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Candidate completing an Ethos Behavioural Styles questionnaire

Ethos™ Behavioural Styles (S): Strengths

Assess your candidates' key character strengths in around 15 minutes.

Key Benefits

  • info Measures key traits and behavioural dispositions
  • list 161 questions
  • alarm Untimed. Typically takes around 15 minutes
  • perm_identity Apprentices, graduates, professionals, managers, senior executives
  • timeline Industry-leading computer adaptive questionnaire
  • accessibility Reduce adverse impact
  • visibility Supervised or unsupervised
  • build Customise to your role
  • work Designed for all sectors
  • folder_shared High-stakes recruitment, personal development, coaching, talent analytics
  • equalizer Designed with Positive Psychology Principles
  • devices PC, Mac, Desktop, Laptop, Tablet, Mobile

The strengths questionnaire is suitable for:

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Culture fit

Culture fit can make or break employing organisations, especially those with firmly established organisational cultures.

 

Identifying a person’s character strengths can ensure congruence between the values of the organisation and the behavioral dispositions of the candidates.

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Role-fit

Behavioural misfit at the role level often results in low levels of employee satisfaction, engagement, and ultimately performance.

 

Ensuring that staff have complementary character strengths helps to achieve role-fit, and thus avoid the problems associated with role-misfit

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Team-fit

Designing high-performing, inclusive, and close-knit teams is a challenge for even the most experienced managers.

 

By measuring character strengths you can ensure proper team composition from a behavioural perspective, minimising conflict and maximising cooperation.

Key features

  • Adaptive Algorithm
  • Fully Customisable
  • Secure
    Data
  • Norms & Benchmarks
  • Candidate Experience
  • Mobile Responsive
  • Fair & Inclusive
  • Professionally Validated

The Ethos Behavioural Styles Questionnaire (S): Strengths

Strengths are the underlying behavioural characteristics which allow us to thrive in the correct environment. Strengths cover a wide range of different behavioural traits, and each person exhibits a different combination of integral strengths. When recruiting for strengths, you ensure that staff hold the key behavioural indicators which underpin performance, well-being, and employee satisfaction in the workplace.

The strengths questionnaire employs modern item response theory psychometric (IRT) modelling, the latest research findings in the field of behavioural assessment. It is designed to accurately measure the traits which underpin a person’s character strengths, both fairly and accurately, all while providing an exceptional candidate experience.

Modern adaptive tests for the digital age

Hiring the right people is the most important thing your organisation will do.

Test Partnership applies cutting-edge predictive data science to hiring, and allows you to benefit from decades of research through our psychometric test tools.

Bring your selection process into the digital age with our fully mobile-responsive tests.

Fair and inclusive selection

For improved diversity and inclusion, Test Partnership has optimised all our tests to achieve industry-beating low adverse impact.

All our tests are designed to identify high-performance whilst minimising adverse impact. We achieve this by trialling and re-trialling against tens of thousands of participants from all backgrounds.

Who uses our tests

  • Kaplan
  • Allianz
  • Roche
  • Unilever
  • Save The Children
  • Clear Score
  • Deloitte
  • AIG
  • Prudential
  • Opus Energy
  • Glencore
  • Marsh
  • Anglia Ruskin University
  • Schneider Electric
  • Talk talk
  • Land Securities
  • Fujifilm
  • Baker Tilly

The Ethos Behavioural Styles Questionnaire (S) Traits

Below is the full list of all the character Strengths measured by the The Ethos Behavioural Styles (S) Questionnaire: Optionally you can weight specific traits applicable to your role.

Perception

  • Creativity

    An individual’s proclivity towards solutions that are new, unusual, unorthodox, and generally outside the box.

  • Curiosity

    An individual’s propensity to seek new knowledge, expand understanding, and investigate new topics.

  • Caution

    An individual’s propensity to weigh up options, make decisions carefully, and avoid impulsivity.

  • Scholastic

    An individual’s propensity to enjoy the process and the results of knowledge and skill acquisition.

  • Perspective

    An individual’s propensity to take a broad view of the world, focus on the big-picture, and prioritise the important things in life.

Fortitude

  • Resolve

    An individual’s likelihood of displaying a fearless attitude towards problems, obstacles, and challenges.

  • Perseverance

    An individual’s likelihood of maintaining a high degree of effort in the face of obstacles and difficulties.

  • Honesty

    An individual’s propensity towards truthful, direct, and straightforward interpersonal communication.

  • Energetic

    An individual's likelihood to remain highly active, keep busy and live their life at a fast pace.

Compassion

  • Warmth

    An individual’s propensity to readily display positive emotional affinity towards other people.

  • Consideration

    An individual’s likelihood of showing high levels of altruism, kindness, and positive regard towards others.

  • Social Tact

    An individual’s capacity for careful, deliberate, and effective interpersonal communication.

Collectivism

  • Teamwork

    An individual’s propensity to seek, enjoy, and operate effectively within a team or functional social group.

