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Dr. Merav Hami, Head of the Professional Team

Theoretical review of personality tests How can we truly understand the person standing before us? Personality tests offer deep insight into how people think, react, and conduct themselves – providing critical information for employee recruitment, role matching, and professional guidance. Combined with skills assessments and employment preference data, a comprehensive picture emerges that enables more precise and effective selection. Instead of relying solely on resumes or brief interviews, it's possible to identify in advance the true fit between a person and an organizational environment. Investment in a quality diagnostic process contributes to reduced turnover, improved performance, and mutual satisfaction – for both employee and employer. Read

Ophir Shoval, Expert Occupational Psychologist 12/2022

Adaptive test VS random test in psychotechnical tests Computerized tests can be constructed in two main ways: adaptive tests and random tests. In an adaptive test, the difficulty level of the questions changes according to the examinee’s answers – a correct answer leads to a harder question, while an incorrect one results in an easier question. This creates a process that adjusts to each person’s ability individually. In contrast, a random test selects questions from a large pool regardless of performance, so each test-taker receives a different set of questions chosen randomly in advance. Both formats allow for a variety of test versions, and each serves different goals depending on its intended use. Read

Gabi Adam, CEO 04/2022

Which profession is right for me? Choosing a career path or field of study is a significant crossroads in life, but for many it is accompanied by confusion and uncertainty. In a reality where options are numerous and requirements are changing, there is great importance to guidance based on objective data and not just gut feeling. Our process includes three complementary components: aptitude questionnaire, skills tests, and personality assessment. The combination of all three allows creating an accurate profile that points to relevant areas of interest, personal strengths, and thinking abilities. Beyond professional matching, the guidance also helps increase the user's self-confidence and facilitates decision-making. The method is suitable not only for young people at the beginning of their journey, but also for people who want to change career direction at a more advanced stage. Each of the stages in the process is computerized, accessible, and does not require human accompaniment – but is based on principles of contemporary occupational psychology. Read

Orpaz Tubul 03/2025

The history of career counseling from the early 1920s to the present day Career guidance, as we know it today, has come a long way since its early days. It began with the aim of responding to the transition from agricultural to industrial societies, and later – to coping with deep social and economic changes. Over the years, various perspectives have shaped the approach to guidance: from models of matching individuals to professions, through influences of dynamic psychology and developmental theories, to the integration of personality, skills, and preferences. We will review the key milestones in the development of the field, focusing on the changes in the role of the counselor, the use of tests, and the way career decisions were made. We will also present the shift from guidance based on personal meetings – to digital solutions that enable an independent, accessible process tailored to users of all ages. Through this review, the gradual evolution of the guidance field is revealed – from relying on intuition and experience to accurate systems supported by research-based knowledge. Read

Gabi Adam, CEO 04/2025

Career guidance for adults - Career change? It's not too late A career change is not reserved for the young – many people choose a new path even at later stages of life. The shift to a different occupation may stem from a sense of stagnation, a need for variety, or a desire for self-fulfillment, but sometimes also from external circumstances such as changes in the job market. There are many common difficulties that accompany the decision-making process, along with emotional and practical barriers that deter people from trying again. Nevertheless, there are also various tools that can help in the dilemma and shed light on suitable directions. Whether it’s a desire to study a new field, retrain for a new profession, or re-examine personal inclinations – an organized process can make the change possible and even inspiring. The information we present in this article is especially relevant for those who feel “stuck” but are still open to a new path that aligns with their current abilities and desires. Read

Dr. Merav Hami, Head of the Professional Team

Online employee screening In a dynamic employment reality, organizations are looking for efficient ways to identify suitable candidates – without compromising the quality of the process. Today’s digital tools allow for remote candidate screening while maintaining a high level of reliability and objectivity. There are many advantages to computerized screening: saving time and resources, creating consistency in the evaluation process, and achieving better alignment with job requirements. At the same time, there are also challenges that may arise when transitioning to an online method, such as the need to adapt to technology or feelings of alienation among candidates. It is also important to highlight and address the role of skills and personality tests as a foundation for making professional decisions, not just intuitive ones. We are here to provide information and guidance to organizations seeking to streamline recruitment processes without sacrificing depth, and to candidates who want to understand what lies behind the screening stages they go through. Read

