The client is an engineering company, the number of candidates apply for their open positions are often up to 500 applications. The role require them innovative, strong technical skills and high problem solving skills.

01. The Client firstly offers the General Mental Ability tests (refers to the Master test called 'CORE') to shortlisted candidates and set the minimum criteria of STEN score result is "7", which represents the performance of individuals in the first 30% of norm group, before they proceed to the next step.

The GMA test is an estimate of the underlying achievement potential across all tasks that require logical reasoning. It is a predictor of a variety of occupational outcomes, including attainment, job performance, speed of learning and amount of learning.

02. At this stage, those unqualified candidates are pre-selected. The remaining qualified candidates would be invited to Personality Test (refers to the Master test called 'OPTO') of which dimensions of personality are essential to behaviour and performance at work. Each of the Dimensions and Aspects describe, relative to other people, and the traits.  

Master digital platform offers a real time Analysis, which can then be transferred to a report in pdf or print for multiple individuals once test takers complete the tests as an overview. The Clients can put their Criteria as they like for comparison. The powerful and complex analytics of Master's Assessment tools are based on Big Five Model. Although different candidates obtain the same score of particular dimensions, the analysis commentary is different. 

Finally, the Client HR would recommend candidates who meet the following conditions to the hiring manager:

i) the shortlisted candidates who apparently showed relevant past experience from their CVs, and

ii) qualified candidates, who meet the minimum Criteria as in GMA and Personality tests, and

iii) wanted candidates, who personality tests demonstrates the traits they have, and the predictive high scores in particular aspects for job fit to the role, job performance/job success, and the learning curve to the role.

The Client is happy that Master helps them reduce a lot of time and costs for large scale of recruitment process. Their hiring managers are happy about the new collaboration recruitment process with HR allow them to focus time on the business and delivery during and after business hours.

03. With our report results, our Client already "knows" the candidates' predictive performance before the first interview! We also provide individual Interview Guide questions to facilitate further Q&A during the first interview. Decision making can be made quickly after completion of interview.

With HRQ, you can manage your selection criteria flexibly within business. You can predefine your selection criteria as highly recommended, or redefine after candidate assessment, or it can be automatically defined by the system.   

Qualified people do not mean high performers

Some companies are willing to pay 20% more than market pay for high performers, we help you assure the selected candidates' capability by General Mental Ability tests and predictive job success indicators.

Some other companies prefer to choose new employees who are a good team players, they are not necessary in the top 25% of talents, but have the trails of good communication, collaboration, team work, willing to learn, loyalty, and committed to their roles.

How do you find your resources that really help your company to get closer to the target performance and market position? 

How to use CORE

Key features 

Key Benefits 

How to use Bright: 

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By giving both people and companies a chance to grow and perform, and produce measurable results, change the workflow to be more efficient.  Let's talk to us for the upcoming training workshop schedule.