  • Equity

    An individual’s personal belief in fairness, equality, and sharing valuable opportunities with other people.

  • Influence

    An individual’s propensity towards taking on responsibility and providing positive influence for other people.

Integrity

  • Forgiving

    An individual’s propensity to readily let go of interpersonal disputes and to avoid holding grudges.

  • Modesty

    An individual’s likelihood of showing humility, rather than pride or arrogance during social interaction.

  • Prudence

    An individual’s propensity to show careful and considered decision making, while avoiding unnecessary risks.

  • Self-Control

    An individual’s propensity to control their own behaviour, stick to their plans, and follow through with their actions.

Positivity

  • Artistic

    An individual’s appreciation of and interest in, aesthetics, beauty, and artistic or cultural pursuits.

  • Appreciative

    An individual’s propensity to feel grateful and thankful, rather than resentful or envious of others.

  • Optimism

    An individual’s propensity to remain hopeful, feel confident about the future, and remain in good cheer.

  • Humour

    An individual’s likelihood of displaying, valuing, and enjoying good humour, often using humour to cheer up others.

Strengths Broad Traits

  • Perception

    A person’s behavioural propensity towards valuing the importance of clear and considered thought.

  • Fortitude

    A person’s behavioural propensity towards valuing courage, grit, resilience, and persistence in the face of adversity.

  • Compassion

    A person’s behavioural propensity towards valuing sympathy, empathy, and altruism during meaningful interpersonal communication.

  • Collectivism

    A person’s behavioural propensity towards operating effectively within a group, team, or wider organisation.

  • Integrity

    A person’s behaviour propensity towards upholding, expressing, and adhering to, one’s personal principles.

  • Positivity

    A person’s behavioural propensity towards positive, constructive, and sanguine expression to other people.

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About Strengths

Strengths are behavioral characteristics, which differ from personality traits in the traditional sense. Character strengths are the traits which allow people to thrive in the correct environment, whereas personality traits are simply descriptors of observed behaviour. This allows you to focus on what the candidate finds motivating and ensure those motivators are in line with the role, the organisation, and the environment.

The Ethos Behavioural Styles series of Questionnaires

The Ethos behavioural Styles series of questionnaires have been designed to measure key behavioural traits which underpin performance, well-being, and engagement in the workplace. These assessments have been designed with positive psychology principles in mind, measuring the traits which help people to thrive and gain fulfilment from their work. This is somewhat distinct from the traditional personality questionnaire approach, which takes a more clinical and impartial view of candidates, performance, and behavioural fit.

FAQs

Commonly asked questions.

  • How much does it cost?

    We charge on a per-candidate basis, not on a per-assessment basis. Please visit our pricing page for more information.

  • When should I use a personality questionnaire?

    Any stage of selection. Personality questionnaires can form part of your initial sift or, more commonly, they are one element of a process you have for shortlisted candidates. For example in senior roles it is common to ask shortlisted candidates to complete the questionnaire remotely and then come in for a structured interview.

  • What level are these tests designed for?

    This is one of the advantages of our adaptive test technology; this questionnaire is suitable for all levels. However, the TPAQ-45 is best suited to high stakes recruitment and the TPAQ-27 is best suited to early stage sifting.

  • How do you protect candidate data?

    We're glad you asked! This is something Test Partnership are quite passionate about and we have implemented privacy by design principles throughout our organisation. We have a whole host of safeguards including: access control; encryption; firewalls; retention policies; and anonymisation. To see all the steps we take please see our GDPR page.

Candidate tips

Personality questionnaires are designed to assess your general character and predict how you are likely to behave in the workplace. There are no right or wrong answers in a personality questionnaire and high scores do not necessarily mean better scores. This is the key difference with other psychometric tests or exams, such as aptitude tests, that you may have taken before.

The scale responses (i.e. Strongly Agree to Strongly Disagree) will appear next to the questions, so you can check your responses and make sure you haven't made a silly mistake.

Always be as honest as possible during a personality assessment. Don't try to provide the responses that you think the employer will want to see, as you might not know exactly what they are looking for.

Make sure you read all of the questions properly. You can take time to reflect on them if you wish, but generally speaking your gut response will usually be most accurate.

Check you have everything you might need: an environment where you can concentrate properly, and your glasses etc. Personality questionnaires are untimed, so you can take as long as you need to complete them. If you lose internet connection during the test, don't worry, simply log back in and continue from where you were.

Maximise
Engagement

Cross-platform compatibility and robust digital infrastructure ensure full, secure assessment delivery to every candidate.

Maximum compatibility and maximum candidate engagement with minimum drop-out rates.

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How Pricing works

Test Partnership offers two pricing options: 1) pay-as-you-go, or 2) unlimited use subscriptions. On our pay-as-you-go pricing, candidates can complete any combination of assessments for the same cost, as we charge on a per-candidate basis not a per-assessment basis. On our unlimited usage subscriptions, you can test an unlimited number of candidates, using any combination of assessments for a fixed monthly or annual cost.

You can see a full list of our prices on our pricing page.

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