Gabi Adam, CEO 05/2025

Career transition and change in a dynamic era Changes in the job market, accelerated technological development, and increased life expectancy are leading many to consider a career change – not out of necessity, but as an opportunity for growth. The process of acquiring a new profession comes with challenges, as well as factors that encourage a shift to a different field even at advanced stages of a career. In addition, situations may arise that require adaptation to changing conditions, such as disappearing jobs or fields becoming less relevant. Alongside the difficulties, there are clear advantages to an open and flexible approach, especially to rethinking what is suitable at the current stage of life. With professional tools, it is possible to focus the decision-making process, identify existing strengths, and connect past experience to new goals. This is one of the most prominent phenomena of the current era – a deliberate change in the employment path, made by choice rather than by necessity. Read

Gabi Adam, CEO 01/2025

The insane cost of choosing the wrong profession or studies An imprecise choice of a career path can lead to high costs – not only financial, but also emotional and personal. The article focuses on the possible consequences of entering a field that does not match a person’s skills, preferences, or personality, and highlights the cumulative impact of such a decision over time. Among the topics discussed: burnout, lack of satisfaction, decreased performance, and even frequent job changes. In addition, the cost for employers is examined – in terms of turnover, reduced productivity, and training expenses. However, the article also presents ways to reduce the risk of poor decision-making through professional guidance processes that include comprehensive assessment and objective data. It emphasizes the importance of investing in the selection stage – not as an expense, but as forward-looking thinking that can prevent distress and pave the way to a more satisfying and stable career. Read

Dr. Merav Hami, Head of the Professional Team

LogiPass personality exams Familiarity with personality traits can be a key to better understanding ourselves – especially when searching for a career or academic direction. Personality tests offer a glimpse into habits, tendencies, and behavioral patterns, and allow us to identify areas where we excel as well as those that could benefit from improvement. They provide a deep insight into our personal style at work, in teams, and in decision-making. These are not about right or wrong scores, but about understanding what uniquely characterizes each individual. These tools can assist anyone who is uncertain, planning a change, or simply wants to make more accurate and conscious decisions about the future. Read

Gabi Adam, CEO 09/2024

On the connection between intention to study and cognitive skills Choosing a field of study sometimes feels like a matter of gut feeling or personal preference, but it also has another important aspect – cognitive abilities. Matching academic tendencies with skills such as verbal reasoning, problem-solving, or visual perception can make the difference between a sense of success and ongoing struggle. Combining preferences with actual skill assessment allows for building a study path with real potential for fulfillment and enjoyment. This way, one can avoid choices based solely on declared interests and base the decision also on proven ability to meet academic demands. In an era where the range of fields is vast and competition is high, such tools become essential for making accurate choices and increasing the chances of persistence and success. Read

Adi Salamander, Psychologist

(1959) A Theory of Vocational Choice. Holland, J. L. Behind a career choice often lies a deep match between personality type and the kind of environment in which a person operates. John L. Holland’s theory offers a model that is simple to understand yet powerful in practice – six personality types, each drawn to certain environments where they tend to succeed. When there is a connection between who we are and the nature of the chosen work environment, the chances for satisfaction, success, and persistence increase. The model not only helps us understand ourselves better, but also provides a clear and accessible way to map the world of professions. It serves as a foundation for many career guidance processes, and using it may reveal directions that were not previously considered. For those at a point of choice or change – this tool offers a simple yet accurate way to bring clarity and make informed decisions. Read

Adi Salamander, Psychologist 12/2020

IQ Test When talking about IQ tests, the immediate question arises – what exactly do they measure, and how accurately do they reflect intelligence? These tests focus on measuring thinking abilities, problem-solving, quick learning, and logical understanding – but not necessarily general knowledge or emotional skills. They are designed to assess cognitive potential, not to label someone as smart or not. It is important to understand their limitations, alongside their contribution in identifying certain abilities and in selection or guidance processes. The use of such tests requires caution and a broad perspective – they can provide useful information, but should not be relied upon alone. Combining them with other tools such as skills tests and personality analysis may lead to a deeper and more accurate understanding of a person's abilities and potential. Read

