Personality profiles and tests

At Foodjob Nordic, good recruitment is about people. We are passionate about understanding both candidates and companies in depth – not only based on CVs and interviews, but also based on well-documented testing tools.

No test alone can paint the full picture of a person. But when tests are used correctly and interpreted in dialogue with the candidate, they can provide valuable insight that creates a more nuanced and balanced decision-making basis. That is exactly how we use them.

That is why we collaborate with leading system suppliers within personal assessment and testing – and we are certified in the most recognized profiling tools on the market.

What you as a customer can expect
🔍 We help you choose the right tool for your recruitment task
🧩 We interpret test results in close dialogue with the candidate
🗣️ We give you professional feedback and sparring on the results
🔒 We ensure ethical and transparent use of data

The tools we work with
We use a wide range of personality and logical testing tools – always based on what makes the most sense in the specific recruitment task. Below you can see some of the person profiles we are certified in and use.

DiSC profile
Works with four behavioral styles: Dominance, Influence, Stability and Competence-seeking. A simple and effective tool for understanding preferences and collaboration style – both in recruitment and team development.

Predictive Index (PI)
Profiles four core personality traits: Dominance, Extraversion, Patience and Formality. Suitable for matching behavior with job requirements and teams.

Master Person Analysis (MPA)
Focuses on ‘I-behavior’, ‘we-behavior’ and task orientation – and provides an in-depth analysis of motivation, collaboration style and work methodology.

Occupational Personality Questionnaire (OPQ)
Works with 32 work-related traits and compares the candidate to a large norm group. Can be linked to 20 universal competencies (UCF) and used in both recruitment and talent development.

Hogan Assessments
HPI (personality’s “sunny side”), HDS (personality’s “shadow side”) and MVPI (motives and values). Used to identify strengths, risk behavior and value match in relation to the company’s culture and management style.

 

Cognitive tests: Measures of abilities, not just experience

We use logical tests when the task requires it – for example, for management and specialist roles. They assess abilities within:

Verbal tasks (text comprehension and argumentation)

Numerical tasks (data comprehension and number processing)

Spatial/inductive tasks (pattern and problem solving)

Predictive Index Learning Indicator (PI LI)
Test with fixed time and fixed difficulty. Focus on speed and accuracy.

Adjustable Competence Evaluation (ACE)
Adaptive test that adapts to the candidate’s level on an ongoing basis. More precise assessment of competence level.

A test is never the answer alone – but it can raise new questions
Our approach is curious, respectful and balanced. We use testing to ask better questions – not to make quick judgments. We believe that the best match is found at the intersection of experience, culture, ambition – and human insight.

Do you have any questions or want to know how we use testing in practice?
Contact us for a no-obligation chat – we’d be happy to share our experiences.