Recruitment of a “misfit” candidate for a position is considered a recruitment error. Oftentimes, this error is identified when the employee assumes duty. In most cases, the Recruiter, the Human Resources personnel, or the Hiring Manager is held responsible for the recruitment error.

This is an error that goes beyond technical ability. Some candidates can be very good technically, but they do not fit into the person that is qualified judging from team spirit, interpersonal relations, communications skills, professionalism, Emotional imbalance, etc. The candidate may possess academic qualifications and requisite experience, but may not be fit in terms of these non-technical considerations. Some candidates who have been hired on the ground of technical abilities often become big problems. There should be a balance.

We have partnered with two of the world’s leading Talent Assessment solution providers; Criteria and SHL to deliver a bespoke talent assessment experience. Our goal is to provide our clients and test users with an enjoyable and highly accurate and predictive screening experience that is discriminatory and without bias or stress.

We achieve this by continuously ensuring that our screening tests are always valid, reliable, and fair to all test groups.

Through innovative assessments and talent management tools, we help organizations surface talent by highlighting the potential of each candidate. Our assessments are rigorously validated to measure the qualities that predict job success. Together, our tools provide a talent signal that highlights the candidates who are most likely to succeed in a given role.

Our assessments measure the following five distinct skill areas:

• Ability 

• Personality/Behaviour

• Emotional intelligence

• Skills

• Risk

Our tool is designed to help organizations make objective, evidence-based talent decisions that both reduce bias and drive better outcomes for their teams