Gabi Adam, CEO 12/2021

Predictive validity VS criteria validity To know whether a test truly measures what it claims to assess, it is important to understand two key concepts in the field of evaluation – predictive validity and content validity. Predictive validity examines how well the test results can forecast future success, for example in a specific job or academic setting. In contrast, content validity focuses on whether the test truly reflects the domain it is intended to measure, such as instruction comprehension or verbal ability. Distinguishing between these two types allows for the development of more accurate tests and the selection of assessment tools that suit the intended purpose. Combining both types of validity ensures that the result is not only “correct on paper” but also relevant and meaningful in practice. In a world where important decisions are made based on tests – such as admission to jobs or study programs – accuracy and reliability are more crucial than ever. Read

Gabi Adam, CEO 03/2020

From crisis to opportunity Personal or professional crises can shake confidence and disrupt one’s sense of direction, but they also open the door to growth and renewed discovery of goals and desires. It is precisely in times of uncertainty or loss that the ability to listen inward and re-examine the path becomes sharper. The search for meaning and planning new steps can turn a difficult period into a real opportunity for change. Career assessment and guidance tools provide a supportive framework for making more accurate decisions, based on who we truly are – not just on external circumstances. For those who find themselves facing a blank page, such a process can help build a new path with strength and clarity. Read

Daniel Danino, Psychologist 07/2019

Office design and personality The space in which we work affects not only physical comfort, but also our mood, level of concentration, and efficiency – all of which are closely linked to personality. Some people need quiet and order to focus, while others thrive in an open and dynamic environment. Matching work style with office design can significantly improve daily well-being and performance. The choice between a personal workstation, a shared space, or a closed office should not be random – it should take into account the employee’s psychological and behavioral needs. A deep understanding of personal preferences and traits enables the design of a more supportive environment that promotes both mental well-being and productivity. Read

Daniel Danino, Psychologist

Silence of the employees Silence in the workplace may appear to be a neutral choice, but it often stems from a sense of insecurity, fear of being perceived as problematic, or lack of trust in management. When employees avoid expressing opinions, suggesting ideas, or sharing difficulties, the organization loses not only valuable information but also the opportunity to grow and improve. An environment that encourages listening, openness, and space for individual voices contributes not only to employee well-being but also to innovation, process improvement, and a sense of belonging. Understanding that silence often reflects deep emotions and processes can lead to more sensitive and aware management, strengthening the connection between the individual and the organization. Read

Daniel Danino, Psychologist 09/2019

Winds of Change in the Recruitment World The employment landscape is changing rapidly – traditional professions are disappearing, others are being renewed, and new technologies are reshaping the job market. Within this picture, the need to understand development trends and choose a path that suits both the present and the future is growing. It is not enough to rely on preferences or past experience – it is important to examine which skills are needed today, which fields are growing, and how personal abilities can be adapted to evolving demands. Flexible thinking, openness to learning, and professional tools that help focus the choice – all of these become essential in a time when change is the only constant. Read

Daniel Danino, Psychologist 07/2019

Workplace crime and deviance Improper behaviors in the workplace – such as cheating, lack of integrity, or misuse of resources – are not just a moral issue; they also harm trust, organizational atmosphere, and day-to-day functioning. Sometimes these are small actions that seem minor but accumulate into a broader negative impact. It is important to identify the factors that lead to deviations from norms – whether it's ongoing pressure, a permissive organizational culture, or a sense of injustice. Creating an environment that encourages transparency, responsibility, and mutual respect can significantly reduce these behaviors. When employees feel valued and operate within a clear set of rules, the likelihood of misconduct decreases – and the organization benefits from both better functioning and a positive image. Read

