Manager and specialist forms of 200 statements are sent straight from the candidate or employee record. The person completes them through a secure link with an e-mail code, answers are locked one at a time, and the result is calculated deterministically, without artificial intelligence, and delivered as PDF reports for HR and the person.
| Test / methodology version | Purpose | Sent | Progress | Result |
|---|---|---|---|---|
| Specialists – personality and work style · PDVS-SPEC-LT-0.1 | Recruitment / position · Sales manager | 2026-10-20 | 200 / 200 | Completed |
Key functions and business benefits
The methodology as a document: version, check, approval, archive.
- 01Two forms, 200 statementsA manager form “personality and leadership style” and a specialist form “personality and work style”; a five-point agreement scale, control statements for attention, absolute-statement and consistency checks. Language – Lithuanian; a new language would be a separate approved version.
- 02A versioned methodologyItems, scales, control pairs and a catalogue of interpretation texts form an indivisible package; statuses from draft through technical check to approval for a pilot or for use; approved by someone other than the author. The version fixed for an assigned attempt never changes.
- 03Sending from the recordHR clicks “Send questionnaire” on the candidate or employee record: e-mail preview, a link without expiry, a one-time e-mail code, a separate session with an inactivity limit; it can be reminded, the e-mail changed, revoked – every action is audited.
- 04One question at a timeA statement is shown only in a confirmed session, “Confirm and continue” locks the answer, the 200th answer completes the attempt; keyboard, screen reader and phone are supported, there is no time limit and answer speed is not scored.
- 05A result without AIPure-code scoring, an immutable result snapshot with an input hash, answer-quality indicators (consistency index, breaks, runs of identical answers), PDF reports for HR and the person, release to the person – by e-mail without results or attachment.
- 06Rights, audit, disputesAccess by page key and object (the responsible HR employee, the appointed assessor), raw-answer access is audited, assessor comments are kept separate from the algorithm, a dispute and annulment procedure, retention periods and the information text in settings.
The flow
From invitation to a released report – without a single manual number.
- 01SentFrom the candidate or employee record · an approved methodology version · an e-mail with a link
- 02CompletedE-mail code · session · 200 statements one at a time · can be continued later
- 03ScoredA deterministic result · quality control · PDFs for two audiences
- 04Review and releaseHR and assessors · a comment · “Release to the person” · audit
A confirmed answer cannot be changed. There is no time limit.
Answer quality
Completed| Scale | Score | Band |
|---|---|---|
| Common core (B1–B5) | ||
| B1 | 7,4 | high |
| B2 | 5,1 | medium |
| B3 | 6,8 | high |
| Work tendencies | ||
| D1 | 3,2 | low |
| D2 | 5,9 | medium |
Assessor's comment
Result snapshot: input hash 7c1e…a9 · version fixed on 2026-10-20
The point
A personality questionnaire in recruitment is valuable only when its methodology is known, approved and not changed after the fact. PDVS keeps the questionnaire where the candidate or employee record is, and scores the result by the version approved on the day it was sent – which can be reproduced a year later.
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