ASSESSMENT
HINDAMISLAHENDUSED, MIS AITAVAD TEHA PAREMAID OTSUSEID
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Assessing candidates effectively is undeniably challenging. With the high stakes involved, hiring decisions require precision and care as they shape the future of teams and organizations.
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Our candidate assessment services are designed to help you identify the best-fit candidates from your talent pool for your open positions. Research consistently shows that structured, evidence-based hiring practices significantly improve predictive accuracy, making our services ideal for organizations seeking data and specialized expertise to enhance hiring decisions.
By matching the assessment methods precisely with the requirements of the position, we can evaluate candidates' technical skills, competency fit, cognitive abilities, non-cognitive attributes, and other key factors essential for job success. Utilizing industry-leading psychometric tests along with structured interviews, practical tests and background checks, we give you strategic and critical insights about the candidates fit for your position.
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WHAT SETS US APART?
OUR CLIENTS RATE THEIR HIRING DECISIONS 3 TIMES MORE LIKELY AS "EXCELLENT"
PREDICT CANDIDATE SUCCESS UP TO THREE TIMES MORE ACCURATELY*
WE PUT EXTRA EMPHASIS
ON CANDIDATE
EXPERIENCE
WE OFFER CUSTOM SOLUTIONS BASED ON YOUR EXACT NEED
*Compared to using unstructured interviews, work experience and academic achievements for assessing candidates.
OUR ASSESSMENT PORTFOLIO
MEASURE READINESS, FIT, POTENTIAL
We use SHL's talent acquisition framework to help organizations realize their priorities when considering talent, and to simplify the hiring process. The framework is built from three pillars - potential, readiness, and fit. Regardless of the position, we have the solution to help you confidently select candidates with the perfect balance of these three pillars.
READINESS
Readiness refers to a candidate's capabilities relative to a specific job role from day one, including the hard and soft skills, as well as the knowledge required to be immediately successful in meeting the job's needs. This is especially important for roles where immediate success is critical. When prioritizing readiness, the focus is on understanding time-to-productivity right now.
FIT
Fit refers to culture, company, team, and job fit, and becomes increasingly important when addressing turnover, driving higher engagement, or enhancing the overall cultural experience of employees. Fit complements both potential and readiness, and is particularly vital when turnover or low engagement are significant challenges within an organization.
POTENTIAL
Potential refers to a candidate's capacity to grow into something great - abilities that are not yet realized - and is crucial for strategies involving career pathing, succession planning, and promotability. You would prioritize potential when focusing on future workforce planning, career development, and long-term role success.
As a certified partner of SHL, we provide assessments backed by rigorous science and extensive data. With over 45 billion data points on workforce skills, performance, and potential, we offer reliable and precise insights into your talent pool. All SHL tests are rigorously tested and the validities are confirmed through various studies. For more information about testimonials and case studies, please contact us directly.
INDIVIDUAALSED HINDAMISE LAHENDUSED
STRUCTURED INTERVIEWS
We generally conduct interviews independently but can arrange panel interviews upon request. Using standardized questions and evaluation criteria, we reduce subjectivity and enable objective comparison of candidates. Structured interviews focus on specific competencies and job requirements, allowing us to assess a candidate's knowledge, skills, experience, and behavior in various situations.
PSYCHOMETRIC TESTS
We utilize various psychometric assessments, including ability tests and personality questionnaires. The SHL tests we employ are based on extensive scientific research and are trusted by leading organizations such as Amazon, Under Armour, and T-Mobile.
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Psychometric tests allow us to measure a candidate's cognitive abilities, behavioral styles, mindset, and job-related competencies. They are particularly effective for assessing candidate's potential, learning ability, problem-solving skills, and overall suitability, helping to reduce biases and subjectivity in the evaluation process.
PRACTICAL TESTS AND WORK SIMULATIONS
Candidates undertake tests or tasks that mirror the actual challenges of the position. This provides a realistic overview of their current knowledge and skills, as well as how they would perform immediately in the role. Examples include writing code, developing a marketing plan, or resolving customer service cases. This method allows us to evaluate their practical skills, problem-solving abilities, and approach to work tasks.
BACKGROUND AND RFERENCE CHECKS
​Background checks and reference interviews help mitigate potential risks and ensure that candidates have been honest throughout the recruitment process. This is always the final step in the process, primarily aimed at confirming information but also providing potentially valuable insights into the candidate's previous professional behavior.