Daniel Danino, Psychologist 07/2019

Whose lying during interviews Job interviews are a pivotal moment where candidates aim to present themselves in a positive light – sometimes to the point of distorting the truth. Not every inaccuracy stems from a desire to deceive; sometimes it’s an attempt to impress, mask insecurity, or tailor answers to what sounds “right.” However, when the line between embellishing reality and outright lying becomes blurred, questions arise about credibility, suitability, and authenticity. Identifying signs of inaccurate statements can help recruiters get a clearer picture, but just as important is creating an environment that invites honesty and openness. Building a selection process that balances thorough evaluation with human attentiveness allows for identifying truly suitable candidates – beyond the polished words. Read

Daniel Danino, Psychologist 08/2020

A 50% reduction in the recruitment time of new employees The COVID era forced organizations to recalculate their course – including in the area of employee recruitment. In the midst of a global crisis, many companies had to act quickly, yet efficiently, to identify suitable candidates without compromising quality. The shift to digital screening processes, the use of objective tools, and a focus on relevant skills enabled a dramatic reduction in hiring time – sometimes even by half. In addition to saving time, the process also became more accurate and consistent, with the ability to filter intelligently based on data rather than gut feelings. The digital revolution born out of urgent necessity continues to this day and proves that it is possible to recruit better, faster, and more fairly. Read

Daniel Danino, Psychologist 05/2019

employability What really makes a person "employable"? Beyond education or experience, it's a combination of skills, attitude, and the ability to integrate and develop in a changing work environment. Adapting to changes, interpersonal communication, personal responsibility, and openness to learning - all these have become essential conditions in today's job market. Skills and personality tests can also help identify the potential behind a resume, and understand whether a candidate is suitable not only on paper, but also in practice. As market demands continue to change, so does the definition of a "suitable candidate" expand, including more soft skills alongside cognitive abilities. Those who understand this increase their chances of finding a stable, satisfying, and suitable job in the long run. Read

Daniel Danino, Psychologist

The BIG5 Five major personality dimensions – extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience – together form one of the most widely accepted psychological models for understanding human behavior. Each of these traits influences the way we think, act, and interact with our surroundings, and in the world of work, this holds great significance. Whether a person takes initiative, persists, works well in a team, or handles stress effectively – all of these can become clearer through a look at their personality profile. Using the Big Five model in selection and guidance processes enables a more complete picture, beyond résumés or test scores. It offers tools to understand not only what a person can do, but also how they do it – and what motivates them over time. Read

Gabi Adam, CEO 10/2020

Give meaning to dedicated employees Employees who feel that what they do has value tend to be more committed, dedicated, and determined – not because of bonuses or spreadsheets, but because they see real meaning in their contribution. A sense of purpose strengthens the bond between the individual and the organization, increases motivation, and improves performance over time. In a work world that often focuses on quick results, it’s important not to forget the power of internal connection to one’s work. Creating an environment that encourages employees to understand how their work makes an impact – on others, on society, or on values they believe in – can turn daily tasks into a source of pride and satisfaction. An organization that knows how to ignite this feeling gains not only higher productivity, but also employees who stay for the long term. Read

Daniel Danino, Psychologist

Teamwork True teamwork goes far beyond task distribution – it involves the ability to listen, communicate openly, and trust one another. Successful teams are those in which each member contributes from their unique place, while also seeing the bigger picture and working toward a shared goal. When there is an atmosphere of mutual respect, shared responsibility, and a willingness to be flexible, collaboration becomes more efficient, enjoyable, and ultimately more successful. Developing teamwork skills is not a luxury, but an essential part of success in any professional field. Assessment and evaluation tools can also help identify the strengths and challenges of each team member and build a team that functions optimally together. Read

Gabi Adam, CEO 10/2020

Organizational intellect An organization’s ability to learn, adapt, and innovate does not depend solely on technology or processes – but also on what is known as "organizational intelligence." This refers to the capacity of people within the organization to think together, share knowledge, understand the environment, and act in a coordinated and intelligent way. When employees collaborate, learn from one another, and operate with shared awareness, the entire organization becomes smarter, faster, and more accurate. It is an intangible yet critical resource that influences decision-making, innovation, and the ability to lead over time. Strengthening organizational intelligence requires a culture of transparency, listening, curiosity, and appreciation of internal knowledge – and above all, an understanding that an organization’s success is the result of collective thinking, not just individual efforts. Read

