HR Online Assessments

Standard Online Assessments for Every Field

Our standard and customised tests cover a wide range of skill areas and are the perferct starting point for new users to eSkill’s Online Assessment Service. Subject-based tests cover hundreds of work skills, including soft skills, abilities, aptitudes as well as combination of skills needed for a specific job title.



In partnership with Power Profiles of SA (Marcus Van Wyk)

Marcus van Wyk

Subject based Tests

Standard, time-effective assessments allow for a complete evaluation of a candidate’s skill level in each area of expertise.

These are off-the-shelf, single-subject tests with 40 questions each. The tests offer a quick-start solution for those looking to test on the fundamentals of a specific skill or industry.

See our complete list of subject based tests.


Job based Tests

Multi-subject job-based assessments allow for a complete evaluation of a candidate’s skills in all the areas of expertise needed for a specific job profile in the current employment market.

These off-the-shelf, 40 question tests are designed to assess a candidate’s practical knowledge for a specific job title.

From Customer Service Representitive to Data Entry Operator or Office Manager, we offer the quick solution to get you started on assessing candidates right away.

See our complete list of job based tests.

Selection of HR Online Assessments

The Profile XT Assessment

The Profile XT™ assessment is a multi-purpose assessment that is used for selection, coaching, training, promotion, managing, and succession planning. It is a powerful and dynamic management tool that employs 21st Century technology to put the right people in the right jobs. It is administered on the Internet and reports are immediately available. The assessment measures Thinking Style, behavioural Traits and Occupational Interest.

The Profile XT Leadership

The Profile XT Executive Leadership report is a tool designed to illuminate the inherent potential of leaders and their approach in confronting challenges while achieving excellence in leadership. This report illustrates how a person’s Interests and Thinking Style contribute to leadership behaviours, the way they process information, and the types of activities that motivate them. All this influence how they approach their work. The assessment provides information on the leaders’ Innovating Strategic Initiatives, Maximizing Resources, Utilizing Organizational Synergies, Producing Quality Results, Mentoring Others, Maintaining High Personal Standards.

The Sales Assessment

The Profile Sales Assessment™ is a multi-purpose SALES assessment that is used for selection, coaching, training, promotion, and effective managing, of the sales force. It is a powerful and dynamic management tool that employs 21st Century technology to put the sales people in the right sales jobs. It is administered on the Internet and reports are immediately available. It measures Prospecting, Closing the sale, Call Reluctance, Self-Starting, working with a team, Building and maintaining relationships, Compensation Preferences.

The Performance Indicator

The Profiles Performance Indicator™ measures five individual characteristics and their impact on nine critically important aspects of success in business. The report helps you understand how an individual is effectively understood, motivated, and managed. It is economical and is quick to take, making it an ideal choice for your business. The assessment measures Productivity, Quality of Work, Initiative, Teamwork, Problem Solving. It also provides suggestions for increased effectiveness.

The Customer Service Profile

The Customer Service Profile™ is a tool for making sure everyone in your company is on the customer service team. Just as a chain is only as strong as its weakest link, a thoughtless remark on the phone or inattention to a customer’s needs can result in the loss of business. Everyone needs to be concerned with customer service. Customer Service profile measures eight behavioural characteristics and two proficiencies that are key to delivering excellent customer service. It also discloses an employee’s or job candidate’s needs for customer service training and orientation.

The Managerial Fit Assessment

Profiles Managerial Fit is a manager assessment which measures critical workplace compatibility factors between managers (executive, director, supervisor, team leader and their employee(s) to determine managerial fit. Understanding the dynamics of the supervisor-subordinate relationship helps the manager work more effectively with each employee by recognizing where their perspectives are similar and where they differ. With this increased understanding, managers can easily identify areas they need to develop, go through appropriate manager training, and strive towards becoming a competent manager.

