We are not advocates of using a single Assessment to determine if an applicant “passes” or “fails”.  We don’t believe Assessments are a hire/not hire tool, but rather a “first filter”…Meaning, Assessments are best used to determine if an applicant should continue to the next step of the Screening process, which could be a Simulation, other online tests, or a live Interview.

Our Assessment’s answers are written not in a right answer/wrong answer context, but in a most correct to least correct context. This allows us to avoid obvious right/wrong choices and obtain a better understanding of the individual’s motives and thought processes behind their choices.

Each Assessment includes an Instructional Guide for the administrator that groups the questions into job-function specific competencies that were identified by the documented best practices.  The point is that once you’ve scored the Assessment, you can easily identify candidates’ strengths and weaknesses.  And if before using the Assessment you’ve determined which competencies are primary and which are secondary, you also have the ability to consider candidates exhibiting primary competency strengths and secondary competency weaknesses by providing additional training and/or support during the orientation process.

The Instructional Guide also illustrates the scoring mechanism for the Assessment, identifying the numerical assignments (points) awarded for each answer, with the highest points being assigned to the most correct answers, and incrementally decreasing points assigned to each less correct answer.