CREATIVITY.

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9 ELASTICITY.

10 INTERPERSONAL CONNECTIONS.

11 CONSTRUCTIVE DISSATISFACTION.

12 COMPASSION.

13 .- PERSPECTIVE.

14 INTUITION.

15 CONFIDENCE RADIUS.

16 PERSONAL POWER.

17 INTEGRITY.

18 GENERAL HEALTH.

19 QUALITY OF LIFE.
 20 RATIO OF RATIOS.

21 OPTIMUM PERFORMANCE.

Estimated application time: 30 minutes.

BARSIT
Operational Intelligence Test

It quickly determines the level of intelligence or aptitude to learn and adaptability of the subject.
It quickly provides an index of learning aptitude by assessing verbal intelligence and numerical reasoning
factors, also involving logical-verbal cognitive elements and general training.

Intellectual Aptitude Ability of a person to solve problems and adapt to the environment
General Knowledge Ability to retain basic general information, general knowledge, and general
Vocabulary comprehension knowledge
Understanding the meaning of words
Verbal Reasoning Word discrimination with logic
Logical Reasoning Ability to associate elements with logic
Numerical Reasoning Ability to handle numbers and reason in numerical terms

As an initial examination, it serves as training for those who have not had the opportunity to test. This first
contact with a relatively simple test establishes an empathy between the subject and the subsequent tests,
and the results will serve as guidelines to determine the application of these tests.

Application: Individual or collective

Estimated application time: 10 minutes.

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RAVEN (Progressive Array Test)

Intelligence test for technical managers

Nonverbal Intelligence Test. Through Progressive Matrices is made up of 60 tasks, divided into 5
subtests, with an ascending level of complexity.

• Observation
• Comparison
• Rational thinking

Estimated application time: 30 to 40 minutes.

WONDERLIC
Intelligence test for technical managers

It evaluates intellectual capacity through logical, numerical and verbal reasoning. It contains 50
questions presented in order of increasing difficulty. Technically, the test is a measure of
"managerial g", which is the primary factor among the many factors that make up intellectual
ability. This would indicate the person's ability to identify the degree of learning, problem
solving, as well as effectiveness in communication processes.

Estimated application time: 12 minutes.

❖ Behavior

HUMANSOFT
Behavioral Test for Administrative, Executive, Managerial and Executive Officers

Evaluates the areas of management and development of human potential to perform more
effectively and objectively in the face of opportunities and problems.

• Leadership
• Values
• Interests
- Thinking form
The Human system is designed to detect and develop human potential in organizations, so that
they can perform more effectively and objectively in the face of the opportunities and problems
they face on a daily basis. As such, the system is also expected to have a favorable impact on
the development and growth of the personnel using it.

Human's fundamental premise is that a better understanding of people at work comes first from a
better appreciation of what work demands of people, so the first step will be to learn to define
work in human terms and set standards for organizations and jobs within them.

In order to evaluate this potential, the system is based on three essential interrelated tests that
provide thinking styles, values, preferences, and ways of behaving in different environments,
important traits of the person that guide his or her professional development.

Cleaver
Values
Thinking Style

Evaluating the performance and drive of people in different situations provides us with
information on the characteristics of the person by evaluating the combinations between the four
scales (D, I, S, C). Considering the correlation between them, the person is placed in a typical
behavioral or personality style and from this point the interpretations are generated.

Values, as determinants of professional interests, should be considered as incentives for action,

as they are the stimuli for behavior. The values determine why a job should be done, or the
reason for certain actions, and to understand them the system uses the Spranger Model that
defines the six "whys":

Desire for power

Desire for money
Search for knowledge
Helping others
Love for beauty
Desire for order

Estimated application time: 35 minutes.

