An assessment is only valuable if the outcome is accurate and reached fairly. That is why we build our questionnaires on established models and continuously monitor psychometric quality.
Does the test measure what it claims to? Our instruments are designed to measure traits that relate to work behaviour and job performance.
Does the test measure consistently? We ensure that repeated measurements and comparable items lead to stable, reproducible results.
A score gains meaning through comparison with a relevant reference group. We use appropriate norm groups and keep them up to date.
We only measure what is relevant to the question, and an assessment is never the sole knock-out: it is part of a broader judgement.
Our questionnaires are based on established models such as the Big Five for personality and classical test theory for ability.
Registered psychologists are involved in the content and the reports, so interpretations are careful and traceable.
hrmforce is a member of the International Test Commission (ITC) and works in line with the international guidelines for responsible test use.
Candidates know in advance what is measured and why, and are entitled to feedback on their own results.
Objective measurement makes selection fairer and easier to explain. This keeps outcomes clean and traceable.
Every candidate completes the same structured measurement. That limits unconscious assumptions and makes decisions more comparable and explainable.
Instruments are developed with an eye for fair outcomes across diverse groups. Multilingual delivery prevents language from becoming a hidden barrier.
You see in advance what is measured, candidates are entitled to feedback, and data is processed within the EU in line with the GDPR.
Every candidate goes through the same structured measurement and is assessed on comparable grounds. The outcome is not a final verdict but supports the conversation. Feedback on the results is a standard part of that.
Yes. Our instruments are developed and studied for reliability and validity, and built on established psychological models. We share the evidence for a specific instrument on request.
Yes, request it via a demo or contact. We explain per instrument what it is based on and how quality is monitored.
Because every candidate goes through the same structured measurement, you limit the influence of unconscious assumptions. We only measure job-relevant characteristics.
No. An assessment provides objective information that you combine with the interview and other sources into a complete, human judgement.
We are happy to show what a specific instrument is based on and how we safeguard quality.