Psychometric Assessments

TeamTrait uses a blend of psychometric assessments to reveal a fuller picture.

When you're looking for your next star employee, a single assessment provides only a limited view of a candidate's mindset.

TeamTrait takes a multi-​science approach, using a blend of psychometric assessments to reveal more than 150 traits about job candidates and each member of your team.

TeamTrait can provide these assessments at an incredible value because we do not slap our logo on someone else's reports. We've programmed, tested and validated our own platform to automate assessment testing and provide instant report findings.

If you're looking for a better alternative that provides better assessments at a better value, then you need to check out TeamTrait. Scroll down to learn more.

TeamTrait's 3 core assessments can be completed
in as little as 15–20 minutes.


The DISC assessment is a behavioral analysis tool and one of TeamTrait's core assessments. It was conceptualized by psychologist William Marston in the 1920s. Marston's work, which focused on emotions and behavioral patterns rather than cognitive attributes, laid the groundwork for the DISC model.

The model categorizes behavior into four primary types—Dominance (D), Influence (I), Steadiness (S), and Conscientiousness ©—each representing a different personality trait. This categorization helps in understanding an individual's behavior towards others, their preferred communication style, and how they react to various situations.

Over the years, the DISC assessment has gained immense popularity in workforce management, primarily due to its simplicity, versatility, and the valuable insights it offers into employee interaction and team dynamics. Organizations worldwide utilize DISC to facilitate better teamwork, enhance communication, and optimize management strategies, making it a cornerstone tool for human resources professionals aiming to build more cohesive and efficient teams.

TeamTrait's Certified Professional Behavioral Analysts can provide customized coaching and consulting to apply this assessment toward hiring high-​potentials and building high-​performing teams.


The Motivators assessment is one of TeamTrait's core assessments. It was inspired by the pioneering work of Dr. Eduard Spranger and Gordon Allport, revolves around the "Seven Universal Dimensions of Motivation" that these two psychologists identified. This assessment tool, created by Master Behavioral Analyst Steven Sisler, is designed to delve into the core values and motivations that drive individual behaviors, decisions, and preferences in life and work.

The seven dimensions include:

  1. Curiosity (aka Theoretical): A drive for knowledge and truth. Individuals with a high theoretical motivation are primarily focused on discovering, learning, and understanding concepts. They value knowledge for its own sake and are motivated by opportunities to engage in intellectual growth.
  2. Efficiency (aka Economic): A focus on practical outcomes and utility. Those who score high in this dimension are motivated by what is useful, as well as by the potential for return on investment. They value efficiency, pragmatism, and are often driven by financial and material incentives.
  3. Originality (aka Aesthetic): A love for beauty and sensory experiences. This dimension captures individuals who are motivated by the pursuit of harmony, balance, and artistic expression in their surroundings and work. They value aesthetics and the experiential quality of their environment.
  4. Individuality: The drive for personal success, recognition, leadership, and independence. This dimension is closely aligned with the desire to stand out, influence others, and assert one's position or status within a social or professional hierarchy.
  5. Control (aka Power or Political): A desire for influence, power, and control. This dimension does not necessarily pertain only to politics but includes a broader understanding of influence and leadership. Individuals motivated by power seek roles where they can lead, make decisions, and have an impact on their environment.
  6. Sacrifice (aka Altruistic): A focus on the selfless concern for the well-​being of others. Similar to the social dimension but with a more self-​sacrificing nature, altruistic motivation drives individuals to act in the interest of others, even at a personal cost.
  7. Compliance (aka Regulatory): A preference for order, structure, and routine. Those who are highly regulatory are motivated by rules, procedures, and structure. They find satisfaction in stability, consistency, and in maintaining high standards of conduct.

The Motivators assessment based on Spranger and Allport's dimensions is a powerful tool for understanding the underlying values that drive individual behavior. By identifying and measuring these dimensions, the assessment provides valuable insights for personal development, career planning, and team building. It helps individuals and organizations align roles, responsibilities, and environments with intrinsic motivations, thereby enhancing satisfaction, performance, and engagement.

This assessment is a snapshot in time based on the date the individual took their assessments. One's motivators can change, so it should not be used to label individuals. Be careful not to create a self-​fulfilling narrative that limits their growth.

TeamTrait's Certified Professional Motivators Analysts can provide customized coaching and consulting to apply this assessment toward hiring high-​potentials and building high-​performing teams.


The Hartman Value Profile (HVP), also known as the Science of Axiology, is third of TeamTrait's three core assessments. It is a profound psychological assessment tool developed in the mid-​20th century by Dr. Robert S. Hartman. Hartman's innovative approach was rooted in axiology, the philosophical study of value, through which he sought to quantify the way individuals value and perceive the world around them.

The HVP operates on a unique premise compared to traditional personality or behavioral assessments; it focuses on understanding an individual's value judgment system—how they discern the worth of various aspects of life, from the practical and systemic to the intrinsic and self-related.

