You wouldn't manage your finances with an abacus. Why recruit with tools from the last century?
MBTI, DISC, or Process Com tests are popular for team building seminars, but they prove to be risky for recruitment decisions.
Their mechanics are often transparent: an intelligent candidate can intuitively guess the 'right answers' to fit the job description (desirability bias).
Conversely, the IRIS algorithm integrates consistency control keys. It is designed to detect contradictions and guarantee the authenticity of the profile, even with a candidate attempting to adapt their answers.
Why change methods?
- Neuro-Plasticity vs. Fixed Box: MBTI locks you into a type. This is a scientific error. We measure the candidate's biological capacity to step out of their comfort zone to learn and evolve.
- Reciprocal Fit: DISC checks if the candidate matches the job. We also verify if the job matches the candidate (Reciprocal Adequacy). If they risk burnout trying to hold the role, we alert you.
- Analytical Precision: We don't say 'He is Red'. We say 'He has 82% ingenuity and is 40% bold'. This is the end of caricatures.
- Anti-Manipulation: Our test cross-references answers to detect inconsistencies. It is impossible to 'hack' the result like on a classic declarative questionnaire.
⚙️ Proprietary Technology
Flash Comparison: MBTI gives you a blurry photo (1 profile out of 16). IRIS gives you a complete, dynamic MRI (1 unique profile among billions of combinations).
Frequently Asked Questions
To facilitate a fun seminar, yes. To decide on a $50k hire, it is a statistical risk that we advise against taking.
No. Our proprietary technology allows us to offer ultra-competitive rates, often lower than the licensing fees of major American tests.