Candidate assessment
What can a one-hour interview really tell you?
A candidate can make a great impression during an interview. However, within an hour, it’s difficult to predict how they will perform day-to-day – how they’ll make decisions, collaborate, handle pressure, or resolve conflicts. Yet these are the very factors that determine whether a candidate will succeed and how they will impact the team.
Candidate assessment goes beyond the interview. Rather than evaluating the person in general, we focus on the specific personal competencies critical to the role. These insights complement the interview and support well-informed hiring decisions.
What does the assessment reveal?
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How they achieve results
Their drive to take initiative, make decisions, learn, and adapt to change
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How they work with others
Their communication style, ability to influence, collaboration skills, and the environment they create around them
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How they respond under pressure
Which strengths support them in challenging situations and which habits might hold them back
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What drives them
What motivates them, the environment in which they thrive best, and what will keep them engaged long-term
How We Work
Every organisation is unique, so we tailor the process to your specific needs.
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Clarifying job requirements
We discuss the role, team dynamics, and key scenarios the new hire will navigate, defining the core competencies essential for success in this position.
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Selecting the assessment methods
Based on the role and recruitment stage, we choose the most suitable personality, capability, or other assessment tools, supplemented by a candidate interview where needed.
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Interpreting results in context
We look beyond isolated scores to see the complete picture: key strengths, potential risks, and their impact on specific job tasks.
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Discussing the findings with you
We explain what the results indicate, what to explore further in the final interview, and what to focus on during onboarding. If multiple candidates are assessed, we help compare them against the same role criteria.
When is it worth assessing candidates?
Psychological assessment is especially valuable when hiring executives, key personnel, or specialists whose success depends not only on professional expertise, but also on personal traits and collaboration skills. It is also helpful when you have multiple strong candidates and standard interviews make it hard to distinguish key differences relevant to the role.
The higher the level of responsibility and the cost of a wrong hiring decision, the more important it is to evaluate candidates beyond what a standard interview can reveal.
What do you get?
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A clearer picture of the candidate's potential and potential risks for the specific role
The assessment helps you ask more targeted questions, compare candidates consistently, and make decisions based on more than just a first impression. If you hire the person, the findings are also useful when planning their onboarding and development.
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We deliver the assessment findings and review them with you
Depending on the task, we provide candidate comparisons, follow-up interview questions, and onboarding recommendations.
Candidate Assessment
Have a candidate? Choose what matters most to assess.
Select 6 competencies you would like to evaluate and submit an inquiry. This will serve as a starting point for our discussion: together, we will review what drives success in this role and propose the most suitable assessment approach.
Thank you! We’ve received your request
We’ve sent a copy of your inquiry to your email address.
Frequently Asked Questions
What is worth knowing about candidate assessment?
Here are answers to the questions we hear most often from organisations looking to elevate their candidate assessment process.
They can try, and during recruitment that is natural – everyone wants to present themselves in the best light. However, research shows that most candidates answer honestly, and even embellished answers do not significantly alter who ends up at the top of the list. Professional questionnaires are designed so that “correct” answers are difficult to guess, and the results indicate when a person is attempting to look better than they are. In such cases, we review these findings with you and suggest areas to clarify during the interview.
This risk exists, and we account for it. Personality questionnaires have no right or wrong answers, so AI can only help craft an “ideal” profile. Such a profile usually appears overly smooth and uncharacteristic of a real person, and questionnaire results reveal when responses are inconsistent or excessively polished. Furthermore, we never evaluate assessment findings in isolation: we compare them against what you observe during the interview and provide questions to help probe any doubtful areas. For critical roles, assessments can also be conducted in a proctored environment. It is also worth reminding candidates that honest answers benefit them as well, as the assessment helps clarify whether the role is truly a good fit for them.
Yes, provided the right tool is used and the traits evaluated are relevant to the role. Long-term research indicates that personality traits correlate with job performance, leadership effectiveness, and collaboration style. The most accurate predictions are achieved when personality assessment is combined with ability testing and structured interviews. That is why we recommend relying on multiple sources rather than a single score.
Experience is important, and assessment does not replace it. However, a CV shows what a person did, but not how they did it or how they will act in a new environment. Two candidates with similar experience may lead a team or respond to pressure in completely different ways. Moreover, not everyone has directly relevant experience: a graduate, a career-changer, or a first-time manager. In such cases, assessment reveals what the CV cannot.
It shouldn’t. In recruitment, we use tools that measure traits on a continuous spectrum rather than categorizing people into rigid types. We all possess all traits, just to varying degrees. The very same trait can be an asset in one role and a hindrance in another. Therefore, we do not declare a person “good” or “bad”. We evaluate how their profile aligns with the specific job. The final decision always rests with you.
A high-quality tool can be identified by several key indicators:
- It is built on a scientifically validated personality model;
- It measures job-related traits;
- It was developed by psychometric experts;
- It has been validated with populations similar to your candidates;
- The publisher provides reliability and validity data.
We use international methodologies that meet these standards and are available in Lithuanian language.
A psychometric test is a measurement instrument, so it must be as precise as any other. It works when it is reliable – yielding similar results upon retesting – and valid – measuring what it claims to measure, with results directly connecting to workplace behavior. Because all candidates complete the same test under standardised conditions and results are benchmarked against a large normative group, they can be evaluated more objectively than through impressions alone. Nevertheless, even the best test is only as valuable as the interpretation of its results. That is why we always contextualise them within the specific role.
Depending on the selected assessment tool, the candidate receives an individual written report or a verbal debrief of their results. This ensures that the recruitment experience remains professional and respectful, even if the person is not selected.
The candidate completes the questionnaire online at their convenience. Depending on the chosen assessment tool, completing the tests takes 45–90 minutes.