Assess Skills Before You Hire!
Take the complexities out of the screen process
The pre-hire assessment measures both cognitive and psychometric skills with one assessment. Screen candidates for their true skills and personality, not their resume-writing skills.
Your candidates are ranked on how well they fit your requirements, helping you find the most promising candidates in terms of skills, personality and company fit. You no longer need to review hundreds of resumes – just the ones from the top scoring candidates.
Make hiring easy, effective and fast in 4 steps.
Modifying the built-in profile or creating a new one from scratch is both easy and powerful. Looking for a Sales person? Modify the profile to ensure that assertiveness is one of his or her traits. Looking for a new accountant? Make numerical the most important cognitive skill and ensure that you have a perfectionist and a rule follower.
The candidate’s fit score is the average of 3 sub-scores:
1. Cognitive score – Calculated by multiplying the score in each cognitive area by the weight of said area.
2. Personality fit – Distance of the candidate’s results to the optimum traits, as specified in the job profile. Remember that not all traits are important for all job roles – The integrated job profiles help you with that by providing predefined profiles for most common roles.
3. Leadership potential – Distance of the candidate’s results to the optimum leadership traits. This is only calculated for roles designated as managerial roles. You should not always hire the candidate with the highest score! The score is provided as an indication, how well a candidate is suited for a specific position.
The ranking helps you to start the next step in the hiring process (usually a phone interview) from the top of the list, with the most promising candidates, and keep working your way down the list until you have enough candidates for your next step.
There is ample evidence that in-person interviews don’t work and are not a good predictor of on-the-job performance. But what is the alternative? The detailed reports help you understand the strengths and weaknesses of a candidate. So, with a quick glance at the candidate report, you can see which areas might be a potential problem and ask appropriate questions. For example, you have a candidate with a relatively weak numerical score in a position where that is important. Devise a few questions or calculation-heavy case studies for him to complete. Or you have a candidate who seems like a good fit overall, but he is a perfectionist and your company’s culture is to ship as soon as something is “good enough”. Ask him a question like “Tell me about a situation where you were under time pressure to complete a project. How do you determine when the project has met the quality bar?”
Combining the candidate profile with the interview can help you have a abilities and personality, and how these fit into your organization.
Of course if you are looking for roles that require specific skills (e.g. programming skills), you should always complement the assessment with skill assessments for the specific skills that you require.