Step 1 of 7
Candidate Details
Complete the candidate's information before beginning the assessment questions.
Candidate information
Registration details
Assessment framework: This tool uses the Big Five (OCEAN) model — the most validated framework in occupational psychology (Costa & McCrae, 1992). Five dimensions are assessed across 15 structured questions. The PDF report is designed to accompany the CV when submitted to clients.
Please enter the candidate name and role before continuing.
Step 2 of 7 — Dimension 1 of 5
Conscientiousness
Organisation, reliability, follow-through, and goal-directedness.
"When you have multiple deadlines running at once, how do you manage your workload? Do you tend to hit your commitments even when things get pressured?"
1 — Rarely meets deadlines5 — Consistently reliable
"Before you start a piece of work, do you plan it out in advance or tend to work things out as you go?"
1 — Highly reactive5 — Structured planner
"How do you handle quality control on your own work — do you review before submitting, or trust your first pass?"
1 — Rarely reviews5 — Thorough self-checker
Please score all three questions before continuing.
Step 3 of 7 — Dimension 2 of 5
Extraversion
Sociability, assertiveness, and energy in interpersonal settings.
"After a busy day of meetings or client calls, how do you tend to feel — energised by the interaction or ready for some quiet time?"
1 — Drained by people5 — Strongly energised
"Are you comfortable taking the lead in group settings — driving the direction of a meeting, speaking up when others aren't?"
1 — Avoids leading5 — Natural lead-taker
"When building relationships with new clients or contacts, are you proactive about initiating things or do you let relationships develop more naturally?"
1 — Passive, waits for others5 — Actively builds networks
Please score all three questions before continuing.
Step 4 of 7 — Dimension 3 of 5
Agreeableness
Cooperation, empathy, and interpersonal sensitivity.
"If you noticed a colleague was struggling with their workload, what would you typically do — pitch in, or let them handle it themselves?"
1 — Leaves others to manage5 — Instinctively supportive
"When you disagree with someone at work — a colleague or a client — how do you handle it? Do you consider their view before responding?"
1 — Confrontational5 — Considers all perspectives
"How natural do you find it to see things from a client's or customer's point of view — particularly when they're being difficult?"
1 — Finds empathy difficult5 — Naturally empathetic
Please score all three questions before continuing.
Step 5 of 7 — Dimension 4 of 5
Openness
Curiosity, adaptability, and appetite for new ideas.
"When you're faced with a challenge, do you tend to look for new ways to approach it, or draw on what you know has worked before?"
1 — Prefers established methods5 — Seeks new approaches
"How do you respond when a role or project changes direction significantly mid-stream — do you adapt quickly or find that kind of disruption difficult?"
1 — Disrupted by change5 — Adapts quickly
"When working through a problem, do you explore it from a few different angles before landing on a solution, or tend to go with what seems most logical first?"
1 — Takes the obvious route5 — Multi-angle thinker
Please score all three questions before continuing.
Step 6 of 7 — Dimension 5 of 5
Emotional Resilience
Composure under pressure, stress management, and recovery from setbacks.
"When you're in a high-pressure situation at work — tight deadline, difficult client, something going wrong — how do you tend to respond?"
1 — Struggles under pressure5 — Calm, solution-focused
"After a knockback — a lost deal, a rejection, a difficult piece of feedback — how quickly do you tend to bounce back and move forward?"
1 — Takes significant time5 — Recovers quickly
"How do you manage it when several things are demanding your attention at the same time — do you stay on top of things or find it overwhelming?"
1 — Becomes overwhelmed5 — Manages competing demands well
Please score all three questions before continuing.
Step 7 of 7
Candidate Report
Review the profile then download as PDF to attach in Firefish alongside the CV.
Bradford & MarshConsulting
Candidate Behavioural Profile
Confidential
1
Profile overviewConscientiousness
—
/15
Extraversion
—
/15
Agreeableness
—
/15
Openness
—
/15
Emotional Resilience
—
/15
2
Dimension breakdownConscientiousness
151015
Extraversion
151015
Agreeableness
151015
Openness
151015
Emotional Resilience
151015
3
Recruiter insightsKey behavioural strength
Interview probe recommended
Role suitability note
Recruiter notes from call
Assessment methodology: This profile is based on the Big Five (OCEAN) personality model — the most extensively validated framework in occupational psychology (Costa & McCrae, 1992; John & Srivastava, 1999). Five dimensions assessed: Conscientiousness, Extraversion, Agreeableness, Openness, and Emotional Resilience (inverse of Neuroticism). Scores reflect recruiter-observed responses on a 1–5 Likert scale across 15 structured questions (3 per dimension), conducted by telephone during candidate registration. This profile forms one component of Bradford & Marsh's candidate evaluation process and should be considered alongside interview performance, work history, and professional references. It is not a clinical or certified psychometric instrument. Prepared by Bradford & Marsh Consulting.
Bradford & Marsh Consulting
Riverside Mill, Mountbatten Way, Congleton, Cheshire • 01260 544934 • contact@bradfordandmarsh.co.uk
Riverside Mill, Mountbatten Way, Congleton, Cheshire • 01260 544934 • contact@bradfordandmarsh.co.uk
Confidential — authorised use only
bradfordandmarsh.co.uk • ©
bradfordandmarsh.co.uk • ©