Young Group Assessment Practice
A personality questionnaire that arrives after two interviews is doing a different job from one that arrives before them. This is a guide to answering the late-stage version well
What Young Group uses, and at what point
Young Group is a recruitment and consultancy business. TestGroup publishes a client case naming it as a user of The Bridge Personality together with the Online Sales Assessment, and the detail that matters is the timing: the questionnaire is sent after two interviews, and the case describes its purpose as substantiating or disproving an impression that has already been formed.
We record this association at medium confidence rather than high for exactly that reason. Confirming an existing impression is a weaker form of selection use than screening, so while the evidence itself is first-party and clear, what it evidences is a lighter role in the decision than a sift would be.
The Online Sales Assessment is not a second test
This trips people up, so it is worth being precise. The Online Sales Assessment is not a separate sitting with sales questions in it. It is a reporting variant built on top of a single Bridge Personality sitting: you complete one questionnaire, and the employer receives a sales-oriented report derived from it.
The practical consequence is that there is nothing extra to prepare for and nothing extra to book time for. It also means you cannot present one profile to the personality report and a different one to the sales report, because they are the same data read two ways.
The format, precisely
- 240 statements, 40 screens of six. Every screen is a grid: six statement rows against nine rating columns.
- A nine-point agree scale.From very strongly disagree through an “Unclear” midpoint to very strongly agree.
- About forty minutes, untimed. No countdown is displayed and no source describes one.
- No going back. You can change an answer freely within a screen, but once you click Next the screen is closed to you.
- Statements repeat on purpose.TestGroup's own manual warns that some statements will look very similar to earlier ones and says there is a real difference between them.
The tie-break screen, which is the whole design
If you give the same rating to two or more statements on a screen, those statements come back on an extra screen and you are asked to rank them: which applies to you most, which least. TestGroup describes this as the algorithm adapting when a candidate tries to steer the test or answer in a socially desirable way.
Understand what this does. On an ordinary agree-scale questionnaire you can rate every flattering statement highly and never be forced to choose between them. Here, doing that guarantees a pile of ties, and every tie is handed straight back as a forced ranking where being good at everything is not an available answer. The candidate who answers honestly hits the tie-break screen occasionally. The candidate optimising for a good impression hits it constantly, and takes far longer over a test that has no time limit but does have a limit on anyone's patience.
How to sit it
What happens with the results
TestGroup's case describes Young Group using the questionnaire internally for development as well as in recruitment. That is common with personality instruments and it is worth knowing, because it means the profile can follow you past the hiring decision into conversations about how you work and what you might grow into.
It is also a reason to ask for feedback. A personality report is one of the few assessment outputs where a debrief is genuinely useful to the candidate, and asking for one is normal rather than presumptuous.
Frequently Asked Questions
Can you fail The Bridge Personality?
There is no pass mark and TestGroup's own instructions say there are no good or wrong answers. What exists is fit, judged against a role and, at Young Group, against the person two interviewers have already met.
How long does it really take?
TestGroup's materials give around forty minutes, and other pages on its own site give somewhat different figures, so treat forty as an estimate rather than a promise. Answering deliberatively and triggering many tie-break screens will push it longer.
Is it in Dutch or English?
TestGroup publishes candidate manuals in both, and its assessments are available in more than twenty languages. If you are more comfortable in one language than the other, ask before you start rather than switching halfway.
Will I see my own report?
Not automatically. Ask. In the Netherlands and Belgium candidates generally have a right to insight into a report written about them, and TestGroup's reports are designed to be discussed rather than filed.
Practise the exact format
Our TestGroup practice hub reproduces the six-statements-per-screen grid, the nine-point scale and the forced-ranking tie-break, so the mechanic is familiar before it counts. If your Young Group process also includes a capaciteitentest, the sten score guide explains how those results are reported.