The 360 Leadership Checkpoint System

The Profiles Checkpoint 360 Competency Feedback System is a multi-rater feedback process that provides managers and leaders with an opportunity to receive an evaluation of their job performance from the people around them – their boss, their peers, and the people whose work they supervise. From this feedback, managers can compare the opinions of others with their own perceptions, positively identify their strengths, and pinpoint the areas of their job performance that could be improved. The 8 Universal Management Competencies it evaluates are: Communication, Leadership, Adaptability, Relationships, Task Management, Production, Development of Others, Personal Development. Up to 20 people rating.

The 180 Sales Checkpoint System

The Profiles Sales Checkpoint™ is a 180-degree feedback system that helps sales managers evaluate sales people, surface their development needs, and align sales priorities in order to improve sales performance. It provides useful information to support better coaching and communication, leading to higher sales person productivity and satisfaction, and lower turnover. The Profiles Sales Checkpoint™ is a tool used to help sales people improve their sales performance and selling abilities. The sales person receives feedback from their sales manager which is compared with their own feedback. The combined feedback outlines perceived abilities in skills deemed critical to success in selling and other important skill sets. The 7 Universal Sales Competencies are: Entrepreneurial Approach, Understands the Prospect, Develops Appropriate Solutions, Prospects Proactively, Manages Selling Process, Closes the Sale, Manages Sales Relationship.

The DISC flow assessment

The DISC Behavioural Assessment D.I.S.C is a highly accurate tool that identifies an individual’s preferred behavioural style and communication preferences. It also provides a blueprint to help people understand and appreciate what motivates others. The D.I.S.C model measures and describes four styles of behaviour.

  • Dominance
  • Influence
  • Steadiness
The Genos Emotional Intelligence Assessment

Emotional Intelligence (EQ) is a set of skills that help us better perceive, understand and manage emotions in ourselves and in others. Collectively they help us make intelligent responses to, and use of, emotions. These skills are as important as your intellect (IQ) in determining success in work and in life. Everyone, no matter what job function, has interactions with other people. Your capacity to understand your emotions, to be aware of them and how they impact the way you behave and relate to others, will improve your ‘people ‘skills and help you ultimately be more satisfied and successful. The sic competencies of emotional intelligence are:  Self-Awareness, Awareness of Others, Authenticity, Emotional Reasoning, Self-Management, Positive Influence or Inspiring Performance.

The Team Analysis Assessment

This online assessment will help guide you, the Team Leader, to better understand and manage the team and the team members. Team building is much more than putting people together in a meeting to work on a project. The chemistry of the group will affect the outcome of the team’s efforts. The ability of a team to work effectively is greatly influenced by the individual characteristics of the team members and their synergy.

It measures the 12 factors of a team by conducting a quick assessment of each person.

  1. Control – the tendency to take charge and be in control of a situation.
  2. Social Influence – the tendency to be outgoing, people-oriented, and extroverted.
  3. Patience – the tendency to be patient, tolerant, and understanding of others.
  4. Precision – the concern for accuracy, details, and exactness.
  5. Ambition – the tendency to be competitive; to have the desire to win.
  6. Positive Expectancy – the tendency to have a positive attitude regarding people and outcomes.
  7. Composure – the tendency to be easy-going and to take things as they come.
  8. Analytical – enjoys identifying and analysing problems.
  9. Results-Oriented – the concern for timely results and the tendency to be quick at achieving them.
  10. Expressiveness – the tendency to show emotions and to share feelings.
  11. Team Player – a preference to be a part of the team and to work with others.
  12. Quality Orientation – a concern for standards and high-quality work.


Tremendis Logo

360 Human Capital Management and Development tools incorporating soft skills training and coaching.  Tremendis learning offers expert advisory support and consultation across a number of critical human resource functions, impacting positively on ROI.  The Human Resource Value Chain plays a pivotal role in organisations today. We have a unique methodology and approach applied transversely, providing the full solution to your human capital management needs.

