The key things we look into in defining a right candidate fit is never about getting the ideal fit, but in identifying the potential and risks of recruiting a talent.  We obtain previous leader’s inout as well as candidate’s input to map to organisation’s needs. This would allow hiring managers and HR to pinpoint exact challenges during interview than to assess a candidate without a direction.

Yes, we want to know who you are recruiting not just based on what they have achieved, but the potentials in them. For example, knowing exact skill level and potential of a candidate would allow the company to know ahead the investment needed in developing the talent to fit into the role. These insights would serve as decision making factors to recruit a talent upon reaching the final interview assessment.

A good talent that connects to the organisation culture, purpose and vision will strive beyond their skills and competency to help an organisation to grow. We see this as one of the most important insights that would impact the retention and turnover rate of talents within an organisation. The assessment identifies fit of candidate to the leader’s leadership style, as well as the organisation culture. This is where we evaluate the ‘ Happiness ‘ fit of the candidate with the organisation.