The Science

Past performance predicts future performance

If you really want to know how a candidate will perform, you won’t get the answers from traditional personality tests.

But you will using data-driven talent acquisition – the job-specific analysis of skills ratings, built on over 370 different job surveys in 23 job families.

Our approach is more predictive because it strictly adheres to scientific principles and best practices.

The team behind our software is recognized for its collective experience, qualifications and credentials (including peer-reviewed published scientific research).

We engaged in extensive research to discover the critical behaviors and skills for specific jobs. Then we design reference assessment surveys to measure them, drawing on the observations of former managers, peers, direct reports and clients. These cover:

These cover:

  • Professionalism
  • Interpersonal skills
  • Problem solving and adaptability
  • Personal value commitment
  • Managing others
  • Leadership

We call it Predictive Performance Assessment. Our customers across a range of industry sectors call it astonishingly accurate. And they’re using it to hire better people, who stay longer and deliver better business results.

Sometimes, looking backwards is the best way to see where you’re heading.
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