Comprehensive Online Selection

Results contain controls indicating how much a candidate is trying to impress you by elevating desirable behaviours and suppressing undesirable ones.

Conscious social desirability (impression management) and unconscious behaviours (self-deception) are measured, and best practices for dealing with results are provided.

Configure the outcome based on your own role-based competency profiles, or use our well researched pre-built profiles.

Construct new profiles from our library of 44 Operational, Personal, Interpersonal and Conceptual competencies.

Decide on the level of cognitive ability based on the expectations of the role.

Decide whether to include Learning Agility.

The front page of the report quickly provides a clear overview of a candidate's potential and how well they are aligned to the role.

This summary includes insight into a candidate's strengths and weaknesses, as well as an overview of which team role they prefer and what motivates them.

The competency-based assessment provides a clear perspective on a candidate's likely behaviour and suitability for the role.

These insights start with an overall competency-fit score and follow with a breakdown of the individual competency scores.

A detailed narrative is provided per competency, explaining the candidate's expected behaviour when demonstrating each competency.

Cognitive ability is one of the strongest predictors of job performance and is critical to understand a candidate's reasoning ability.

These insights start with an overall cognitive score, followed by a breakdown of the underlying verbal, numerical and logical cognitive domains.

How motivated a candidate will be in a role and what drives them underpin a candidate's tendency to stay in a role and be effective over the long-term.

This section starts with a spidergram of the candidate's preferred team roles and underlying work motivators.

Details including team dynamics, strengths, weaknesses and stressors follow.

A candidates' Learning Agility provides clear insight into their ability to engage with complexity and change. Learning Agility is the ability to rapidly develop effective new behaviour based on new experiences.

An overall Learning Agility score is followed by details on each of the five agility domains: Change Agility, Mental Agility, People agility, Results Agility and Self-awareness.

Suggested interview questions are provided per competency, based on the candidate's results.

These well-researched questions support invaluable subjective insights supporting the hiring team's recruitment and interview process.