Selection & Recruitment Report

The Quest Profiler®

These reports are commonly used for recruitment, organisational restructure and senior level people development. Three levels of personality reports are available using The Quest Profiler®: Standard, Full and Premium reports. These reports have varying levels of content and vary in cost accordingly. The Standard report is recommended for straightforward selection, during which probing competencies more suitable for managerial and professional roles is not required. For selecting into these higher-level roles, we recommend the Full report. If even greater detail is required and the agenda is to further develop those already in managerial and professional roles, then we would recommend the Premium report.

What's included in the Selection & Recruitment Report?

The Quest Profiler® Selection and Recruitment report includes a thorough analysis of 24 specific personality traits, enabling you to gauge individual characteristics crucial for hiring and development. This is done across three different levels:


This offers a foundational psychometric assessment package. Ideal for matching behaviours you seek in a job or understanding work-related tendencies.

35 credits

  • Behavioural Preferences
  • Leadership Styles
  • Team Styles
  • Matching Role Profiles*

additional 15 credits


In addition to the Standard report, this provides a more in-depth view, guiding decisions related to strengths/development needs, selling styles and fundamental motivation.

55 credits

  • Standard plus...
  • Sales Performance
  • Culture Match
  • Competencies
  • Interview Questions


Especially suited for for leaders, managers and individuals committed to comprehensive career advancement, the Premium report offers a detailed roadmap for exceptional leadership.

75 credits

  • Full plus...
  • Leadership Approach
  • Conflict Handling
  • Jungian Type
  • Emotional Behaviours
  • Development Interventions

Selection & Recruitment Reports

The Quest Profiler®

Our reporting system uses these behavioural insights to provide you with a clear and thorough understanding for both selection and development purposes.

Behavioural Preferences 1/1

Behavioural preferences are the building blocks for all other aspects of personality. Organised into areas relating to People, Thinking, Feeling and Drive, they give a rich, thorough and illuminating insight into an individual. Extremely useful in both selection and learning and development applications, they are ideal for enhancing and structuring your interview process.


Leadership Styles 1/2

When someone is called on to lead, what approach do they prefer to take? The Quest Profiler®'s leadership styles highlight the six most prevalent ways of leading others, and the degree to which an individual is likely to adopt them. Knowing the leadership disposition of an individual is extremely useful when deciding whether someone could take on a leadership role, and what kinds of responsibilities that person would be best to tackle. By matching the appropriate opportunities and challenges to the leadership styles of your people, you can get the most from their different methods of leadership.


Leadership Approach 1/4

Valuable in higher-level learning and development and an important concept introduced on our leadership and management programmes, Leadership Approach provides an insight into an individual's style when taking taking charge of groups of people. Knowing if someone is likely to be full of ideas and determined to shake things up, or whether they prefer to take an approach based on planning and process is crucial when considering if an individual will be suited to your leadership opportunities and challenges.


Team Styles 1/5

The most effective teams will consist of individuals that have a variety of behavioural preferences in the workplace. Whether building a team from scratch, or learning how to develop and refine an existing group of people on one of our team facilitation workshops, The Quest Profiler®'s team styles are great for identifying the roles an individual will naturally assume when working with others, and improving their working relationships within that team.


Sales Performance 1/6

With many people having to interact with clients in a sales capacity, both in the classic sense and in a supportive role, it is important to know where their strengths and weaknesses may lie. The Sales Performance section provides a valuable summary of an individual's preferences for the people side of sales, such as customer insight or negotiation and the research, preparation and post-sales processes that are commonly overlooked. This balanced overview makes it an ideal tool for both the development of existing sales and support staff and the recruitment of new ones.


Conflict Handling 1/8

In the workplace, individuals respond to conflict in different ways and understanding these different behaviours is crucial in the resolution of conflict and the introduction of suitable interventions. The Quest Profiler®'s conflict handling section identifies those behaviours, explains when they can be more or less effective, and how they may interact with others who adopt similar or different styles, enabling you to understand past conflict and to help prevent it in the future. Conflict Handling, a topic introduced on our team facilitation workshops, is receiving increased attention at every level in the workplace and this section of The Quest Profiler® can prove a vital tool in mediation settings.