Daniel Danino, Psychologist

Competition and gender in workplaces Competition in the workplace is sometimes seen as a way to drive achievement, but its impact is not the same for everyone – especially when examining differences between men and women. Research shows that despite having similar skills, many women tend to underestimate their ability to thrive in competitive environments, often due to social norms or past experiences. The result can be a preemptive withdrawal from opportunities or avoidance of standing out. On the other hand, when competition is designed to be fair, encouraging, and inclusive – it can strengthen a sense of capability and confidence for everyone. Creating a work environment that acknowledges differences without reinforcing gaps allows a broader range of employees to flourish and realize their potential. Read

Daniel Danino, Psychologist

Employee retention Employee retention over time is not a matter of luck – it’s the result of focused investment in creating a workplace that people enjoy. When employees feel valued, are given opportunities to grow, and feel a genuine connection to the organization’s values – they are less likely to look for a way out. Salary is only part of the picture; interpersonal relationships, a sense of purpose at work, work-life balance, and open communication – all contribute to the decision to stay or leave. Organizations that succeed in retaining employees over time not only save on recruitment and training costs, but also build a stable foundation of knowledge, experience, and commitment. Read

Gabi Adam, CEO 06/2021

Discriminatory prerequisites tender Threshold requirements in tenders are intended to ensure professional suitability, but they sometimes include demands that create hidden discrimination. A requirement for specific experience, a certain degree, or affiliation with a particular body can filter out qualified candidates simply because they don’t meet technical criteria – even if they have all the necessary skills for the role. When such conditions are set without substantive justification, they can perpetuate gaps, reduce diversity, and undermine the principles of equal opportunity. To build a truly fair selection system, it’s important to examine every requirement critically and ask: is it truly essential for performing the role, or does it merely reflect outdated habits? Changing this mindset can open the door to high-quality candidates who may not fit the mold – but are indeed capable and full of potential. Read

Dr. Merav Hami, Head of the Professional Team

The future smartphones psychology and Gen-Z The smartphone has become an inseparable part of Generation Z’s daily life, influencing how young people think, feel, and communicate. Instant availability, rapid switching between stimuli, and a constant search for responses all shape habits – and sometimes make it harder to concentrate, be patient, or process emotions deeply. Alongside the advantages of access to information and open communication, there is a growing need to understand the psychological effects of living in front of a screen. This is not a critique, but an invitation to reflect: how does the use of smart devices shape thinking patterns, and what tools can help balance technology with mental resilience and personal growth? In an age where everything is accessible – the real challenge is to pause, choose, and be present. Read

Dr. Merav Hami, Head of the Professional Team 05/2019

Integrity exams lecture In a job market facing challenges of trust, integrity has become one of the critical components of organizational success. Integrity tests offer a structured way to assess how likely a candidate is to follow rules, respect procedures, and avoid unethical behavior – even before they are hired. These tests do not provide a definitive prediction of future behavior, but rather evaluate a general tendency that can support informed decision-making during the hiring process. Based on in-depth research, the tests focus on areas such as compliance, honesty, self-control, and resistance to temptation. For organizations aiming to build a trustworthy, transparent, and stable culture, this is a valuable tool – especially in sensitive roles where responsibility and ethics go hand in hand. Read

Daniel Danino, Psychologist

First impression First impressions are formed within seconds – and often influence how others perceive us over time. Eye contact, tone of voice, body language, and even word choice can shape the other person’s impression before the actual content is even communicated. Although this is mostly an unconscious process, it affects job opportunities, collaborations, and even long-term professional relationships. The good news is that we can learn to manage the impression we make – through awareness, practice, and refining nonverbal cues. A first impression may not tell the whole story, but it is the gateway through which we enter – which is exactly why it’s important to know how to pass through it wisely and confidently. Read