This tool's usefulness in workforce management and personal development is significant. By evaluating how a person values themselves, others, and their environment, the HVP offers nuanced insights into their decision-​making processes, ethical considerations, and potential areas for personal growth. In a professional setting, these insights can be invaluable for leadership development, team composition, conflict resolution, and enhancing organizational culture.

Employers and HR professionals leverage the Hartman Value Profile to create environments where employees' values are aligned with their roles and responsibilities, fostering a more engaged, productive, and harmonious workplace.

TeamTrait's Certified Professional Axiologists can provide customized coaching and consulting to apply this assessment toward hiring high-​potentials and building high-​performing teams.


While not one of TeamTrait's core assessments, it is essential to evaluate the aptitude of those in, or aspiring to be in, a sales role. The Sales Acumen assessment from SalesFuel is an objective analysis of an individual's understanding of the strategies required to sell successfully in any sales environment.

The Sales Acumen assessment measures their sales aptitude and tendencies during each stage of the sales process. It answers several key questions about a salesperson:

  • How ready is this salesperson to succeed in selling?
  • How will they handle the challenges and capture the opportunities?
  • What is their approach to selling in general?
  • How much training, coaching and development will be needed and in what specific areas?
  • Are they a fit with our organization's selling style?

The creators of this assessment are four of the world's leading sales trainers, consultants and thought leaders: Jeffrey Gitomer, Jim Cathcart, Tony Alessandra and C. Lee Smith.

More importantly, they all are professional salespeople. They paid their dues selling door-​to-​door, over the phone, online and in person, starting at the very bottom and earning their way to the top. Between them, they have sold automobiles, insurance, computer software, cookware, professional services, advertising, residential and commercial security systems, investments, training programs and more.

They have worked with literally thousands of clients around the world in a vast array of industries and professions. They have sold in boardrooms, large meetings, one-​on-​one, in executive offices, across kitchen tables, on farms, in automobiles, via teleconferences, conference calls, and in formal negotiations. In short, if anyone understands selling from a multitude of perspectives, it is these four.

C. Lee Smith and the other sales experts at SalesFuel have also played an active role in updating this assessment for the digital age. He is a recognized Leading Sales Consultant by Selling Power magazine.


The Big Five personality traits assessment, also known as the Five-​Factor Model (FFM), stands as a pivotal tool in psychological research and workforce management. While not one of TeamTrait's core assessments, it can provide very useful insight into one's personality — especially in the realm of emotional control.

Developed through decades of psychological research starting in the 1960s, this model identifies five broad dimensions of personality: Openness (to experience), Conscientiousness, Extraversion, Agreeableness, and Neuroticism (often remembered by the acronym OCEAN). Unlike other personality assessments that focus on behavior or motivations, the Big Five evaluates fundamental personality traits that are stable over time and across different contexts.

The utility of the Big Five in organizational settings is multifaceted. It helps in understanding individual differences in a structured manner, which can be crucial for various HR functions such as recruitment, team building, and leadership development. By recognizing how these traits influence workplace behavior, managers can better predict how individuals will perform in certain roles, interact with their team, and fit into the company culture.

Moreover, it serves as a foundation for personal development, enabling employees to gain insight into their strengths and areas for growth. The Big Five's evidence-​based approach provides a reliable framework for enhancing workplace dynamics, promoting employee satisfaction, and ultimately driving organizational success.


While not one of TeamTrait's core assessments, the Enneagram assessment is a dynamic personality typing system that has gained widespread recognition for its depth and complexity in describing human character.

Rooted in ancient traditions and formalized in the 20th century, the Enneagram outlines nine primary personality types, each with unique motivations, fears, and internal dynamics. Unlike other personality frameworks that may focus on external behaviors or traits, the Enneagram delves into the psychological underpinnings and emotional landscapes of individuals, offering a holistic view of personality that encompasses cognitive, emotional, and behavioral patterns.

In the context of workforce management and organizational development, the Enneagram serves as a powerful tool for personal growth, team building, and leadership development. By providing insights into the core motivations and instinctual responses of individuals, it facilitates a deeper understanding among team members and managers, fostering empathy, communication, and collaboration.

Organizations use the Enneagram to tailor leadership styles, resolve conflicts, and optimize team dynamics, recognizing that understanding the diverse perspectives and intrinsic motivations of employees can drive more effective engagement and productivity. The Enneagram's comprehensive approach to understanding personality dynamics makes it a valuable asset in creating more cohesive, adaptable, and effective teams.


TeamTrait also provides a custom aptitude test builder. Use this tool to test candidates on required knowledge needed to perform their job duties. The tool allows for multiple choice testing with a single correct answer or a sliding points scale for the best answer(s).

TeamTrait's custom aptitude test tool has also been used to test industry-​specific cognitive skills with the creation of our certified behavioral analysts.

See how you can get better assessments at a better value with TeamTrait.
Start with a demo and 2 free psychometric profiles today.

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Third-​party research sources are for informational purposes and not a direct or implied endorsement of TeamTrait.