01
Motivations at work
A preference to explore in conversation.
Understand what drives your candidates.
Explore what motivates candidates at work. The Drives profile helps you discuss personal priorities and sources of engagement alongside the skills your role needs.
Get started free5 free candidate results · No credit card required
AM
Alex MorganDrives profile
CompletedWORKING PREFERENCES
A profile to explore.
Different traits. A more complete picture.
Motivations at workGreater emphasis
Personal prioritiesLower emphasis
Sources of engagementModerate emphasis
No right or wrong profile.
A conversation you can focus.
A conversation you can focus.
WHAT THE TEST EXPLORES
A richer view of working preferences.
Explore the profile alongside skills evidence and a conversation about the role.
20questions5minutesSelf-reportquestion format
02
Personal priorities
A different part of the candidate’s profile.
03
Sources of engagement
Context for discussing how someone works.
WORKING PREFERENCES
Different people. Different profiles.
A starting point for a better conversation.
Explore how someone describes their preferences, interests or motivations. No single profile is right for every role.
TESTS IN MULTIPLE LANGUAGES
English, plus 13 languages.
Assess candidates in the language they work in.
- English
- Chinese (simplified)
- Japanese
- Korean
- Thai
- Vietnamese
- Indonesian
- French
- German
- Spanish
- Portuguese
- Italian
- Dutch
- Arabic
Languages available across our test suite. Options vary by test and level.
A PRACTICAL GUIDE
Using Drives in recruitment.
What does the Drives profile explore?
The Drives assessment asks candidates about their motivations and priorities. It describes what they say matters to them at work. It is a motivation profile, rather than an ability test or a measure of how hard someone will work.
How can you use the profile?
Discuss how the candidate’s stated priorities relate to the work you can offer. Ask for an example of work they found engaging and why. Do not rank profiles as better or worse, or use a motivation profile as the only reason to accept or reject someone.
Where can the profile add context?
- RecruitmentExplore the sources of motivation relevant to the role.
- Management conversationsDiscuss what helps someone stay engaged with their work.
- Development discussionsUnderstand which priorities a person wants to explore.
Choosing tests for your vacancy
Choose Drives when your interview needs a conversation about motivation. Choose HEXACO personality to explore broader personality preferences, or Interest Inventory for preferred work activities. Keep ability and workplace judgement results separate from these profiles.
SEE THE RESULTS FOR YOURSELF
See the person behind the score.
Explore a complete sample report, from test results and candidate comparisons to focused interview questions.
BEFORE YOU START
Your Drives questions, answered.
Is the Drives test scored as right or wrong?
Personality, interests and motivations describe a profile rather than a right-or-wrong ability score. Use the profile to explore working preferences; avoid treating one profile as universally better than another.
Which Drives topics should matter for my role?
Start with the work the person will do. This page covers motivations at work, personal priorities, sources of engagement. Decide which of those areas matter for your role before reviewing results, and explore any specialist requirements separately.
Can I combine Drives with other tests?
Yes. Add Drives alongside other relevant tests in one assessment. Choose the combination for your role and review the total time before inviting candidates.
Can I assess real candidates for free?
Yes. Create your account, build an assessment and invite candidates. Your first 5 candidate results are free. No credit card is required.
What happens after my free results?
You pay per candidate result you unlock, rather than per test. There is no subscription or annual commitment. Check the pricing page for current rates.
How should I use the Drives results?
Use the profile to shape interview questions and discuss working preferences. Consider it alongside skills evidence, relevant experience and the requirements of the role.