Saville Assessment Tools

Wave Personality Questionnaires

Wave personality questionnaires are the most powerful predictors of performance and potential at work. This extensively researched model measures the key characteristics that underpin success in the workplace.

Professional Styles

  • 40'
  • 108 personality facets
  • 36 skills
  • Adaptation to the environment
  • For high-stake selection decisions
  • All Wave reports (19)
  • Predictivity: 57%

Focus Styles

  • 15'
  • 36 personality facets
  • 36 skills
  • Adaptation to the environment
  • For selection and internal development
  • Wave reports (except Sales and Leadership - 11)
  • Predictivity: 45%

Work Strengths

work strengths saville
  • 20 '
  • 36 skills
  • Adaptation to the environment
  • For (pre-) selection
  • Does not differentiate Talents and Motivations
  • 4 reports (assessment, interview guide, on-boarding)
  • Predictivity: 50%

Match 6.5

match 6 Saville

The fastest way to match the right talent with the right role:

  • 6.5'
  • 36 questions measuring talents in key positions
  • 1 unique role-fit score that can be used with other assessments for a complete view of the candidate and better selection

Swift Aptitude Tests

Aptitude tests are highly predictive of professional success, including for managerial functions. Saville Assessment tools have been developed according to the most recent knowledge, are evaluated and updated regularly and are optimized to provide reliable information in record time (10 to 18').


Skills are measured along two axes: performance and speed. The results can all be compared to reliable benchmarks. They are available in more than 30 languages, including French, German, English, Italian, Spanish, Portuguese but also for the Far East and Arab countries.

Swift Comprehension

  • 9.5'
  • Understand, calculate, identify errors
  • Critical reasoning measured using subtests:
  • verbal (4 min)
  • numeric (4 min)
  • of control (= error checking) (90 seconds)
  • For operational, commercial, customer and administrative staff at apprentice or entry-level.
Report Example

Swift Analysis

  • 18'
  • Understand, calculate, discern the logic of a thing
  • Critical reasoning measured using subtests:
  • verbal (6 min)
  • numerical (6 min)
  • diagrammatic (spatial vision) (6 min)
  • For all high-level roles, e.g. directors, managers, professionals, graduates, ...
Report Example

Swift Executive

  • 18'
  • Understand, calculate, reason in the abstract
  • Critical reasoning measured using subtests:
  • verbal (6 min)
  • numerical (6 min)
  • abstract reasoning (6 min)
  • For all high-level roles, e.g. directors, managers, professionals, graduates and management trainees.
Report Example
Download the Aptitude brochure

The 360º Feedback


360º feedback is a process which allows to know one's impact and to know how a person is perceived by his main partners: manager(s), collaborators, colleagues or even partners or customers. This perception is compared with its own self-assessment and the gaps highlighted.


The 360º Feedback compares two extremely useful views in coaching and leadership development processes, to achieve optimal performance in action:

  • Measured potential
  • Performance (perceived impact)

Each process collects feedback from up to 25 people: Boss-es; Self; Peer; Direct reports; Others

Performance 360º

performance Saville
  • 10'
  • 4 behavioral clusters, 3 sections, 3 dimensions
  • 36 behavioral dimensions
  • High validity
  • Leadership benchmarking dual report
  • Qualitative and quantitative feedback
  • Evaluates leadership performance in several professional domains
Report Example

360º Performance with Aptitude

Aptitude Saville
  • 10'
  • 4 behavioral clusters, 1 Aptitude behavioral cluster comprising 2 sections, each covering 3 dimensions
  • 42 behavioral dimensions
  • High validity
  • Qualitative and quantitative feedback
  • Evaluates leadership performance in several professional areas
Report Example

Leadership Impact 360º

leadership saville
  • 10'
  • Highlights the leader's identity vs. their own perception
  • Gives an organizational perspective of leadership impact
  • The dual report facilitates the benchmarking of leadership
  • Direct match with our 3P model and our Impact Expert reports
Report Example

Help with role and position analyzes


Helps define role expectations. These solutions allow you to define job profiles, job analyzes - Saville Assessment methodology (job analysis, statistical analysis).

Job Profiler

job profiler saville
  • 10'
  • Ability to include up to 50 reviewers
  • Improves role and person specifications
  • Divergences of views on key requirements revealed
  • Applicable to all roles and sectors
  • Improved fit of individuals to roles and culture
  • Provides comprehensive data including behavior, capabilities and overall metrics
  • Use of open-ended questions to clarify job purpose and specific requirements
Report Example

Performance Culture Card Set

culture saville

Performance Culture Cards help define and reflect on the strengths and limitations of a team or individual, and engage various stakeholders in a quick, dynamic and agile definition of expectations for a role:

  • Role profile: which skills are essential
  • To achieve this result, which skills (max. 8) must be strong (7 )? Which must be weak (4-); Which (balance) will be average (5.5)?
  • Useful for: Hire talents ; Build talents ; Leadership ; Sales ; Work Roles
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