CLEAVER (DISC)
Behavioral Test for Administrative, Executive, Managerial and Executive Officers

It evaluates the behavior of the subject as a leader in a normal way, motivated and under
pressure, as well as his performance in the position, it can be used in a wide range of
evaluations, it consists of 24 items, by means of:

D Mastery: obtaining results in antagonistic situations

I Influence on your contact with people
S Consistency: in performing the work consistently and predictably
Regulatory compliance , with accuracy standards to avoid errors

The CLEAVER test provides a complete description of the individual's personality, emphasizing
his or her aptitudes to perform different social tasks, his or her ability to get along with other
people and relate to them. Make a prognosis of how this individual reacts to certain
circumstances and also of his or her typical reactions and attitudes under pressure situations. It
is suggested what type of activity would perform more efficiently and what things motivate the
individual, orienting his needs and preferences, as well as what can be expected of him and the
conditions in which he should be in order to obtain the best results in his work. Very useful for
determining what type of personnel to hire, how to communicate with your subordinates and
how to form effective work teams, among other options.

Estimated time 10 minutes.

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MOSS
Social Adaptability Test for Managers and Executives b
It evaluates the degree to which a person adapts to different social situations and consists of 30
questions.

• Supervisory skills.
• Decision-making capacity in human relations.
• Ability to evaluate interpersonal problems.
• Ability to establish interpersonal relationships.
• Common sense and tact in interpersonal relationships.

It gives you a percentage graph of performance with the values: well above average, above
average, high, medium and low average, and below and well below average.

Estimated time 20 to 30 minutes.

KOSTICK
Leadership Test for Managers and Executives
Instrument designed to help managers understand their management styles, perceptions and
preferences. It shows the needs, roles and interests classified into seven groups. These groups
show how certain combinations of needs and roles are indicators of how an individual divides his
or her time and energy among these seven facets of life.

1. Energy Grade

N) Need to complete a task

G) Carrying out an intense activity
A) Need for achievement

2. Leadership

L) Leadership activity
P) Requires control of others
I) Ease of decision making (impulse)
 3. Way of Life

T) always active type (moves and acts quickly)

V) Vigorous type

4. Social Nature

X) Requires to be notified (need to be taken into account).

S) Social outreach (being sociable)
B) Group membership required
O) Requires closeness and affection (affinity).

5. Adaptation to work

R) Theoretical type (thinker)

D) Interest in working with details (individually or personally).

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C) Organized type (systematic and structured)

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6. Emotional Nature

Z) Need for change (need to change or not to change)

E) Emotional type, rigid mind (emotionally introverted).
K) Defensive state / aggressiveness / passivity

7. Subordination

F) Need for supervisory support (if in authority)

W) Need for rules and supervision

Estimated time: 20 minutes.

ZAVIC
Behavioral Test for Administrative, Executive, Managerial and Executive Managers

Test that evaluates the values and interests of the individual. It is divided into two areas:

Values:
• Moral
• Legality
• Indifference
• Corruption

Interest:
• Economic
• Politician
• Social
• Religious

Estimated time: 20 minutes.

VALUES
Behavioral Test for Administrative, Executive, Managerial and Executive Managers

Test that identifies personal values and adaptation to the social environment.

• Theoretical
• Economic
• Aesthetic
• Social
• Politician
• Religious

Estimated time: 20 minutes.

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LIFO (Management Style)

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Behavioral Test for Administrative, Executive, Managerial and Executive Managers

An instrument that helps to identify basic preferences when acting in different situations, as well
as goals, attitudes and feelings, strengths and talents of the person being evaluated. It consists
of 18 questions. It is distinguished by its four basic orientations:

• Support (Gives and Supports Style)

• Control (Take and Control Style)
• Analysis (Style Maintain and Conserve)
• Adaptability and Negotiation (Adapt and Negotiate Style)

In this way, people's learning comes from identifying their personal strengths and orientations,
confirming who they are and what they have for themselves, understanding their vulnerabilities
to excess, discovering their triggers for stress and capitalizing on their strengths to be more
effective. LIFO results show their preferences and orientations (most and least likely), when
dealing with routine situations and in the face of stress.

Estimated time 10 minutes.