For one thing, Drawmetrics identifies the CURRENT DOMINANT state of a person’s professional and personal relationships and state of mind. It is individually unique, as no two persons, including twins, will have exactly the same report. Traditional psychometrics measures a person’s past based on questionnaires that require the subject to think about past incidents or situations. Drawmetrics measures the current and present based on what they visualise in their mind “NOW”. Traditional psychometrics also produces immediate results simply because they are using a set of pre-determined base reports to generate results by matching answers to questionnaires using a grading scale. They are, therefore, very limited in the permutations of reports. Take an example of DISC or Enneagram. DISC has a maximum permutation of 12 types, whereas Enneagram has 27 types. If we were in a room of 27 different unique individuals, are we saying that all 27 types of people in the world are represented in that room? It is unlikely this is accurate at all. Drawmetrics has 1.586 trillion possible combinations of reports (and growing), 192 times more than the current world population. It is, hence, impossible to find a duplicate report for any two individuals. So the traditional Barnum Effect does not occur here. In addition, current psychometrics assess personalities only, with largely positive aspects, without differentiation of nuances between professional and personal contexts. But people behave differently at work and at home. And when it gets personal, they bring their negative attributes to work and vice versa. Drawmetrics caters to these nuances with clear distinction and differentiation for a much more complete assessment of a person’s behaviours professionally versus personally.

The AttituX report comes with the following categories: 1. Professional Attributes 2. Personal Attributes 3. Checks/Validations of Attributes 4. Potential Conflicts with Others 5. Professional Characteristics 6. Personal Characteristics 7. Potential Blind spots 8. Recommended Professional Development 9. Recommended Personal Development 10. Key Insights that makes or breaks the work and personal relationships 11. Hiring/Job Suitability based on Job and Company Culture 12. Remote Suitability based on Job and Company Culture 13. Interview Prompts for 99% Hiring Confidence View a sample Drawmetrics report here.

The AttituX report comes with identification of dominant attributes that show up in the doodle drawings under Key Insights. This does not mean that this person is always behaving this way, but rather that this is their likely current state of mind. The Key Insights summarise the key areas of concern, if any, and require validation through interviewing or communication. The validating questions are provided and customised to each individual’s report under the Interview Prompts; i.e. three questions to be asked to get validation of each Key Insight. If the questions are answered adequately, it will maximise the accuracy of hiring or talent management decisions up to 99%. A first in the world.

When the admin user sets up the organisational account on AttituX, they are required to enter the top two corporate values or cultural traits that they want every employee to have at a minimum. These are limited because there are another five values related to the job specifications themselves (see below), which are key to alignment with job attributes. Some examples of corporate values are “Open-mindedness”, “Hardworking”, “Considerate”, “Tenacious”, and “Loyal”, to name a few.

The AttituX platform allows specific job attributes to be entered for each role, in order to determine who is hirable and who is less of a fit. There are five Job Attributes that recruiters or hiring managers can select, with suitability indicated as “High”, “Medium”, or “Low”. Some examples of Job Attributes are “Driven”, “Ethical”, “Resourceful”, “Trustworthy”, and “Ambitious”, to name a few.

We believe that anything more than two corporate attributes and five job attributes makes it almost impossible to find a fit, due to too many variables. Five job attributes are most important as they relate to the values and attributes of the hiring managers and job requirements, rather than fitting someone to the entire organisation, which is much harder to achieve.

Current competencies and skill sets are evaluated by Human Resources personnel, not by AttituX. Competencies are typically evaluated using Q&A and other testing techniques that are not currently covered by AttituX. Hence, assessing current competencies is the responsibility of HR or the interviewer. By indicating attributes such as “Open-minded” and “Resourceful” as Job Attributes, hiring managers can hire people with potential for future growth. The recommended professional development section also determines whether candidates or employees have what it takes to move into higher-potential roles.

Yes, but only if the hiring managers, employees, and colleagues have also completed their Drawmetrics.

Yes, they can doodle or draw anything, as long as they can describe it in fewer than two words. It is the consistency match between the words and drawings that truly matters, rather than how well they can draw.

The report cost is dependent on usage and is customised for each company based on the number of campaigns, users, and staff or admins. Please get in touch.

The standard validity of the report is one year. We advise every employee to re-administer annually to ensure recency.

No, not at this moment. This is far more complicated than it appears. If there is sufficient demand, we can build one.

No, due to two factors: a. Users can doodle or draw anything they like. There is no questionnaire, grading scale, or language bias. b. We can conduct a 100% blind test and still produce at least 85% accurate reports without knowing names, email addresses, or gender.

The drawing instructions are administered via the AttituX platform once candidate or employee email addresses and phone numbers are imported via Excel or entered manually. The platform sends each candidate or employee a unique link to complete the drawings. Based on response time, we can determine compliance with instructions.

The report excludes anything that is generic or represents a tendency for someone to behave either way. For example: honesty. While we can predict integrity and responsibility, people can behave dishonestly depending on circumstances. When dishonesty is likely, the report determines this through validation models and questioning techniques included in our HRMS. HR personnel and hiring managers can then determine honesty based on responses to Interview Prompts. It becomes easier to assess honesty when answers are measured against established behavioural baselines.

Firstly, the report is written in such a way that some sections imply others. For example, if points 3, 8, and 10 are accurate, then points 1, 5, and 9 are also accurate, and so on. This is proprietary information and is not shared publicly to prevent attempts to game the system. To date, fewer than 0.1% of users have claimed the report is less than 70% accurate.

The best litmus test is to have two people swap reports. They will immediately see that the other person’s report does not apply to them. This demonstrates the specificity of the reports and completely eliminates the Barnum Effect. Some descriptions use a deliberately neutral tone (for example, in the Characteristics sections) to prevent misuse or manipulation of the report in decision-making.

Yes, attempts to manipulate the assessment can be detected. Such reports are flagged as outliers within our system.

Yes. Depending on complexity, we offer paid consultancy, training, and certification programmes.

This is at the hiring manager’s discretion. Candidates may receive selected sections of the report (Pages 3 or 4 only, without scoring) downloaded from the admin dashboard under “Characteristics”. Downloaded reports are provided in PDF format.

This usually indicates that the identified development areas are central to their needs. However, we cannot force individuals or organisations to accept the recommendations.

Yes. Over a period of approximately three months, as the subconscious adapts to new environments, the drawings and corresponding results may change.

The AttituX report can specifically measure areas such as money disputes, moral issues, flight risk, time management issues, conflict issues, sexual harassment and impropriety, potential competitors, betrayals, and the current state of work, employment, business, and personal relationships. These are areas traditional psychometrics cannot measure.