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What's the scientific / psychological theoretical basis of Dreamtalent?

Each assessment by Dreamtalent is built from carefully selected psychometric models in their own field; the following are some of the most prominent frameworks in our studies. These frameworks are further developed and refined to align with the Indonesian norm and the purpose of recruitment.

  • Personality: Big Five
  • Intelligence: CHC
  • Work Values: SWVI-R
  • Work Interest: RIASEC
  • Social Desirability: SDR

If you would like to request further information regarding our science, please contact us at [email protected].

The Big Five model, also known as OCEAN, is a framework for personality that serves as the theoretical basis for Dream5, the personality assessment in Dreamtalent.

The Big Five are universal in nature, meaning the personality dimensions and traits are present in all individuals everywhere, which produces consistent results despite differences in culture, context, and age. It is widely regarded as the best representative model for human personality by the consensus of psychologists and researchers worldwide.

The Big Five features 5 personality factors, housing a total of 30 personality traits, which are developed further and refined into the personality dimensions and aspects in Dream5.

Further Reading: Soto, C. J. (2018). Big Five personality traits. In M. H. Bornstein, M. E. Arterberry, K. L. Fingerman, & J. E. Lansford (Eds.), The SAGE encyclopedia of lifespan human development (pp. 240-241). Thousand Oaks, CA: Sage. 

The Cattell-Horn-Carroll theory (CHC) is a model that defines the structure of human intelligence. An integration of two theories: fluid and crystallized intelligence and the three-stratum theory, CHC serves as the theoretical basis for the intelligence assessment in Dreamtalent, DreamMind.

CHC is contemporarily considered as the most comprehensive and empirically supported framework for cognitive abilities (intelligence). It was developed over a period of 70 years with the aim of measuring individual differences in intelligence, and remains highly influential in the development of intelligence measurement tools, including DreamMind.

Source: Flanagan & McGrew (1997)

The latest development in CHC contains 16 broad cognitive abilities with over 80 narrow abilities. Our research identifies 8 of the most relevant cognitive abilities for the purpose of employment, which are further refined into DreamMind.


Further Reading: The Cattell-Horn-Carroll (CHC) Model of Intelligence v2.2: A visual tour and summary by Dr. Joel Schneider Dr. Kevin McGrew.

Super’s Work Values Inventory is a pioneering measurement tool and one of the first that explores the area of work values. The revised version, SWVI-R, serves as one of the theoretical bases for the work values assessment in Dreamtalent, DreamValues.

SWVI-R is considered as the staple of work values assessment as it measures the relative importance that people put on various values. Work values are more essential than needs and preferences in nature, and they are a strong indicator for career choice and satisfaction.

SWVI-R identifies 12 different work values, which are developed and expanded in DreamValues to contain a total of 18 values to accurately reflect what people believe as important in their careers.

Further Reading: The Relative Importance of Work: Models and Measures for Meaningful Data by Donald E. Super.

RIASEC (also known as the Holland Codes) is a framework for defining career choice, supplemented by the Work Task Dimensions which defines task choice, serving as the theoretical basis for the Work Interest assessment in Dreamtalent.

RIASEC categorizes an individual’s career choice in 6 dimensions: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional, which defines the nature of a career. Similarly, the Work Task Dimensions categorize task choice in 4 dimensions: People, Things, Data, and Ideas.

The RIASEC model is augmented by the Work Task Dimensions model in order to illustrate the relationships between career choice and task choice, shown below. People who like Realistic careers tend to like working with Things, those who like Artistic careers like working with Ideas and People, and so on.

Source: Wikipedia

These frameworks come to a total of 10 dimensions, which are developed further and refined as reflected in the Work Interest assessment in Dreamtalent. RIASEC is useful for individuals to identify their vocational choice, while the Work Task Dimensions are more relevant to employers as they are extrapolated to career and task-related applications


Social Desirability Responding (SDR) is a model that defines the tendencies to engage in various forms of social desirability bias. This model serves as the framework upon which Dreamtalent’s social desirability assessment, Self-Reflection, is developed.

SDR provides a thorough examination of the forms of this response bias that pose as a cause for concern for self-reporting assessments, as subjects tend to provide inaccurate answers to gain social approval.

Our studies identified the 3 most relevant dimensions of social desirability, which after further research and development were refined for the Self-Reflection assessment in Dreamtalent.


Further Reading: Social desirability: The role of over-claiming, self-esteem, and emotional intelligence by Magnus et al.