A wrong hire costs time, money and energy. With objective assessments you add reliable information to your selection, so you decide on more than CV and first impression.
Candidates present themselves well in the interview, but how do you predict work behaviour?
Selection decisions often rely on feeling and are hard to explain.
A mismatch only shows after the probation period, when the cost is already made.
Combine an ability test with a personality questionnaire and target the traits that matter for the role.
Every candidate goes through the same measurement, so you assess people on comparable grounds and limit unconscious assumptions.
You receive a clear report with interview questions, so you deepen the conversation instead of repeating it.
Translating personality traits into skills and discovering where someone can grow.
View assessment →Objectively mapping out the working and thinking level and learning ability.
View assessment →Insight into behavioural preferences and communication style for better collaboration.
View assessment →Providing feedback (0 degrees) on the employee's own behaviour: how does one see oneself?
View assessment →Gaining insight into which competencies and behaviours different respondent groups consider relevant for a role.
View assessment →Asking online in advance the questions that would ideally come up in the first interview, so that the interview really gains substance.
View assessment →No. An assessment is additional information. You combine the outcome with the interview and other sources into a complete picture.
Candidates complete the questionnaire online at their own pace and are entitled to feedback on their results. A careful process strengthens your employer brand.
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