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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 – if the answer is correct, the next question will be more difficult, and if not – easier. This creates a process that adapts itself to each examinee's ability personally. In contrast, a random test draws questions from a wide pool in a way that is not dependent on the examinee's performance, so that each examinee receives a different series of questions that were randomly selected in advance. Both types allow the creation of varied versions of tests, and each serves different purposes according to how it is used. 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 Professional change is possible at any age, even in advanced stages. An organized process and appropriate tools can make the change clear, possible, and inspiring. 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 Retaining employees over time is not a result of luck - but of focused investment in creating an environment that is good to work in. When employees feel valued, receive opportunities to grow, and feel a genuine connection to the organization's values - they are less likely to look for their way out. Salary is only part of the picture; interpersonal relationships, sense of meaning at work, work-life balance, and open communication - all make up the plan that influences the decision to stay or leave. Organizations that succeed in retaining employees over time not only save 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 conditions in tenders are designed to ensure professional suitability, but sometimes they include requirements that create hidden discrimination. Requirements for specific experience, a specific degree, or affiliation with a specific body can filter out qualified candidates just because they don't meet technical criteria – even if they actually have all the skills required for the position. When such conditions are set without substantial justification, they may perpetuate gaps, reduce diversity, and undermine principles of equal opportunity. To build a truly fair screening system, it's important to examine each requirement critically and ask: Is it really essential for performing the role, or does it just reflect old habits? Changing the approach can open the door to quality candidates who don't always fit the mold – but do match in abilities and 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 the daily lives of Generation Z, influencing the way young people think, feel, and communicate. Immediate availability, rapid switching between stimuli, and constant search for responses – all these shape habits, and sometimes make it difficult to concentrate, be patient, or process emotions deeply. Along with the advantages of access to information and open communication, there is a growing need to understand the psychological implications of living in front of a screen. This is not criticism, but an invitation to reflection: how does the use of smart devices shape thinking patterns, and what tools can help balance technology with mental resilience and personal development. In an era where everything is available – the real challenge is learning to stop, choose, and be present. Read

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

Integrity exams lecture In a world of employment that faces challenges of trust, integrity has become one of the critical components for organizational success. Integrity tests offer a structured way to check how likely a candidate is to follow rules, respect procedures, and avoid unethical behaviors – even before they get the job. This is not about absolute prediction of future behavior, but rather an assessment of general tendency, which can help make informed decisions in the recruitment process. The tests are based on in-depth research and focus on topics such as compliance, honesty, self-control, and resistance to temptation. For organizations seeking to build a reliable, transparent, and stable culture, this is an important tool – especially in sensitive positions 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. A look, tone of voice, body language, and even word choice can shape the feeling the other side gets, even before the content itself is spoken. Although it's a largely unconscious process, it affects job acceptance, collaborations, and even long-term professional relationships. The good news is that we can learn to control the impression we create: through awareness, practice, and precision in non-verbal messages. A first impression may not tell the whole story, but it is the gateway through which we enter – and that's precisely 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 components in finding a job - many times more than impressive resumes or academic degrees. A recommendation from a known person, career guidance from a friend, or a connection through social circles can open doors that are not always accessible through formal channels. This is not necessarily a matter of favoritism, but of trust: employers tend to trust a candidate who comes through a recommendation more. Therefore, developing a network of connections, even naturally and daily, is an important part of the search process. Those who invest in building relationships, maintain connections, and share their professional desires with their environment - significantly increase the chance of reaching 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 often perceived as separate worlds – but there is a deep connection between them that helps understand not only what a person knows how to do, but also how they choose to act. For example, a person open to new experiences may learn faster and demonstrate mental flexibility, while someone characterized by high conscientiousness tends toward precision and perseverance. Understanding this connection allows us to see the complete picture: not just the level of ability, but also the style in which it is expressed. When examining job candidates or planning a personal development path, combining skills tests with personality tests creates a more complete assessment – one that provides accurate and deep insights into the match between the person and the chosen role or path. Read

Dr. Merav Hami, Head of the Professional Team

Personality inventories aren't good enough Traditional personality questionnaires do provide interesting information, but not always enough to make accurate decisions in screening candidates or career guidance processes. In an era where human complexity is high and employee requirements are changing rapidly, a deeper perspective is needed - one that combines personality traits with cognitive skills, thinking style, and practical ability. Relying solely on personality questionnaires may miss suitable candidates or lead to only partial matches. It is precisely the combination of different tools - aptitude tests, reliability measures, and personality analysis - that provides a richer, more diverse and relevant picture. This way, it is possible to understand not only who the person is, but also how they act, react, and learn - critical data for making accurate decisions and building truly customized paths. Read

Gabi Adam, CEO

Candidate Screening Candidate screening is a crucial stage in employee recruitment – a stage that determines not only who will advance in the process, but also how successful the recruitment will be in the long term. To make accurate decisions, it's important to use tools that allow evaluating not just previous experience or resumes, but also personality fit, cognitive abilities, and integrity. Combining objective tests with structured interviews creates a fairer, more consistent, and more efficient screening process. This way, it's possible to identify candidates who have not only the knowledge – but also the style, values, and potential that match the organization. Beyond that, quality screening reduces recruitment errors, saves time and resources, and contributes to creating stable and committed teams. Read

Daniel Danino, Psychologist 06/2019

Personality dimensions Our personality is composed of different dimensions – traits that together create the unique style in which we think, act, and communicate with others. Some people are more introverted, others are drawn to excitement; some operate with responsibility and precision, while others are flexible and spontaneous. No trait is "good" or "bad" – but rather suitable for different environments and different requirements. Understanding the dimensions that make up our personality allows us to identify strengths, recognize environments that suit us better, and build a personal path that truly fits who we are. In screening or career guidance processes, in-depth personality mapping can help in making more informed and accurate decisions. Read