Our Core Compentencies

  • Job Grading, making use of our online software platform Autograde. Our primary methodology for grading is Paterson
  • HR Auditing (Re-engineering your HR Value Chain)
  • Job Profiling and Architecture (Re-Aligning)
  • Salary Benchmarking
  • Group Restructuring and change management consulting and the application thereof
  • HR and Digital Transformation implementation
  • Consulting and auditing of HR job grading outcomes, Benchmarking, Internal Equity and Skills Gap Analysis
  • Sole Provider and owner of the Autograde online Job Grading System
  • Alignment of HR structure through Human Resource Value Chain Principles (against strategic business plan / Budget)
  • Succession planning, career path planning
  • Soft skills development training
  • Paterson Workshops (Job Grading Training) & Job Profile Workshops
  • Corporate Customised Programmes *active learning programmes
  • Emotional Intelligence online short course * face to face also available
  • HR Online Assessments

Products on offer


HR4ALL (Human Resource management Tool, covering all HR requirements)

(Add on modules or take full platform) (can be integrated to your existing HR Tool) 

Performance Management

Skills Development

Onboarding / Recruiting

Employee Profiles, time and attendance, leave

Full 360 HR Management Tool


Grading is the first step towards the implementation of your HR Value Chain: The right people in the right positions can determine the extinction or survival of your organization.  

Paterson Job Evaluation and Grading  

Job Evaluation and Grading is defined as the process of assessing the relative worth of jobs in an organisation, using an objective and reliable rating system.

Emotional intelligence online short courses

Emotional Intelligence course will teach you how to understand and improve your emotional intelligence (EI). Strong emotional intelligence skills allow us to understand and interact with our feelings in a way that allows us to build good quality relationships and make decisions effectively. Emotional Intelligence affects every aspect of your life, these courses are ideal for anyone interested in leading a happier and better balanced life.

Internal Equity (Employee Remuneration against benchmarked market salaries)

Internal equity is the comparison of positions within your business to ensure fair pay.

HR Online Assessments

Employee assessments are performance appraisals or reviews used to evaluate employees‘ performance and productivity. These tests assess personality, aptitude and skills.

Job Description and Organogram builder

We are proud to introduce you to the Job Description and Organogram Builder. With fully integrated functions to any Human Resource Management software or can be used as a standalone.

Being the pioneers within the job grading industry (specializing in Paterson), the JD/Org Builder is the first step to ensure your job descriptions are ready and you have done your job architecture to start the grading process.

The JD/Org Builder is simplistic from a user perspective with added functionality and work flows built in to ensure elimination of human error, with a new dynamic user experience for all.

Project and Change Management

The disciplines of change management and project management are both necessary when executing a project or initiative. Each discipline brings the critical structure needed for effectively implementing change and achieving the results you want. Yet, change management and project management must work together to achieve successful change.

Life Coaching and NLP

You will learn proven practical techniques by masters. Techniques that bring change in real lives… yours and your clients.

Salary Benchmarking (Online)

Salary benchmarking, also called compensation benchmarking, is the process by which internal job descriptions are matched to external jobs with similar responsibilities to identify the market rate for each position.


A few advantages to mention:

  • Principles are not complex & are usually easily understood, communicated & implemented
  • All roles within a business are evaluated using the same methodology and aligned terminology
  • Profiling/Architecture
  • Organogram alignment
  • Job Evaluations/Grading
  • Accommodating broad banding & multi-skilling / upskilling
  • Evaluation of specialist roles as effectively as non-specialist roles
  • The role (Position) & not the person is evaluated (mitigates subjectivity)
  • Job Descriptions are aligned across ALL Companies within the Group (Consistency is key)
  • It assists in illustrating the competitiveness of organizational pay scales against market
  • It is a useful Organizational Design Framework & Tool
  • Incorporates Sustainability and Succession planning
  • ROI (For both Employees and Employers)


It is the employers’ prerogative to ensure sustainability, not only through conducive business practices, but also by strategically incorporating Broad-based Black Economic Empowerment, Skills Development and Employment Equity initiatives.

Recent amendments to the Employment Equity Act (No. 55 of 1998) illuminate this focused shift towards equitable working conditions; particularly referring to income differentials.

It has now become necessary for employers to prove that differences in wages and salaries are based on fair and objective criteria such as skills, responsibility and experience.

Using Innovation and Technology to simplify your HR Administrative requirements and record keeping

Contact us for more information