Everybody interviews well for thirty minutes. Then you meet the real one.
An assessment shows you how somebody actually works before you hand them a van and a customer list. Same questions for every applicant, ten minutes on their phone, results waiting on the profile when you open it.
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A number is useless. A number and a question to ask is not.
The point is not to rank people by personality. It is to walk into the interview already knowing the one thing you should push on.
Attach one to the job
Pick the assessment that fits the role, behavioural, skills, or both. Send it with the application, or hold it until somebody clears the phone screen so you are not asking strangers for ten minutes.
They take it on their phone
No account, no download, no scheduled window. It goes out by text and email, it takes about ten minutes, and it nudges anybody who forgets.
You get a read, not a report
Results land on the candidate profile as a role fit score, the traits behind it, and the questions worth asking this particular person in the interview.
Three people you like. One of them is the hire.
Everyone took the same assessment, so the comparison is real. Open one and you get the traits behind the score and what to ask about in the room.
Search candidatesSASummit AirThe one you would not have picked in the room.
“We hired a guy who was the best interview I have ever sat in. He was gone in five weeks. The assessment on the man we passed over said he would still be here in three years, and he is. I stopped trusting my gut on its own after that one.”
Dave at Summit Air Mechanical
The assessment is one input. Here are the others.
A score on its own decides nothing. It is worth having next to the answers, the résumé and what your team thought after meeting them.
Candidate scorecards
What your team thought, on the same criteria for every candidate, sitting beside what the assessment found.
Explore →Enriched candidate profiles
Where the results live. Résumé, answers, assessment and interview notes in one place.
Explore →Questionnaires & knockout questions
Screening decides who is eligible. The assessment tells you which of the eligible ones will still be here next year.
Explore →Text & email
How the assessment actually reaches them, and how the reminder goes out when it sits unopened.
Explore →Automated actions
Send the assessment the moment somebody hits phone screen, and move them along the second it comes back.
Explore →Insights & analytics
Whether the people who scored well are the people who stayed, once you have enough hires to tell.
Explore →The fair questions people ask about this one.
Assessments make owners nervous, and they should. On a walkthrough a specialist will show you exactly what your applicants would see.
Will it cost me applicants?
It can, which is why you choose when it goes out. Sending it with the application costs you some people at the top of the funnel. Holding it until after a phone screen costs you almost none, because by then they want the job. In a tight trade, send it late.
Do I need to know how to read this stuff?
No. You get a role fit score, the traits behind it in plain words, and specific questions to ask that person. Nobody hands you a personality type and wishes you luck.
Should I hire on the score?
No, and we would tell you the same on the phone. Treat it as one input beside the résumé, the answers and the interview. It is at its best when it tells you what to dig into, not who to pick.
Is this fair to every applicant?
Everyone applying for the job gets the same assessment, scored the same way, which is more consistent than five different interviewers running five different conversations. Keep it tied to the work, apply it to every candidate for that role rather than a few, and keep the human decision human. AvaHR is hiring software rather than a law firm, so run your process past your own counsel.
How long does it take them?
About ten minutes on a phone, in one sitting, with no account to create. If it sits unopened a reminder goes out automatically so you are not the one chasing it.