Gabi Adam, CEO

What is LogiPass LogiPass is an advanced assessment, screening, and career guidance system based on innovative computerized tests. The system allows for the evaluation of skills, personality traits, occupational tendencies, and integrity – all in an accurate, objective, and accessible manner. Thanks to the combination of psychology, technology, and statistical data, LogiPass provides deep insights that assist in decision-making – whether it's about screening candidates, educational guidance, or career changes. The assessments are tailored to each user according to their characteristics, enabling a complete and reliable picture of each person's abilities and suitability. It is an advanced, fast, and user-friendly solution, suitable for organizations, consultants, and individuals who want to make smarter and more confident decisions. Read

Gabi Adam, CEO 12/2011

LogiPass skills exam LogiPass aptitude tests are designed to check what a person can really do - not according to what is written in the resume, but according to actual performance. They focus on thinking, learning, problem-solving, and comprehension abilities - areas that form the basis for success in almost any role or course of study. Each test is adapted to the level of the examinee and includes graduated tasks that reflect the real challenges of the professional world. Unlike tests that measure prior knowledge, here they examine the ability to deal with new information, draw conclusions, and implement solutions. The result is a clear and objective picture of cognitive potential - an essential tool in recruitment, screening candidates, and career guidance processes. Read

Dr. Merav Hami, Head of the Professional Team

Leadership and personality "Leadership is not just a role – it is a combination of personal traits that dictate how a person influences, leads, and inspires. Some leaders are driven by vision and innovation, others excel in creating interpersonal connections and building cohesive teams. There is no single 'leader character', but rather a variety of styles that suit different situations. Understanding the connection between personality and leadership makes it possible to identify what is each person's natural style, and how it can be developed to influence in the best way. With personality assessment tools, one can not only choose the right person to lead – but also nurture the leadership potential that exists in them from the start." Read

Gabi Adam, CEO 06/2013

Behind the scenes of aptitude tests Behind aptitude tests stands precise scientific thinking - not just about what is being tested, but also how and why. Each question is carefully selected, tested on a broad sample, and designed to evaluate thinking abilities such as drawing conclusions, visual perception, or verbal comprehension. The goal is not to test prior knowledge, but to identify potential: how quickly and with what quality a person can handle new challenges. The development process includes empirical testing, statistical analyses, and adaptation to different levels of examinees. When you understand what happens behind the scenes, it becomes clear how a seemingly simple test becomes a powerful tool that provides accurate insights into everyone's cognitive abilities. Read

Dr. Merav Hami, Head of the Professional Team

Validity of selection methods in HR How do you know if a screening method really succeeds in predicting job success? For this purpose, the "significance" of the tools is examined - that is, to what extent there is a connection between the test result and actual performance. Research shows that skills tests, integrity tests, and personality trait assessments are considered among the most accurate, much more so than resumes or gut feelings in interviews. When an organization chooses tools with high validity, the chance of selecting truly suitable candidates increases significantly. Using research-based methods not only increases accuracy but also improves fairness, reduces recruitment errors, and contributes to building a strong, diverse, and effective team. Read

Sophie Strolovich, Social Worker

Integrity testing Employment integrity is much more than a nice value – it is a basic condition for trust, responsibility, and proper functioning in an organization. Integrity tests allow identifying tendencies toward unethical behavior already at the screening stage, reducing risks such as theft, lies, or fraud. The tests examine attitudes toward rules, authority, temptations, and fairness – not through direct questions, but through analysis of thinking patterns. This is a reliable, research-based tool that has proven particularly effective in sensitive positions or those requiring a high level of trust. Incorporating integrity tests in the recruitment process is not meant to be suspicious – but to create early screening that protects the organization and strengthens organizational culture over time. Read

Hadas Shapir 08/2015

Integrity exam Integrity test is a diagnostic tool designed to assess a person's tendency to act honestly, follow rules, and avoid problematic behaviors such as theft, lying, or abuse of authority. Instead of asking directly, the test examines thought patterns, attitudes, and responses to everyday situations that require moral judgment. This is an effective way to identify risks in advance – especially in positions that require a high level of reliability, responsibility, and access to sensitive information or property. The use of the test is not intended to punish, but to ensure a fair, accurate, and data-driven screening process – one that strengthens mutual trust between the organization and the employee from the very first step. Read

Dr. Merav Hami, Head of the Professional Team

Fluid and Crystallized Intelligence Our intelligence consists of two main types: fluid intelligence and crystallized intelligence. Fluid intelligence describes the ability to solve new problems, think creatively, and adapt to unfamiliar situations – and it is mainly expressed in abstract thinking tests. In contrast, crystallized intelligence is based on knowledge accumulated over time, such as vocabulary or general understanding of the world. While fluid intelligence represents our raw potential, crystallized intelligence reflects the experience and learning we have accumulated. The distinction between them helps understand the way we learn, develop, and cope with challenges – and it is essential in building aptitude tests that measure not only what we know, but also how we think. Read

Gabi Adam, CEO 05/2024

LogiPass - External articles about the system In a world where information is available at the click of a button, wisdom is not just about knowing – but knowing what to look for, and how to connect different pieces of knowledge. Reading articles on related topics allows us to broaden understanding, deepen perspectives, and create new connections. Topics such as personality, skills, integrity, and decision-making do not exist in a vacuum – they are intertwined and influence processes like recruitment, career guidance, or career development. Connecting different articles opens the door to a broader and more complete understanding of the person and how to support them in meaningful choices. Sometimes the article we weren't looking for is the one that illuminates our path. Read