Grit
How persistent are we really?
Persistence in behaviour, expressed through diligence, hard work and stable conduct in spite of frustration and fatigue.
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Methodology
What Cultural Fit measures, and how
Everything a specialist needs before deciding on a tool. Without the marketing.
Origin of the instrument
An original, not an adaptation
Cultural Fit was built from scratch, together with the Centre for Applied Psychology of the Serbian Psychological Society, the national professional association for psychology. No existing instrument was translated or adapted, which is the usual route on this market.
The instrument went through a verification process. It is now in production at the National Employment Service of Serbia, the country's public employment institution and the holder of its largest candidate database.
8traits
94indicators
174questions
30 to 45minutes to complete
Eight traits
The eight traits Cultural Fit profiles
The traits were selected by how well they predict successful performance at work. Each is tracked through a group of indicators, 94 in total.
Proactivity
How far do we create our own chances?
Self-initiated and future-oriented action, sustained over time in order to bring about change, through a process of anticipating, planning, deciding and reflecting.
Innovativeness
Do we actually trust our own ideas?
A person's inclination to improvise, generate original ideas and take on challenges. It covers the capacity for innovative problem solving at work, the ability to look for alternative solutions and experiment, together with creativity, curiosity, persistence and the ability to consider different perspectives.
Cooperativeness
Do we have basic trust in other people's intentions?
This covers understanding and respecting other people's inclinations and needs as much as one's own, and is connected to how far a person sees themselves as an integral part of society as a whole. It shows in how well people get along with others and includes identification with them, acceptance of others, and the willingness to help and be of service.
Conscientiousness
What do we do when things go downhill?
The ability to plan and organise, together with a tendency towards self-control, hard work and reliability. It shows as an inclination to respect rules and order and to be accountable to others.
Self-efficacy
How goal-oriented are we?
A person's beliefs about their own capacity to succeed within the organisation, expressed through readiness to take the actions required to reach a goal and to perform work tasks effectively across different situations at work.
Preferred decision-making style
Do we leap, or look first?
A learned and adopted pattern of behaviour when a person faces a situation that requires a decision, that is, a choice between a number of alternatives. It covers deliberateness, pragmatism, rationality, systematicity, initiative and analytical thinking.
Communication skills
Are we the ones who persuade?
This covers general interpersonal communication competence, as well as the individual aspects of communication competence required for successful communication, which operate through a complex system of interconnected knowledge, motivation, skills and abilities.
Question design
Why scenarios rather than statements about yourself
A conventional questionnaire asks how far you agree with a statement about yourself. Everyone knows which answer is the desirable one, so the test ends up measuring how well a candidate guesses the expectation.
Cultural Fit presents 174 short situations from the workplace and asks what you would do. The design of the questions neutralises the tendency to give socially desirable answers, and the short online format prevents pattern answering.
The eight traits are tracked through 94 indicators. Measured together, all constructs in the instrument describe highly functional individuals.
Deliverables
From answers to a decision
- Automated reportA profile across the eight traits, ready within 24 hours of completion.
- MatchmakingThe AI engine compares a candidate profile with the profile of your company and team and ranks the list. The decision is made by a person.
- Psychologist's analysisExpert interpretation of the results, guided by the client's specific question, within two to three working days.
Data protection
Candidate data
Testing is carried out with the candidate's consent. Processing follows the Serbian Personal Data Protection Act, which is aligned with the European GDPR. We sign a data processing agreement with every client. Results are interpreted by a psychologist, guided by the client's specific question.
Frequently asked questions
Has the instrument been validated?
The instrument was developed and verified with the Centre for Applied Psychology of the Serbian Psychological Society, the national professional body for psychology.
Who interprets the results?
The automated report is generated by the platform. The additional analysis is done by a psychologist.
Does an algorithm decide about people?
No. The AI engine compares a candidate profile with the profile of the company and team and ranks the list on that basis. The decision is made by a person, supported by the report and, when needed, the psychologist's conclusion.
Do you measure intelligence or knowledge?
No. We measure traits and patterns of behaviour relevant to success at work.
In which language is the assessment completed?
In Serbian. An English version of the instrument is not currently available.
Does the instrument replace the interview?
No. Cultural Fit prepares the interview and shows what needs to be checked in it.
Next step
We build the solution around your company
The quickest way to see whether the instrument fits your situation is a short call about what exactly you are trying to solve.
From that conversation we shape the scope of the assessment, the content of the reports and the way we deliver them, specifically for your situation. We also show you what a real report looks like, on an example close to your business.
Fifteen minutes, no obligation and no preparation on your side.