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Choosing the right person for the right job is crucial to the success of your organisation.

IBM Kenexa Assessments are an expansive portfolio of tailor-made, ready-to-use career assessments. Use these behavioural assessments for both pre-hire and post-hire needs, to assess traits, skills and fit for individuals, managers and leaders. These assessments are based on behavioural science insight to measure the capacity, capability and culture fit of each individual. 

What is an Assessment?

Choosing the right person for the right job is crucial to the success of your organization. IBM Kenexa assessments are an expansive portfolio of tailor-made, ready-to-use career assessments. 

These assessments can be used to assess traits, skills and fit for individuals, managers and leaders for both pre- and post-hire needs. These assessments are based on behavioural science insight to measure the capacity, capability and culture fit of each individual.

PRE-HIRE ASSESSMENT

  • Reduce recruiting costs and time to hire. 
  • Concentrate interviewing efforts on high-potential candidates. 
  • Gain organisational performance by increasing quality of hire. 

POST-HIRE ASSESSMENT

  • Identify the critical talent needed to increase business performance. 
  • Identify and develop potential leaders. 
  • Optimise individual and team performance for current and future needs. 

Predicting who will be your ideal candidate or who will be your next great executive can be a lot less challenging. IBM  Kenexa assessments help identify critical talent that you need to develop, It allows you to make data-based hiring decisions – removing gut decisions from workforce planning.

Why use Assessments?

Research has shown that the most commonly used techniques are often the least effective at predicting that candidates will perform to a high level in a job (Hunter & Schmidt, 1998). These include resumes, typical unstructured interviews and reference checks. On the other end of the scale, assessments tend to consistently show a more accurate prediction of likely job performance.

Assessment solutions redefine the selection process for HR practitioners. Resumes should be used in the selection process, but only to determine if a person has the right level of experience or qualifications required for the job. Resumes tell us nothing about whether the person has the right behaviours and abilities for the job, and, therefore, they should not be used in isolation to screen candidates. 

Many jobs have a behavioural requirement and it is important that HR obtain objective information on the qualities of the candidates to determine who to hire. For example, for sales staff, certain qualities are essential, such as being outgoing and persuasive and possessing the ability to establish relationships with other people. Such personal qualities are not shown in the academic qualifications on the resume. Many companies have screened out candidates who do not hold top quality resumes, but they may have missed individuals who have natural talent as top salespeople.

common language

Common Language

A significant benefit of assessments is they provide common language to be used when discussing people. We assume that when we use words such as good attitude, bright, fast learner, and good communication skills, that everyone’s definition of these words is the same. Assessments provide the basis for common language, common definition of terms so that there is consistency in the evaluation process, regardless of who is involved.
hiring the right candidate

Hiring the Right Candidate

Assessments measure skills, abilities, personal attributes such as work preferences, motivation, personality and other qualities that will assist you with understanding ‘who’ they are, not just ‘what’ experience they have. ‘Who’ will always be much more important than ‘what’ – what skills or experience they have.

At the NHS Leadership Academy, Rob Farace, National Resourcing Manager, says:

“By using Kenexa’s assessments, we have adopted an approach that judges people’s skills instead of their background. Because of this, the quality of candidate coming through is excellent”

How are Assessments created?

Capacity, Capability, Commitment, and Culture: all key attributes of successful people and all can be identified using IBM Kenexa skills and behavioural assessments.

The Science

Most studies of successful people (defined here as those who do efficiently with the correct results in the shortest time what their management want them to do) indicate that there is a very strong statistical correlation with high scores in the applicable four ‘Cs’, namely Capacity, Capability, Commitment, and Culture where: - 

Capacity = what one was born with [or, innate ability] 
Capability = what one has learned in life along the way [or, acquired skills] 
Commitment = the intent that one applies ones’ self with to achieving outputs   
Culture = easy adaptation to the environment that one operates in [personal orientation]

skills assessments

Depending on the post being considered, the % contribution of the four “C”s, in terms of relative strengths to each other and to the success of an individual in post, will be different from post to post: not all posts require the same high scores in all four “C”s. The skill in using assessments in candidate selection comes about in recognising which of the four “C”s are important for the post in hand, and how to rank them in the order of importance for the post.

To help companies look for high-performing staff, IBM has a range of assessments that can more accurately measure behaviours and abilities, and partners with companies to find out the behavioural and ability requirements of the job. Top- performing staff will be assessed to discover the behaviours and abilities that are linked to high performance in the job. This information is then used to assess whether candidates have the same set of talents. Company culture is an important element when devising the tests. A candidate may have excellent performance in one company, but when he/she is put in another culture, it may be a totally different story.

Recent Surveys on Contributions to Success for office and knowledge workers 

Recent non-assessment based workplace studies have shown a different break down of the key elements, and their weighting, that determine effectiveness in any Job. They are suggested as being: -

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EDUCATION

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WORK EXPERIENCE

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COGNITIVE ABILITY

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CULTURE & COMMITMENT

IBM Kenexa deploys over 40 million assessments per year to some of the largest, most respected organisations, institutions and companies in the world. IBM Kenexa Assessments gives you the ability to partner with a provider with over 25 years of assessment and talent consulting experience, behavioural insight and predictive analytics capabilities for recruitment and talent development.

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