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Evaluate the skills of your candidates unlimited.

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SMALL

59 USD

per month (billed annually)
  • Companies up to 50 collaborators

  • unlimited users
  • unlimited evaluations
  • unlimited assessments
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MEDIUM

105 USD

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  • Companies with 51 to 200 employees

  • unlimited users
  • unlimited evaluations
  • unlimited assessments
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BUSINESS

150 USD

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  • Companies with 201 to 300 employees

  • unlimited users
  • unlimited evaluations
  • unlimited assessments
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CUSTOM

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per month (billed annually)
  • Corporations or Agencies
    recruitment
  • unlimited users
  • unlimited evaluations
  • unlimited assessments

The skills test is a tool used in the field of personnel selection and professional development (upskilling and reskilling). Evaluates the specific skills and attitudes required to perform a certain job. Candidates answer a series of questions that measure their core competencies.

The development of a test implies a process that includes the review of the existing literature, the identification of the relevant competences, the creation of items that measure those competences and the validation of the test through pilot studies and different statistical analyses. For more information see our data sheet.

Self-confidence, Self-control, Pressure tolerance, Assertiveness, Results orientation, Initiative, Responsibility, Problem analysis, Planning and organization, Empathy, Teamwork, Leadership, Communication, Conflict resolution, People development, Conceptual thinking, Organizational sensitivity , Decision making, Creativity and Customer Orientation. 

A scale is also included to detect the degree of social desirability of the evaluated person.

Very reliable, rigorous procedures carried out by expert psychometricians in the field of occupational psychology and statistics have been followed for the preparation and development of the test.

Reliability refers to the consistency and precision in evaluation instruments. Internal reliability was analyzed using Cronbach's alpha coefficient. 

The results indicated that the tool had a reliability between 0.76-0.83.

The competency test report provides a summary of the candidate's results. It can include information on the competencies evaluated, the scores obtained, behavioral strengths and areas for improvement, and recommendations for development or decision-making.

The duration of the skills test may vary depending on the person and the number of skills evaluated, since there is no established maximum time. Usually it can take 5-12 minutes.

Yes, it is possible to test the same person multiple times using Hirint. This can be useful to assess progress or changes in skills over time, especially in professional development programs and also for different positions where the profile is not the same.

Candidates receive a feedback report after taking the competency test. The feedback includes information on the results obtained so that the person who receives it has a useful reference on what their work behavior is like and helps them both in their development and in other selection processes if they were not a hired person.

The test can be answered through any device (PC, Tablet, mobile phone...)

Performance prediction: Unlike personality tests, real behaviors in the work context that are directly related to performance are assessed.

Item bank concept: different parallel ways to evaluate each competence, showing different items to each candidate (the test wears out less, people cannot share the items with other candidates because they are different and if we evaluate the same person several times in a short time they will face different items, which improves the quality of the evaluation. 

Speed and simplicity: 4 items per competence, balance between agility and reliability, with concise phrases that are easily understandable by anyone. 

Data-driven decisions: You can get rankings, sincerity warnings, comparisons between candidates, level of job fit, and even how long it took to complete the test.

Completely customizable: you choose the skills to assess, as well as the ideal contrast profile.

The test has a control scale for social desirability. The questions on the control scale usually present situations where there is likely to be social pressure to give positive or socially acceptable answers. The responses to these questions are statistically analyzed to detect patterns of social desirability. Candidates who show a tendency to respond excessively positively on the control scale can be identified as subjects who may be influencing their responses due to social desirability.

We know that each company is unique and each profile is also, for this reason each company can select the competences that it wishes to evaluate, degree of development of the same and weight.

Based on the affinity of the evaluated person with the position, hirint delivers a ranking in % from 1 to 100 according to the degree of affinity with the company.

Yes, in fact, together with the competence report, we generate a report with interview questions according to the different competence levels.

Yes, of course contact us for more information: info@hirint.io

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