Indikator
A personality assessment for recruitment, specialising in leadership roles
A personality assessment for recruitment, with leadership roles as its speciality. A Danish instrument with an English translation. Indikator is a personality assessment for recruitment specialising in leadership roles: 16 bipolar factors, 128 statements, deterministic scoring. The report shows where the number comes from, what it is held against, and when a response cannot be interpreted. The result never stands alone.
Profile sheet
Scale 1–10
An illustration. Not a real response.
The instrument
What the candidate meets
Scope
128 statements and 32 choices
A six-point scale, forced choices in blocks of three, and eight open questions. About 35 minutes. Can be taken on a phone and resumed if the tab closes.
The model
16 factors in 4 domains
Drive, Cooperation, Structure, Resilience & direction. Every factor is bipolar: a low score is a different way of working, not a worse one.
Scoring
Deterministic
The same answers always give the same result. A sten scale of 1–10 against a norm group, which is named in every report.
Validity
Eight checks
Self-presentation, consistency pairs, uniform answer runs, extreme and mid-point response styles, four control questions, response time, and the agreement between the two answer formats. The report states if a response cannot be interpreted — and why.
Languages
Danish and English
The instrument, the consent, the email and the report. The consultant picks the language per candidate.
Role profile
A match per position
Set the wanted range and weight per factor. Candidates get a match score and can be laid over each other on one chart.
The process
How you send a test
From logging in to twelve people each having their own link: one screen and one click. It is the same for all three instruments, in the same words.
-
Create the assignment and invite everybody at once. Job title, client company, deadline and language — and the list of people pasted straight from a spreadsheet, an email, or typed by hand. The client company can be written while you are there; if the name resembles one you already have, you are asked rather than given a duplicate.
-
If something is wrong with the list, nothing happens. The screen shows which line and what is missing — not how many failed. Fix it there and send. If everything is in order, it goes immediately.
-
Every candidate gets their own link with the deadline, a six-digit code if the link misbehaves, and your name as the sender. Replies to the email come to you. If they do not answer, the system reminds them up to twice and then stops.
-
You are told when somebody finishes — one combined email with names, not results, and not one email per person. The results sit behind your login.
-
The role profile can wait. It can be set up before, during or after, including once the candidates have answered: the match is calculated every time the page is shown.
Your own colleagues are invited from the account, with access per instrument — somebody who only needs one of them only sees one of them.
The report
A report you can carry into the interview
A cover with the candidate's own profile sheet, one spread per domain with interpreting text, validity and match, the candidate's own answers, an interview guide, and lines to write on. Your accent colour. The candidate report is the same book with fewer chapters — no match and no validity detail.
Data
Where the information sits
The AI layer
Never sees raw answers
The summary and the interview guide are written by a language model that only receives the finished scores and the already-selected factor text. It runs on Depaza, which is EU-hosted. Turn it off and the report is still complete.
Retention
An agreed deadline, per customer if needed
Three months after completion by default, after which the response is anonymised automatically: name, email, free text and raw data disappear, while the factor scores remain as statistical material. Short on purpose — a response is made for one hire, and afterwards it is a file about a person that nobody uses. If you need longer, we agree it.
The candidate
Can see and delete
Every candidate gets a link where they can download everything recorded about them as a file and ask for deletion. The request lands with you.
Audit trail
Every view is logged
Who opened which report, when, and who exported it. It can be produced if a candidate asks.
Forbehold
Where the limits are
Indikator is a new instrument. The norms are provisional and expert-set — decided by practitioners, not built from collected data. That is stated in every report. The English item bank is translated, not independently validated; an English response is scored against a Danish norm. The instrument's validity is not yet documented. Sten scores should therefore be read as a direction rather than a precise measurement, and a result never stands alone: hold it against experience, references and conversation. We write this because whoever reads the report has to be able to judge what it can carry.