15-trait psychometric · in use since 2000
In-depth 150-item assessment framework. About 20 minutes. Scored against published Indian norms, with a consistency check. Then a hiring-manager brief written for this role.
In continuous use since 2000. Scored against published Indian norms.
The instrument
A 150-question inventory. About 20 minutes. Scored against published Indian norms, with a consistency check on how stably the person answered.
A check on whether answers hang together. It is not a lie detector. A strong overall score with a weak consistency result is a reason to probe in interview, not an automatic reject.
Adaptability
Accommodate and adjust to changing circumstances; get along.
Assertiveness
Bold in a group; influence by persuasion.
Competitiveness
Self-assertive drive. Extremes both cause problems; moderate is often preferred.
Dynamism
Sustained effort, buoyancy, dash. Likes to perform.
Reasoning
Put thoughts across logically; arrive at judgement by rational thinking.
Stress Tolerance
Withstand day-to-day stress; organised under pressure.
Self-Reliance
Stand on one’s own; not fellow-dependent.
Leadership
Initiate, influence, direct, without losing self-control.
Emotional Stability
Composure under adversity. (Not “team spirit” — that is Team Work.)
Team Work
Work with others for group goals.
Decision Making
Fair, workable conclusions; lay priorities.
Tactfulness
Manage others’ feelings and behaviour; persuade without abrasion.
Creativity
Imaginative, original, fluent in thought.
Career Maturity
See and take career opportunities; keep relations; decide in time.
Integrity
Sincerity, respect, obedience, responsibility in action.
The brief
The manager gets a role-specific brief: strengths and risks, interview questions, and a 30–60–90 plan. Scores come from the inventory. The brief is written from those scores. Treat it as one input to a hiring decision, not the decision.
Executive summary
The role requires inbound and outbound calls, qualifying leads, overcoming objections, and keeping the pipeline clean. Above-average Emotional Stability and Decision Making support composure on rejection-heavy days and efficient qualification. Assertiveness, Stress Tolerance, and Integrity sit at Average — a baseline, not a differentiator. Recommended Hire, with coaching on assertive closes.
One behavioural pattern
Persuasive persistence without confrontation
Assertiveness 13 (Average) + Tactfulness 15 (Above Average) + Emotional Stability 15 (Above Average)
Holds a position by calm repetition, not volume. Pair with a script that forces an explicit close.
One interview question
Suggested Interview Question · Assertiveness (13/20)
“Describe a time when you had to make a cold call or initiate a conversation with a complete stranger to sell or pitch something. What exactly did you say in the first 30 seconds, and how did you handle their initial resistance or disinterest?”
Why this question
Scores predict comfort in familiar settings but potential reluctance to drive unfamiliar conversations — a direct gap for cold calling.
Strong Signal
A specific opening script, the exact objection heard, and the follow-up phrase used to keep the conversation alive. Ownership of the outcome rather than blaming the prospect.
Red Flag
Waiting for the prospect to show interest first, or “let the conversation flow naturally” with no structured approach.
The full brief also has development areas, management and team fit, five interview questions, and a 30–60–90 plan. See how a recruiter uses it →
Sample questions
Hiring managers still type can they do overtime without complaining? The brief answers from the measured traits, names what was not measured, and gives one thing to check in interview.
Extra hours without much complaining is a reasonable expectation, driven by above-average composure rather than exceptional energy.
The inventory did not measure actual overtime history.
Next step: Ask them to describe a specific week of extended hours and how they handled fatigue.
This is a sample, not a live candidate. Questions about age, family, gender, race, or criminality are refused. Integrity is not a theft score.
Process
About 20 minutes. Phone or computer. English or Hindi. 150 questions, timed.
Trait scores, consistency, and a hire recommendation, plus a role-specific brief written from those results. Minutes, not weeks.
Role-specific strengths and risks, interview questions, and a 30–60–90 plan. Then the follow-up questions that matter for this role.
Also in the suite
A personality questionnaire for sales and customer-centric hiring. It measures the attributes with a direct bearing on that work, then turns the scores into a profile a sales manager can read.
Taken and scored online. The report is a graphic profile of the success-related factors the questionnaire measures.
A short SWOT sets sales-personality strengths against the costs of those strengths, concise enough to use before an interview.
Built for sales-oriented work. The 150-question inventory above stays the instrument when you are hiring across roles.
Pricing
Priced by how many assessments you send. The 7-day trial stays free: 5 invites a day, and 1 AI analysis per signup.
₹1,499
per month
50
assessments / month
No AI analysis
Start 7-day trial₹3,499
per month
200
assessments / month
Start 7-day trial
₹6,999
per month
600
assessments / month
Start 7-day trial
Custom
quoted for your team
Unlimited
assessments
Contact sales
Prices in INR, billed monthly. Starter does not include AI analysis. Enterprise is unlimited volume at a quoted price.