Gabi Adam, CEO

Relations and job hunting Personal connections have become one of the most influential factors in finding a job – often more so than an impressive résumé or academic degrees. A recommendation from someone known, a referral from a friend, or a connection through social circles can open doors that aren’t always accessible through formal channels. It’s not necessarily about favoritism, but about trust: employers tend to have more confidence in a candidate who comes through a recommendation. That’s why developing a network, even in natural and everyday ways, is an important part of the job search process. Those who invest in building relationships, maintain connections, and share their professional goals with others significantly increase their chances of finding the right opportunity at the right time. Read

Dr. Merav Hami, Head of the Professional Team 06/2014

Personality and skills link Personality and skills are sometimes seen as separate domains – but there is a deep connection between them that helps reveal not only what a person can do, but also how they choose to act. For example, someone open to new experiences may learn faster and show cognitive flexibility, while a person with high conscientiousness tends to be precise and persistent. Understanding this connection allows us to see the full picture: not just the level of ability, but the style in which it is expressed. When evaluating job candidates or planning a personal development path, combining skills tests with personality assessments creates a more complete evaluation – one that offers accurate and meaningful insights into the match between the person and the role or chosen path. Read

Dr. Merav Hami, Head of the Professional Team

Personality inventories aren't good enough Traditional personality questionnaires may provide interesting information, but they are not always sufficient for making accurate decisions in selection or career guidance processes. In an era where human complexity is high and job demands are rapidly evolving, a deeper perspective is needed – one that integrates personality traits with cognitive skills, thinking style, and practical ability. Relying solely on personality questionnaires can lead to overlooking suitable candidates or making only partial matches. It is the combination of different tools – skills tests, integrity measures, and personality analysis – that offers a richer, more diverse, and relevant picture. This approach helps reveal not just who a person is, but also how they act, respond, and learn – critical data for making precise decisions and building truly tailored paths. Read

Gabi Adam, CEO

Candidate Screening Candidate screening is a critical stage in employee recruitment – a stage that determines not only who will move forward in the process, but also how successful the hire will be in the long run. To make accurate decisions, it’s important to use tools that assess not just prior experience or a résumé, but also personality fit, cognitive abilities, and integrity. Combining objective tests with structured interviews creates a fairer, more consistent, and more efficient selection process. This approach helps identify candidates who bring not only knowledge, but also the style, values, and potential that align with the organization. Moreover, high-quality screening reduces hiring mistakes, saves time and resources, and helps build stable, committed teams. Read

Daniel Danino, Psychologist 06/2019

Personality dimensions Our personality is made up of various dimensions – traits that together shape the unique way we think, act, and interact with others. Some people are more introverted, others seek excitement; some are precise and responsible, while others are spontaneous and flexible. No trait is inherently "good" or "bad" – it all depends on the environment and the context. Understanding the dimensions of personality helps identify strengths, recognize suitable environments, and build a path that truly fits who we are. In hiring or career guidance processes, an in-depth personality profile can support more informed and accurate decisions. Read

Gabi Adam, CEO

What is LogiPass Logipass is an advanced system for assessment, screening, and guidance, based on innovative computerized tests. It enables precise, objective, and accessible evaluation of skills, personality traits, career interests, and integrity. By combining psychology, technology, and data analytics, Logipass offers deep insights that support smart decision-making – whether for employee recruitment, academic guidance, or career change. Each assessment is tailored to the individual’s profile, providing a reliable and complete picture of their abilities and fit. It’s a fast, modern, and user-friendly solution for organizations, counselors, and individuals seeking better, more confident choices. Read

Gabi Adam, CEO 12/2011

LogiPass skills exam The Logipass skills exams are designed to assess what a person can truly do – based on real performance, not just a résumé. They focus on thinking abilities, learning, problem-solving, and comprehension – all fundamental for success in almost any job or academic path. Each test adapts to the examinee’s level and includes progressively challenging tasks that reflect real-world demands. Unlike tests that measure prior knowledge, these exams evaluate the ability to process new information, draw conclusions, and apply solutions. The result is a clear, objective picture of cognitive potential – a vital tool for recruitment, selection, and personal guidance. Read

