Sometimes the profile of people you think will perform in a role is actually quite different to the ones who actually do. This means you may get a recommendation for a candidate who doesn't fit the typical profile you look for when hiring.

Our recommendations are based on two things:

  1. Responses to the interview questions. We use established workforce science and trusted personality profiling to deeply understand the types of traits that drive performance in front-line roles. We ask both free-text and multi-choice questions to gauge how an applicant matches the traits of a top performer.

  2. Objective hired and performance data. We receive performance data for the roles we help hire for, and correlate it with the responses to the questions in the survey to build out a full picture of what top performers look like.

We look at both factors to create a detailed understanding of hires and top performers, then provide a prediction of whether or not an applicant will be successful. Relying on data removes the guesswork and allows you to make confident decisions backed by statistics, rather than gut-feel.

So how does this play out? For example, we've found that in a sales-based roles the top performers are outspoken, confident and disorganised. Average salespeople are the opposite - they value cooperation and compromise, are team players, they're conscientious and organised, but ultimately less effective.

The recommendations you get may sometimes challenge your normal way of hiring - which can initially feel uncomfortable. But be rest assured our recommendations are based on data, across thousands of people, multiple organisations, industries and sectors. The results will speak for themselves. We're confident in our models, so you can be too.

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