To determine the proper theoretical background, Bryq’s team of organizational psychologists evaluated several theories, looking for those that:
are objective, and free of any bias (racial, gender, culture)
are stable over time
have been tested in many cultural and racial contexts
have been thoroughly validated
We identified the following 3 theoretical foundations that were used when building the Bryq assessment:
16 Personality Factor Model (16PF)
British psychologist, Raymond Cattell, used a statistical procedure known as factor analysis to pinpoint sixteen personality traits that could be used to understand behavior and differing personalities. These primary traits make up his personality test, which was developed over several decades and is used by psychologists, as well as recruitment consultants and individuals for personal and career development.
Holland Code (RIASEC)
Psychologist Dr. John Holland created a three-letter code which makes up an individual’s three dominant personality types out of six possible choices. Holland classified the personality types in six groups: realistic, investigative, artistic, social, enterprising, and conventional. He believed that occupations could be classified in the same way and that matches between the two can be made. This theory is one of the most frequently applied career development tools and demonstrates Holland’s belief that one´s occupation selection is actually an expression of one´s personality.
The Five Factor Model
The Five Factor Model, or “The Big Five”, was developed by several independent researchers who discovered and defined five broad categories of personality traits that may account for individual differences. These traits are openness, conscientiousness, extraversion, agreeableness, and neuroticism (OCEAN). These five factors are also broken down into six facets on which an individual is scored from low to high compared to others. This model is considered remarkably universal and is one of the most commonly used models of personality testing in academic psychology, recruitment, and personal development.
Bringing it all together
Based on these theories, we built the Bryq assessment. For the first time, ability and personality assessments are combined in such a way as to ensure a well-rounded and complete profiling of candidates.
All an employer needs to do is select the position that needs to be filled. Potential hires are then tested in a non-transparent, pleasant, and engaging environment that doesn’t allow for boredom or manipulation. Finally, interviews are conducted with only the best matches from those identified by Bryq.
This innovative way of testing gives valuable insights to the employer and the candidate even before the first interview takes place. This provides three main benefits to an organization: reduction in employee turnover, increase in hiring quality, reduction of costs associated with hiring and retention.
References to research AND ARTICLES used
Burns, G.& Christiansen, N.& Morris, M. & Periard, D. & A. Coaster, J. (2014). Effects of Applicant Personality on Resume Evaluations. Journal of Business and Psychology.
Derous E, Decoster J. Implicit Age Cues in Resumes: Subtle Effects on Hiring Discrimination. Front Psychol. 2017;8:1321.
Harvard Business Review - The Legal and Ethical Implications of Using AI in Hiring.
Harvard Business Review - How to Use Psychometric Testing in Hiring
World Economic Forum. AI-assisted recruitment is biased. Here’s how to make it more fair.
Careerbuilder survey. The cost of a Bad Hire.
Society for Human Resource Management. Average Cost-per-Hire for Companies is $4,129.