A technical test shows what someone can do today. How fast someone picks up a new language or architecture says more about the five years after. That is what learning ability measures, plus the way someone works in a team.
hrmforce measures that independently of the technology, so the outcome still holds a year from now.
Teams in IT are small and depend on each other. One person who does not move along slows the rest. These are the roles companies measure.
Many companies have candidates do a coding assignment and stop there. That assignment tests the current level, while the stack looks different in two years. Learning ability then predicts more. The work also runs on discussion: an engineer who does not explain his choices delivers code nobody dares to touch. Team roles and communication style show how someone behaves in a team, including when a release is under pressure.
These instruments are used most often in this sector. Every assessment has its own page with the evidence base and example questions.
Measures abstract and numerical reasoning, which relates to how fast someone picks up new technology.
View the assessment →Shows which role someone takes in a team, and which roles your team lacks.
View the assessment →Gives a view of how someone discusses and explains choices.
View the assessment →Maps where cooperation in an existing team gets stuck.
View the assessment →The ability test comes before the technical round. That saves engineers time on interviews that go nowhere.
For existing teams you measure team roles and team dynamics in one round, and discuss the outcome with the team itself.
For the step to lead you add the leadership test, because moving from building to guiding does not happen by itself.
Teams that know their role division argue less about working method. In recruitment the pre selection saves engineers hours of interviews.
No. The measurement says something about learning ability and cooperation. You test the technology separately, and preferably afterwards.
Better when you explain in advance what you measure and why, and share the outcome with them. A report they receive themselves removes most of the suspicion.
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In a half hour demo we show what the measurement looks like for your roles, and what a report tells you.