Applicant screening meets skills assessment

We recommend a screener in these 3 use cases: if you want to better screen-in applicants at scale, if you want to improve interview candidate quality, and if your candidates need a shorter experience. Hospitality hiring is a great use case for screeners. We recommend longer form assessments when you want to improve hire performance quality and have access to deeper skills intelligence for talent mobility. Customer service agent hiring is a great use case for assessments.

Yes. Screeners and assessments alike assess CEFR equivalent language and fluency. Language is a prerequisite for passing.

Screeners are essentially shorter assessments with the ability to measure the exact same skills as a longer assessment. Screeners assess interpersonal skills, cognitive or commonly referred to as critical thinking skills, leadership and teamwork skills, and finally CEFR equivalency level of language and communication skills. All skills are purpose-built for frontline hiring success. Read more on skills here.

Absolutely. Resume scanners are good for eligibility pre-requisites such as location, but lack verifiability of abilities, which our screeners provide. Using resume scanners and screeners sequentially for different purposes is a good idea.

Yes. Talk with us to understand pricing.

Absolutely. Because the screener is attached to your application or post knock outs, serious applicants will complete the screener. We have yet to have a customer not have enough applicants to pass through the funnel to the interview stage. Completion rates once started are on average 90%.