Jungian Type 1/10

The idea of personality 'types', introduced by psychoanalyst Jung and popularised by Myers and Briggs (MBTI), focuses on the similarities between individuals and can be extremely useful when describing a person's personality in simplistic, straightforward terms. As personality tools that use 'types' can unfairly stereotype the individual, The Quest Profiler® (a 'trait' based tool) represents Jungian types on a continuum so that it is possible to see not only what the individual tends to be (e.g Extrovert or Introvert), but also how strongly the individual will show those behaviours. This section of The Quest Profiler® is extremely useful for trying to quickly establish any similarities that might exist between groups of individuals.


Emotional Behaviours 1/11

The ability to recognise, understand, manage and use emotion has become a much-prized aspect of human personality in the workplace. With their valuable ability to spot how others are feeling, emotionally intelligent individuals are able to use emotion as a source of help, motivation and inspiration for others. The emotional behaviours measured by The Quest Profiler® are ideal for examining the emotional state of the workplace when looking to develop individuals, and achieving an understanding of what lies beneath the surface when looking to promote the engagement and motivation of staff.


Culture Match 1/12

An organisation's culture has a crucial impact on its performance - it influences what behaviours are rewarded, how people work together and how decisions are made. Culture Match examines which aspects of an organisation's culture are likely to be particularly appealing, including security, challenge and the opportunity to provide a service. Using this section of The Quest Profiler® will allow you to identify those individuals who are more likely to enjoy a greater level of engagement, commitment, productivity and loyalty at an organisation, and is ideal for both selection and development purposes. If you are looking to measure the culture, values and levels of engagement across an entire organisation, our Culture & Engagement tool is ideal, and is available as part of The Psychometric Portal®.


Competencies 1/14

Competencies are the qualities that make individuals good at certain jobs and this section of the report suggests 20 such competencies that are likely to be stronger or less strong for an individual, based on that person's preferred behaviours. The matching of behaviours to competencies was done scientifically in a validity study and, page by page, the report reveals which behaviours have been used to predict which competencies. It then goes on to generate appropriate interview questions around each competency area which our clients have found very useful for probing applicants in selection situations, particularly if they are less experienced in competency-based interviewing. The questions come complete with follow-ups and lists of the kinds of specific actions that the interviewed applicant's answers might reflect suggest (both positive and negative). These pages are ideal for structuring an interview exploring a candidate's suitability for higher-level roles.


Development Interventions 1/15

If a candidate is likely to need further development in key competency areas, this section is designed to be a 'springboard' for next steps. Thus the report does not merely diagnose, it suggests the way forward. Further reading around the competency area is highlighted, along with appropriate training courses. In addition, changes to behaviours at work are suggested in an accessible and easily-digested way. Although these sections are full of relevant detail, it is also possible to customise them, bringing in your own suggested reading matter and training (perhaps tying in with what is available in your particular organisation), as well as culturally-specific advice on changing behaviour. The report particularly focuses on those competencies which are most likely to be in need of further development (though this can be altered too). Our clients tell us that this is an aspect of the report's output they find particularly valuable for further developing their employees.


Matching Role Profiles 1/16

Being able to sift through a group of candidates with ease is proving to be an invaluable tool in both the HR and recruitment industries - CV screening takes time, and key skills are often overlooked or missed. By using The Psychometric Portal®, Job Analysis can be used to generate a clearly defined specification (role profile) for a job. Job Match, also available in The Psychometric Portal®, can then be used to compare results from The Quest Profiler® against role profiles with ease, identifying at a glance whether a candidate is a good match. This can even be added to the Quest reports. This popular and highly effective feature is used by organisations of all sizes to quickly and reliably select the best candidates, and can even identify large-scale training needs.

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NNUH NHS Foundation Trust

I have been delighted by the service offered by eras. The team are incredibly supportive and knowledgeable and I find the psychometrics invaluable as part of our offer for selection and leadership development.

Sarah Pask Associate Director of Organisational L&D NNUH NHS Foundation Trust
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Wellcome Trust Sanger

The Psychometric Portal is a very good tool to use in recruitment selection and staff development

Wellcome Trust Sanger
The Wine Society

We are delighted to recommend the use of eras products for use within both recruitment campaigns and for employee development. The tools that we use for both purposes have a good level of flexibility and can be matched against roles of all types and levels within our business.

Andrea Harkness HR Advisor The Wine Society
National Theatre

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Gabriela Gandolfini National Theatre
Snow Software

We use The Quest Profiler® and the wider eras tools heavily at Snow and they are a key part of our kit. From recruiting tools to developmental psychometrics for individuals and teams through to leadership 360s the quality of the data and reports has made a significant difference to our people worldwide. They gain insights and actionable feedback that helps them grow and build the success and careers they aspire to.

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