Hire on evidence, not on the CV.
DISC profiling plus the maths, spelling and typing the desk demands, returned as one branded report within minutes of finishing.
Take the test yourself.
Three behaviour questions, two maths questions and a typing test, then your scored report. About a minute. Nothing is stored.
DISC behaviour
How the candidate naturally works: drive, communication, patience, detail.
Mental maths
Fees, percentages and rent calculations, the numeracy the role relies on daily.
Typing
A live words-per-minute test with accuracy scored alongside.
Your report
Lead styles, skills scores and the roles that tend to fit.
Which statement describes you best at work?
A difficult problem lands on your desk. You:
Your ideal working day is:
A property sells for £280,000 at a 1.25% fee. What is the fee?
Monthly rent is £1,200. What is the pro-rata rent for 10 days of a 30-day month?
Type this sentence
The tenant confirmed the check-in date and the deposit was protected within five working days.
- Speed
- 0 words a minute
- Accuracy
- 100%
Your sample report
- Maths
- 0%
- Typing
- 0 words a minute
- Accuracy
- 100%
Lead style
One short assessment. Four honest signals.
A CV tells you what a candidate claims. This tells you how they will behave on the desk, and whether they can do the parts of the job that quietly cost you money when they are done badly.
- DISC profiling, how a candidate naturally works: drive, communication style, patience and attention to detail
- Spelling and grammar, because listings, contracts and client emails go out under your brand
- Mental maths, fees, percentages, completion statements and rent calculations
- Typing speed, a live words-per-minute test with accuracy, which shapes how much a negotiator gets through
Four styles. No good or bad, only fit.
DISC describes how a person tends to work across two axes: whether they lean towards tasks or people, and whether they are fast-paced or measured. Everyone is a blend of all four. What matters is which styles lead.
Read the blend, not one letter. Look at the highest one or two dimensions, because that is what leads their behaviour, and note what sits lowest, because that is where they will need support.
High and low both matter. A high-D, high-I candidate is a natural closer who may cut corners on paperwork. A high-S, high-C candidate keeps a portfolio immaculate but may hesitate to push a hard negotiation. Neither is better. They are built for different seats.
It is style, not skill. DISC predicts how someone prefers to work, not how capable, intelligent or honest they are. That is why it is paired with the maths, spelling and typing tests, and why it should never be the sole reason to hire or reject.
Top row fast-paced and outgoing, bottom row measured and reflective. Left column task-focused, right column people-focused.
- D
Dominance
Direct, decisive, driven by results. Thrives on targets and competition; can be blunt under pressure.
- I
Influence
Outgoing, persuasive, builds rapport fast. Great with people; can skip the detail.
- C
Conscientiousness
Precise, accurate, rules-led. Excellent on compliance and process; slower to decide.
- S
Steadiness
Patient, reliable, calm. Superb with tenants and follow-through; dislikes sudden change.
Which profile suits which seat.
This is where a generic personality test falls down. The report interprets results against the roles you are hiring for. Use these as a guide to fit, never as a pass or fail gate.
| Role | Profile that tends to fit | Why |
|---|---|---|
| Sales negotiator | High D, high I | Drive and resilience to keep going through rejection, plus the rapport and persuasion to convert viewings and win instructions. |
| Valuer or lister | D or I with some C | Confidence to win the instruction, balanced with enough accuracy to price and present correctly. |
| Property manager | High S, high C | Patience with tenants and contractors, reliable follow-through, and the process discipline compliance depends on. |
| Lettings administrator | High C, high S | Accuracy on referencing, deposits and paperwork, where a single missed step creates real risk. |
| Branch manager | Balanced, leaning D | Enough drive to lead and hold targets, with the range to flex between sales energy and operational detail. |
What you get back, and how to use it.
Within moments of a candidate finishing you receive one branded report. Here is how to read it, and where it earns its keep, without an occupational psychologist.
Reading the report
Start with the lead styles
The one or two dominant dimensions are the quickest read on how the person will show up day to day. Sense-check them against the role above.
Check the skills scores separately
Spelling, maths and typing are scored on their own. A brilliant communicator who cannot produce an accurate completion statement is a training cost you want to see coming.
Look for the gaps, not just the highs
The lowest dimension tells you where a strong candidate will need structure, supervision or a well-matched teammate.
Turn it into interview questions
Use the profile to probe, not to decide. If someone scores low on detail, ask how they keep paperwork on track, and listen for a real answer.
Best ways to use it
After the CV screen, before the interview
Send it once someone clears the sift. You walk into the interview knowing where to dig, and stop spending first interviews on candidates who were never going to fit the seat.
Benchmark against your best
Have your top negotiator and your best property manager take it. Their profiles become the yardstick for your branch, not a textbook.
Weigh fit and skill together
Behavioural fit gets someone into the role; the skills scores tell you what they will cost to bring up to speed.
Onboarding and teams too
The same profile shows a new starter how to work with their manager, and helps you balance a team so strengths cover each other's gaps.
Use it fairly. An aptitude test is one input, not a verdict. DISC measures behavioural preference, not ability, potential or character, so it should inform your judgement, never replace it, and never be the sole basis for rejecting a candidate. Apply it the same way to everyone, alongside the skills results and a structured interview.
Two ways to hire smarter.
Test a candidate when you need to, or take the monthly plan when you are hiring across the branch. No setup fee, no long tie-in.
- One-off£26per candidate
Single candidate
Full DISC and skills assessment, instant branded report, no monthly commitment.
- Monthly£80per month
Unlimited candidates
Test as many candidates as you like, instant branded reports every time, ideal for active or multi-branch hiring. Cancel any time.
Questions we get asked
What is DISC profiling and how does it apply to estate agency recruitment?
DISC is a behavioural model that describes how a person tends to work, across four styles: Dominance, Influence, Steadiness and Conscientiousness. In estate agency it helps predict whether a candidate is naturally suited to a fast-paced, target-driven negotiator role or a steadier, detail-focused property-management role. It measures behavioural style, not ability or intelligence, so it is always combined with practical skills tests and a structured interview.
Which DISC profile makes a good estate agency negotiator?
Strong negotiators typically show higher Dominance and Influence: drive, resilience to rejection, and natural rapport and persuasion. Property managers and lettings administrators often score higher on Steadiness and Conscientiousness: patience, reliability, process and attention to detail. These are guides for fit, not pass or fail thresholds.
Is the recruitment test specific to the property industry?
Yes. The report interprets results against real estate-agency roles (negotiator, valuer, property manager, lettings administrator and branch manager) rather than giving a generic personality readout. The skills tests reflect the numeracy and accuracy the job demands, such as fee and completion-statement maths and error-free listings and correspondence.
How much does the recruitment aptitude test cost?
£26 per candidate as a one-off, or £80 a month for as many candidates as you need to test. No setup fee and no long tie-in.