A psychometric test is an assessment tool designed to systematically measure specific characteristics of
an individual, such as their capabilities, personality traits, or behavioral tendencies. Depending on its
purpose, psychometric tests can be used to understand how a person makes decisions, interacts with
others, faces challenges, or adapts to different environments.
In Human Resources, psychometric tests are primarily used to provide objective information in a
selection process, identify strengths and development areas, analyze professional competencies, and
improve the match between a person, a job position, and a team.

The PDA Assessment is a psychometric test that measures a person's behavioral profile, identifying their
natural behavioral tendencies and adapted behavioral tendencies across five axes: Risk, Extroversion,
Patience, Norms, and Self-Control. This psychometric test makes it possible to understand how a person
tends to make decisions, relate to others, cope with change, and adapt to different professional
contexts.
Based on this analysis, the PDA Assessment also allows for estimating professional competencies and
providing objective information for selection processes, talent development, and competency-based
interviews.

It does not measure aspects such as intelligence, technical knowledge, core values, deep-seated
motivations, mental health, or specific competencies non-related to the behavioral sphere. Nor does it
diagnose pathologies or evaluate leadership potential in isolation; rather, it provides information on
natural behavioral tendencies that can contribute to the development of specific competencies in the
workplace.

The PDA Assessment helps streamline and bring objectivity to selection processes, providing objective
data on each candidate's natural behavioral tendencies and their level of compatibility with the role's
requirements. From this information, it is possible to define success profiles, objectively compare
candidates against the demands of the role, and identify strengths and potential areas of opportunity.
Furthermore, its integration with ATS platforms and automatic report generation facilitate faster, more

efficient decision-making. As a result, organizations reduce the risk of bad hires and improve the fit
between person, job, team, and organizational culture.

No, the PDA test is not a personality test in the traditional or clinical sense. Every result is based on a
scientifically validated methodology and provides objective information on natural behavioral
tendencies, avoiding placing people into rigid categories or personality labels.

The PDA Assessment has been scientifically validated through construct validity, criterion validity, and
internal and external validity studies, demonstrating that it consistently measures behavioral tendencies
and their relationship with observable workplace behaviors.
In addition, demographic studies have been conducted supporting its application across different
countries, genders, and age groups, respecting each individual’s uniqueness through its ipsative
methodology.
Internationally, the PDA Assessment is endorsed by the American Institute of Business Psychology
(AIOBP), complies with EEOC equal opportunity guidelines, operates its quality management system in
accordance with the ISO 9001 standard, and processes personal data in compliance with the European
Union’s General Data Protection Regulation (GDPR).

No. And that is a deliberate choice. The PDA Assessment is a psychometric and statistical tool, and its
results are obtained through statistical algorithms and mathematical models, not through generative
Artificial Intelligence or systems that freely interpret people's responses.
This approach ensures that all assessments are analyzed using the exact same criteria, delivering
consistent, objective, and reproducible results. In psychometric assessment, the priority is scientific
validity, methodological transparency, and the absence of biases inherent to AI models.
Artificial Intelligence can, however, add value once the assessment is complete. Based on the resulting
behavioral profile, PDA incorporates AI tools to generate personalized content, such as development
recommendations, feedback guides, interview questions, leadership suggestions, or action plans tailored
to each individual's traits. In this way, AI complements expert experience, while the measurement of the
behavioral profile remains grounded in a validated, scientifically robust psychometric model.

The PDA Assessment operates on a credit system. Each credit allows you to assess one person and
access their behavioral profile, along with specialized reports such as Leadership Matching, Job Fit,
Competency Matching, and Group Trends, among others. Credits can be acquired through
memberships, licenses, or plans tailored to each organization's usage volume.

The investment depends on the volume of assessments and the plan that best fits your organization's
needs. In an initial consultation, we will provide an estimated quote with no obligation. There is no
minimum commitment period, and both plans and credits are valid for 12 months.

Yes. PDA can integrate with major ATS and talent management systems. Tell us which tool you use and
we will explore the best way to connect both systems.

The PDA Assessment is used in organizations of all sizes and sectors, ranging from retail, consumer
goods, banking, education, and healthcare to technology, manufacturing, energy, and fashion. It is also
applicable to all types of roles, from operational and sales positions to middle management, specialists,
and executive teams. Additionally, we collaborate with universities and educational institutions to
enhance self-awareness, career guidance, and employability for students.

It is not mandatory. PDA Assessment reports include intuitive graphs, clear explanations, and practical
recommendations that facilitate interpretation.
However, we always recommend completing the PDA Analyst Certification to unlock the full potential of
this assessment. The certification provides a deeper understanding of the methodology and indicators
such as consistency, energy level, or profile intensity, helping you apply results with greater confidence
in selection, competency interviews, leadership development, and talent management.

The PDA Assessment estimates the behavioral potential to develop professional competencies and
compares it against the competency profile required for a role or defined by the organization. This
makes it possible to evaluate the degree of fit across competencies such as leadership, communication,
decision making, customer orientation, or analytical thinking, among many others.
It is important to note that PDA does not evaluate actual performance in these competencies, but rather
a person's behavioral predisposition to display, develop, and put them into practice in their workplace
environment.

Yes. The PDA Assessment provides an excellent foundation for preparing a competency-based interview,
as it identifies the behavioral potential associated with each competency and guides the interviewer on
which aspects to validate during the interview.

Furthermore, PDA features a comprehensive Competency Dictionary, including frameworks such as
Generic Competencies, Learning Agility, Digital Competencies, Agility, Positive Change Management
(VUCA), Positive Leadership, Sustainability, Entrepreneurial Competencies, and the World Economic
Forum (WEF) Core Skills 2030.
Among the competencies that can be assessed are leadership, communication, teamwork, customer
orientation, analytical thinking, creative thinking, continuous learning, complex problem solving,
adaptability, innovation, change management, empathy, technological literacy, and motivation & self-
awareness.
Each organization can also adapt its own competency model to its specific needs if required.