Join leading companies using Smart Hiring for data-driven recruitment decisions
15-trait psychometric · in use since 2000
In-depth 150-item assessment framework. About 20 minutes. Scored against published Indian norms, with a consistency check. Then a hiring-manager brief written for this role.
In continuous use since 2000. Scored against published Indian norms.
The instrument
A 150-question inventory. About 20 minutes. Scored against published Indian norms, with a consistency check on how stably the person answered.
A check on whether answers hang together. It is not a lie detector. A strong overall score with a weak consistency result is a reason to probe in interview, not an automatic reject.
Adaptability
Accommodate and adjust to changing circumstances; get along.
Assertiveness
Bold in a group; influence by persuasion.
Competitiveness
Self-assertive drive. Extremes both cause problems; moderate is often preferred.
Dynamism
Sustained effort, buoyancy, dash. Likes to perform.
Reasoning
Put thoughts across logically; arrive at judgement by rational thinking.
Stress Tolerance
Withstand day-to-day stress; organised under pressure.
Self-Reliance
Stand on one’s own; not fellow-dependent.
Leadership
Initiate, influence, direct, without losing self-control.
Emotional Stability
Composure under adversity. (Not “team spirit” — that is Team Work.)
Team Work
Work with others for group goals.
Decision Making
Fair, workable conclusions; lay priorities.
Tactfulness
Manage others’ feelings and behaviour; persuade without abrasion.
Creativity
Imaginative, original, fluent in thought.
Career Maturity
See and take career opportunities; keep relations; decide in time.
Integrity
Sincerity, respect, obedience, responsibility in action.
The brief
The manager gets a role-specific brief: strengths and risks, interview questions, and a 30–60–90 plan. Scores come from the inventory. The brief is written from those scores. Treat it as one input to a hiring decision, not the decision.
Executive summary
The role requires inbound and outbound calls, qualifying leads, overcoming objections, and keeping the pipeline clean. Above-average Emotional Stability and Decision Making support composure on rejection-heavy days and efficient qualification. Assertiveness, Stress Tolerance, and Integrity sit at Average — a baseline, not a differentiator. Recommended Hire, with coaching on assertive closes.
One behavioural pattern
Persuasive persistence without confrontation
Assertiveness 13 (Average) + Tactfulness 15 (Above Average) + Emotional Stability 15 (Above Average)
Holds a position by calm repetition, not volume. Pair with a script that forces an explicit close.
One interview question
Suggested Interview Question · Assertiveness (13/20)
“Describe a time when you had to make a cold call or initiate a conversation with a complete stranger to sell or pitch something. What exactly did you say in the first 30 seconds, and how did you handle their initial resistance or disinterest?”
Why this question
Scores predict comfort in familiar settings but potential reluctance to drive unfamiliar conversations — a direct gap for cold calling.
Strong Signal
A specific opening script, the exact objection heard, and the follow-up phrase used to keep the conversation alive. Ownership of the outcome rather than blaming the prospect.
Red Flag
Waiting for the prospect to show interest first, or “let the conversation flow naturally” with no structured approach.
The full brief also has development areas, management and team fit, five interview questions, and a 30–60–90 plan. See how a recruiter uses it →
Sample questions
Hiring managers still type can they do overtime without complaining? The brief answers from the measured traits, names what was not measured, and gives one thing to check in interview.
Extra hours without much complaining is a reasonable expectation, driven by above-average composure rather than exceptional energy.
The inventory did not measure actual overtime history.
Next step: Ask them to describe a specific week of extended hours and how they handled fatigue.
This is a sample, not a live candidate. Questions about age, family, gender, race, or criminality are refused. Integrity is not a theft score.
Process
About 20 minutes. Phone or computer. English or Hindi. 150 questions, timed.
Trait scores, consistency, and a hire recommendation, plus a role-specific brief written from those results. Minutes, not weeks.
Role-specific strengths and risks, interview questions, and a 30–60–90 plan. Then the follow-up questions that matter for this role.
Also in the suite
A personality questionnaire for sales and customer-centric hiring. It measures the attributes with a direct bearing on that work, then turns the scores into a profile a sales manager can read.
Taken and scored online. The report is a graphic profile of the success-related factors the questionnaire measures.
A short SWOT sets sales-personality strengths against the costs of those strengths, concise enough to use before an interview.
Built for sales-oriented work. The 150-question inventory above stays the instrument when you are hiring across roles.
Pricing
Priced by how many assessments you send. The 7-day trial stays free: 5 invites a day, and 1 AI analysis per signup.
₹1,499
per month
50
assessments / month
No AI analysis
Start 7-day trial₹3,499
per month
200
assessments / month
Start 7-day trial
₹6,999
per month
600
assessments / month
Start 7-day trial
Custom
quoted for your team
Unlimited
assessments
Contact sales
Prices in INR, billed monthly. Starter does not include AI analysis. Enterprise is unlimited volume at a quoted price.
Join leading companies using Smart Hiring for data-driven recruitment decisions
