4. Testing

  • Selection of candidates: overall assessment of qualifications, behavior and test results, prioritized list of candidates.
  • Testing tools: The most relevant candidates undergo a personality test and various ability and skills tests based on the assessment. The tools are DNV-approved and conducted by a certified advisor.
  • Presentation of final candidates: The final assessment report is reviewed with the client. It is assessed which candidates are best in relation to:
    • the criteria set in the job analysis
    • where the candidates differ from each other
    • assessment of the potential and risk in relation to the most relevant candidates        
  • The preferred candidate(s) are contacted to find out if they need more information about the company or the position before they are able to consider job offers. If the candidate(s) need more information/must be influenced more, this is done.
  • Reference check: references are obtained for the preferred candidate(s)
  • