A pre-assessment is a short online step early in your recruitment funnel that provides an objective go/no-go recommendation on minimum requirements. This reduces your interview-waste and speeds up your time-to-hire. Candidates invest about 10-20 minutes and receive rich feedback on their personal profile.
A pre-assessment can be part of a graduated assessment program. If candidates meet the minimum criteria of the pre-assessment, they can later participate in a more extensive (online) assessment, an interview, or, for example, a recruitment event.
What do we measure? Always be as predictive and fair as possible at the job level. Think of a light capacity test for learning and reasoning ability, a Situational Judgment Test with realistic work situations, or a micro-work test to measure specific skills. This way, you get a sharp signal on potential with high face validity (candidates perceive this step as relevant and go/no go decisions as fair). The pre-assessment does not replace the interview, but enhances progression to structured interviews or in-depth assessment.
The test results provide a clear yes/no answer: we will or will not continue with this candidate. Usually, the pre-assessment is aimed at finding out the analytical potential or an essential analytical skill. It mainly involves psychometric constructs strongly related to difficult to very-difficult to develop competencies.
In broad recruitment (lateral entry, entry-level, adjacent target groups), high-volume campaigns, and traineeships. You tell candidates in advance what you are measuring and why; afterwards, they receive short, understandable, and instructive feedback. This increases acceptance and improves the candidate experience.
We ensure compliance and equal opportunity. Data minimization and transparency according to AVG are standard. For HR applications under the EU AI Act, we work with human supervision, clear decision rules, logging, and periodic fairness checks. This keeps your process explainable, verifiable, and audit-ready.
Our process is simple. We start with a compact role exploration and criterion profile, choose two to three metrics that matter most, and calibrate standardization and cutoff to your risk and volume targets. We run a short pilot, monitor reliability and any group differences, and go live with clear dashboards for hiring managers showing conversions, false negatives, and workload. Then we periodically optimize on data.
The result: a sharper funnel, a shorter lead time, and a higher quality of hire. Recruiters and hiring managers spend their time on the right candidates, candidates get clarity faster, and your selection becomes demonstrably more consistent and fair.
Would you like to explore the possibility of pre-assessment? Or do you have a concrete case? Schedule an appointment directly and find answers to all your questions.
This fact sheet provides an overview of the most commonly used (psychological) selection methods, both classical and modern. The figures are based on meta-analyses and dominant scientific literature.
| Method | Predictive validity (r) | Typical reliability |
|---|---|---|
| Cognitive ability (GMA test) | .51 | High (.85-.95) |
| Work test | .54 | High (inter-rater ≥.70) |
| Structured interview | .51 | Medium-high (.60-.75) |
| Unstructured interview | .18-.38 | Low-medium (.40-.55) |
| Integrity test | .41 | High (α ≥.80) |
| Conscientiousness (Big Five) | .31 | Medium-high (α ~.75-.85) |
| Job knowledge test | .48 | High (≥.80) |
| Years of service | .18 | Not applicable |
| Video/asynchronous interview (incl. AI) | .30-.40 | Good at structuring; algorithmically variable |
| Machine learning / algorithmic models | .20-.50 | Depends on dataset; generalizability limited |
| Serious games / game-based work samples | .35-.50 | High on objective metrics |
| Social media screening | .00-.20 | Low and variable |
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