Behavioural Assessments & Tests

Understanding a person's behavioural style will allow you to evaluate their fit for certain job roles and their preferences for communicating with others.

Behavioural Assessments & Tests

Understanding a person's behavioural style will allow you to evaluate their fit for certain job roles and their preferences for communicating with others.

  • Explore behavioural-fit
  • Identify areas for development
  • Motivate and engage staff
  • Improve communication
  • Manage performance
  • Recruit the right person
 

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Thomas' behavioural assessment

Using four main profile factors: Dominance, Influence, Steadiness and Compliance, Thomas' Personal Profile Analysis (PPA) provides information on an assessment taker's fears, motivators, values and behaviours.

How our behaviour assessments work

In just 8 minutes, Thomas' assessment of behaviour (PPA) provides an accurate insight into how people behave at work.

8 Minute Assessment

In just 8 minutes, Thomas' behavioural test provides an accurate insight into how people behave at work, allowing you to maximise your learning and development budget, gain greater certainty when recruiting, and understand how to avoid staff turnover.

Detailed Profile

Thomas behaviour tests provide you with an initial profile detailing a person’s strengths and limitations, their communication style, their value to the business, what motivates them, their basic fears and how they behave under pressure.

Diverse Reports

Once a PPA has been completed, you have instant access to business-outcome focussed reports that enable you to match people to jobs, sift CVs, manage, coach, develop, onboard and train your people.

Personal Profile Analysis Report

Assessment Information

Assessment type: Behavioural profile

Format: 24 questions

Availability: 56 languages (Platform dependent)

Time to complete: 8 minutes

Training required: None

Validation: Registered with the British Psychological Society and audited against technical criteria established by the European Federation of Psychologists’ Associations

Our team sat the Thomas Behaviour assessment, and we all found the results to be very accurate considering how few questions it asked. Using it to gain greater understanding and insight into candidates is invaluable when recruiting, and I can see it being an essential tool for managing a team as well.

Laura O’Driscoll, Managing Director

od talent solutions logo

Our team sat the Thomas Behaviour assessment, and we all found the results to be very accurate considering how few questions it asked. Using it to gain greater understanding and insight into candidates is invaluable when recruiting, and I can see it being an essential tool for managing a team as well.

Laura O’Driscoll, Managing Director

od talent solutions logo
od talent solutions logo

Our team sat the Thomas Behaviour assessment, and we all found the results to be very accurate considering how few questions it asked. Using it to gain greater understanding and insight into candidates is invaluable when recruiting, and I can see it being an essential tool for managing a team as well.

Laura O’Driscoll, Managing Director

Background & Theory

In the late 1950s and early 1960s, Dr. Thomas Hendrickson developed William Moulton Marston’s DISC theory to produce the Thomas Personal Profile Analysis (PPA) for the work place.

Marston’s original theory stated that actions based upon emotions are an individual’s biosocial response to supportive or hostile social environments. These actions determine how the individual interacts with the environment.

It was theorised that the way in which the individual interacts with the environment takes four basic directions: tendencies to dominate, influence, submit and comply. Marston published his book ‘Emotions of Normal People’ in 1928, which described his theory of human consciousness in comprehensive detail.

The PPA, also known as the Thomas Behaviour assessment, determines whether individuals see themselves as responding to workplace situations that they perceive to be favourable or challenging, and reveals whether their response patterns are active or passive; thus classifying the individual’s behavioural preferences in terms of four domains: Dominance, Influence, Steadiness and Compliance.


Mobile PPA assessment infront of laptop v.2

Format

The Thomas PPA is a forced-choice assessment which uses an ipsative referencing method – an individual’s response patterns are compared to themselves rather than the scores of a comparison group. Individuals are asked to select one adjective which they believe describes them most and one which describes them least.

In order to complete the PPA, individuals choose two trait adjectives from a block of four, one 'most like' and one ‘least like’ them. This process is repeated 24 times, giving 48 choices from a total of 96 words.

The PPA is available electronically via the web and in paper-and-pencil format. Thomas International has also developed the PPA+ format which is suitable for people with a reading age of 11+ and for candidates who are fluent in English but for whom English is not their first language.


Reliability & Validity

The Thomas PPA has been subject to rigorous scientific testing to determine its reliability and validity as a psychological assessment. The PPA is registered with the British Psychological Society (BPS) after it was audited against the technical criteria established by the European Standing Committee on Tests and Testing, part of the European Federation of Psychologists' Associations.

Thomas International conducts on-going psychometric research with the PPA. We have previously collaborated with the Psychometrics Centre at Cambridge University. Please get in touch with [email protected] if you are interested in supporting our continuous development programmes.

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Frequently Asked Questions

  • What is a behavioural assessment?

    Behavioural assessments explore someone’s tendency towards certain kinds of behaviour and their communication style (how they are likely to interact with others).

    Based on DISC theory, Thomas’ Personal Profile Analysis (PPA) provides you with information on an assessment taker's fears, motivators, values and behavioural style.

  • What is the difference between behaviour and personality tests?

    Behaviour differs from personality in that it is more changeable, since we adapt our behaviour depending on the situation or role.

    Personality is more fixed and characterised in terms of traits. Thomas’ Workplace Personality Assessment, HPTI, measures six traits to assess a candidates’ suitability to a certain job role or position and identifies leadership potential.

  • Why use behavioural assessments in the workplace?

    People are hired for their education, knowledge and technical expertise but are most often fired, reassigned or overlooked for promotion because they lack the appropriate interpersonal skills.

    Behavioural assessments help ensure that the best-fitting candidates are hired and that the right kind of people are promoted. They enable people to increase their self-awareness and help individuals and groups to better communicate with each other.

    In just 8 minutes, Thomas' behavioural assessment, Personal Profile Analysis (PPA) can provide you with an accurate insight into how your employees behave at work.