The PDA Assessment is a behavioral profile evaluation used in HR. What it describes, how it is used in selection, and how it compares with other ways to assess candidates in LATAM.
A workplace psychometric assessment is a standardized evaluation that measures aptitudes, personality or competencies in a comparable way, to support hiring decisions with evidence beyond the resume and the interview.
Selection assessments fall into four families —cognitive, personality, competencies and integrity— plus technical skill assessments. Each answers a different question, and the key is to combine the ones the role needs.
A balanced battery covers the role's dimensions without overloading the candidate. A practical guide to combining personality, aptitude, and technical skill by role.
Big Five describe la personalidad en cinco grandes dimensiones; 16PF la describe con dieciséis factores más específicos. La diferencia para reclutamiento está en el nivel de detalle y en quién interpreta el resultado.
Reasoning, behavioral style and technical knowledge answer different questions. Together they give a complete signal of role fit, without predicting performance.
How to read a 16PF profile in selection: what its 16 factors describe, how they group, and why it needs more interpretation than a five-factor model.
How to read a DISC profile in selection: what each dimension means, how to combine them and what mistakes to avoid. DISC describes styles.
Combining 6 to 8 tests usually covers a role's dimensions without overloading the candidate. The criterion isn't quantity: it's useful coverage.
DISC describe cuatro estilos de comportamiento fáciles de comunicar; 16PF describe la personalidad con dieciséis factores detallados. Cuál elegir depende de cuánto detalle necesitas y de quién va a leer el resultado.
DISC describes behavioral styles simply and clearly; Big Five describes personality across five dimensions with a stronger academic basis. The choice depends on the role and on what you use the result for, not on which is 'better'.
A cognitive test measures reasoning aptitude; a personality test describes behavioral styles. What each tells you and why you should combine them.
How to read a personality test in hiring without overinterpreting: what it really describes, mistakes to avoid, and how to turn the profile into better interviews.
No hay una única mejor prueba de personalidad para selección: DISC, Big Five y 16PF describen estilos con distinto nivel de detalle. La mejor es la que se ajusta a tu cargo y a quién interpreta el resultado.
The OCEAN or Big Five model describes personality across five factors. What each one means and how to read them in hiring without making them a verdict.
What the emotional quotient (emotional intelligence) is, which dimensions an EI test describes, and how to read its result in hiring without overreading.
DISC is one of the most widely used behavioral models in hiring. What it describes, how it is used to understand a candidate’s behavioral profile, and what not to expect from it.
A percentile places a result against a reference group; it doesn't measure how much someone knows. What it means, how to read it, and common mistakes.
A workplace intelligence test measures a candidate's reasoning aptitude at a given moment, comparably. What it evaluates, what it's for, and its limits.
What the BIS-11 (Barratt) scale measures, which facets of impulsivity it describes, and how to read its result in selection without turning it into a diagnosis.
What the Wonderlic test measures, the general cognitive ability it evaluates, and how to read its result in selection without over-interpreting it.
Logical, verbal and numerical reasoning measure distinct aptitudes. What each one measures, which roles it matters most in, and how to choose the right one.
Personality, aptitude, and technical are three layers that describe different things about a candidate. What each adds and why together they give a fuller signal.
Assess your applicants before the interview and compare them with common criteria. You decide; Kokoro gives you the support.