4 Instruments. 21 Dimensions. The Complete Picture.
CCSS uses four complementary psychological instruments that together cover personality, emotional intelligence, cognitive style, and interaction style. Each instrument measures a different dimension — together they provide the complete picture of the candidate.
Instrument 1
PRES-D — Personality Profile
5 dimensions of work style
The PRES-D instrument measures how an individual naturally positions themselves in relation to four basic organisational roles and an additional D dimension that reveals the level of energetic engagement.
5 dimensions together predict how a person approaches work, makes decisions, leads a team, and reacts to change.
P — Productive Orientation
Focus on task and results. Energy, persistence in completing work, knowledge necessary for the job. Individuals with high P think and act quickly, prefer clear tasks and structured ways of working.
R — Rational Orientation
Meticulousness, systematicness, inclination towards order and discipline. Focus on the work process — how things are done, by which rules and standards. Ensures short-term organisational efficiency.
E — Entrepreneurial-Creative Orientation
Intuition, creativity, willingness to take risks. A global perspective, orientation towards the future and vision. Drives innovation and long-term organisational effectiveness.
S — Social Orientation
Sensitivity to people, their needs, and emotions. A sense of community, adaptable communication. Connects people and creates synergy for long-term team efficiency.
D — Tendency Towards Passivity
Measures the level of energetic passivity and withdrawal. A high D indicates reduced engagement, resistance to change, and a tendency to avoid responsibility. A critical indicator for early warning signs.
Instrument 2
EI — Emotional Intelligence
8 components of emotional competence
The EI instrument measures 8 key components of emotional intelligence — from self-awareness and self-image, through leadership potential, to stress resilience and "flooded" relationships.
The results reveal how a person manages emotions, communicates with others, and how emotionally resilient they are under pressure.
Emotional Literacy
Directing and using one's own emotions. The ability to feel comfortable with one's own emotions — the inner foundation for social intelligence.
Self-Image
Positive or negative self-perception. Without a positive self-image, it is difficult to be open in communication and to control one's feelings.
Extraversion / Introversion Balance
The balance between self-examination (introversion) and social interaction (extraversion). Excessive orientation in either direction creates barriers.
Intellectual Independence
Loyalty to principles despite peer pressure. Persistence in standing up for the truth, refusal to abandon friends or principles under external influence.
Inner Guide
The dominant "inner guide" — the balance between the emotional child and the rational adult. A balance that ensures both empathy and stability.
Leadership Predisposition
Emotional predispositions for a leader, follower, or individual. The ability to understand, organise, and motivate people — or to follow effectively.
Work Enjoyment
The emotional ability to enjoy work — not the degree of satisfaction with the current job, but a deeper capacity to experience work as a source of fulfilment.
Emotional Resilience
A defence mechanism against negative emotions and "flooded" relationships. The ability to maintain composure and optimism despite pressure.
Instrument 3
BD — Brain Dominance
4 quadrants of cognitive style
The BD instrument determines the proportions of activity in the 4 main brain hemisphere areas. Each quadrant is associated with specific mental characteristics and natural inclinations.
The cerebral level (A and D — upper hemispheres) is responsible for analytical and visionary thinking. The limbic level (B and C — lower hemispheres) governs organisation and empathy. The combination of all 4 quadrants reveals a unique cognitive profile.
A — Analyst (left upper hemisphere)
Precision, accuracy, details. Logical thinking, focus on facts and numbers. Analytical and directive management style. Question: "What?"
B — Organiser (left lower hemisphere)
Consistency, systematicness, discipline. Maintains order and follows procedures. Traditional and responsible management style. Question: "How?"
C — Communicator (right lower hemisphere)
Feelings, interpersonal relationships, team spirit. Intuitive response to people, kindness and warmth. Supportive and communicative style. Question: "Who?"
D — Visionary (right upper hemisphere)
Imagination, vision, big ideas. The ability to combine elements into a bigger picture, experimentation, future orientation. Entrepreneurial style. Question: "Why?"
Instrument 4
SOI — Interaction Style
2 dimensions, 4 styles
The SOI instrument measures social interaction style based on two dimensions: level of social energy (high vs. low) and orientation (towards people vs. towards task/results).
The combination of these dimensions defines 4 fundamental interaction styles. No style is better or worse — each has its strengths and a context in which it is most effective. Understanding the styles within a team predicts dynamics and potential conflicts.
Driver — high energy + task focus
Takes the leading role, sets the pace and direction. Directs people towards a shared task. As a manager, inclined towards a commanding leadership style. Energetic, decisive, results-oriented.
Reinforcer — high energy + people focus
Brings people together and motivates them towards shared goals. Values personal relationships, emphasises cooperation and team spirit. As a manager, uses a comprehensive, team-oriented approach.
Diplomat — low energy + people focus
Serves as a mediator in conflicts, builds long-term relationships. Lower intensity of interaction, but depth and quality of relationships. Values cooperation and collective action.
Independent — low energy + task focus
Relies on themselves, prefers individual work. Inclined towards practical arguments and independent problem-solving. Experiences fatigue during intensive social activities.
Advanced Feature
Profile Matching — 21 Dimensions of Compatibility
All results from 4 instruments are combined into a unique 21-dimensional vector that enables precise comparison and compatibility prediction.
21-dimensional vector
Each candidate receives a vector of 21 dimensions — 5 from PRES-D, 8 from EI, 4 from BD, and 4 from SOI. This is the mathematical representation of the complete psychological profile.
Position compatibility
Define the ideal profile for a position, and the algorithm calculates how well each candidate matches. Precise metrics instead of subjective impressions.
Team dynamics
Prediction of how the candidate will fit into the existing team. Identifies complementary strengths and potential conflicts before they arise.
Organisational psychology rules
The algorithm relies on rules from organisational psychology, not statistical correlations. Transparent — every recommendation is explained.
See the Instruments in Action
Book a demo and see how 4 instruments and 21 dimensions work together to provide the complete picture of the candidate — from assessment to profile matching.