Dr. Merav Hami, Head of the Professional Team

Leadership and personality Leadership is more than just a role – it's a blend of personality traits that shape how a person influences, guides, and inspires others. Some leaders are driven by vision and innovation, while others excel at building strong interpersonal connections and cohesive teams. There’s no single “leadership personality,” but rather a range of styles suited to different contexts. Understanding the link between personality and leadership helps identify each individual’s natural leadership style and how it can be developed for greater impact. With personality assessment tools, it becomes possible not only to select the right leader but also to nurture the leadership potential already within them. Read

Gabi Adam, CEO 06/2013

Behind the scenes of aptitude tests Behind aptitude tests lies a precise scientific process – focused not only on what is being tested, but also on how and why. Every question is carefully selected, validated on a broad sample, and designed to assess cognitive skills like reasoning, visual perception, or verbal understanding. The goal isn’t to measure prior knowledge, but to identify potential: how quickly and effectively a person can handle new challenges. The development process includes empirical testing, statistical analysis, and adjustment to different ability levels. Understanding what happens behind the scenes reveals how a seemingly simple test becomes a powerful tool for uncovering cognitive strengths. Read

Dr. Merav Hami, Head of the Professional Team

Validity of selection methods in HR How can we know if a selection method truly predicts success on the job? This is where “validity” comes in – the degree to which test results are actually linked to real-world performance. Research shows that cognitive ability tests, integrity assessments, and personality measures are among the most accurate predictors, far more reliable than résumés or gut feelings during interviews. When organizations choose high-validity tools, the chances of selecting truly suitable candidates rise significantly. Using research-based methods not only increases accuracy, but also improves fairness, reduces hiring errors, and helps build strong, diverse, and effective teams. Read

Sophie Strolovich, Social Worker

Integrity testing Occupational integrity is more than just a value – it’s a foundation for trust, responsibility, and healthy organizational functioning. Integrity tests help identify tendencies toward unethical behavior early in the hiring process, reducing risks like theft, dishonesty, or fraud. These tests assess attitudes toward rules, authority, temptation, and fairness – not through direct questions, but by analyzing thought patterns. Backed by research, they are especially effective for sensitive roles or positions requiring high levels of trust. Integrating integrity tests into recruitment isn’t about suspicion – it’s about smart, preventative screening that protects the organization and strengthens its culture over time. Read

Hadas Shapir 08/2015

Integrity exam An integrity exam is a diagnostic tool designed to assess a person’s tendency to act honestly, follow rules, and avoid problematic behaviors such as theft, dishonesty, or abuse of authority. Rather than asking direct questions, the test explores thought patterns, attitudes, and responses to everyday situations requiring moral judgment. It’s an effective way to identify potential risks early on – especially in roles that demand high levels of trust, responsibility, or access to sensitive information. This type of assessment isn’t about punishment; it ensures a fair, accurate, data-driven hiring process that builds mutual trust between the organization and the employee from day one. Read

Dr. Merav Hami, Head of the Professional Team

Fluid and Crystallized Intelligence Our intelligence is made up of two key types: fluid intelligence and crystallized intelligence. Fluid intelligence refers to the ability to solve new problems, think creatively, and adapt to unfamiliar situations – often measured through abstract reasoning tests. In contrast, crystallized intelligence is based on accumulated knowledge, such as vocabulary and general understanding of the world. While fluid intelligence reflects our raw potential, crystallized intelligence represents the learning and experience we've gained over time. This distinction helps explain how we learn, grow, and face challenges – and is essential when designing skills assessments that evaluate not just what we know, but how we think. Read

Gabi Adam, CEO 05/2024

LogiPass - External articles about the system In a world where information is just a click away, the real skill lies not only in knowing, but in knowing what to search for – and how to connect different pieces of knowledge. Reading related articles helps expand understanding, deepen perspectives, and build new insights. Topics like personality, skills, integrity, and decision-making don’t exist in isolation – they intertwine and shape processes such as recruitment, guidance, and career development. Linking various articles opens the door to a broader, more complete view of individuals and how to support them in meaningful choices. Sometimes, the article we didn’t plan to read ends up offering the most clarity. Read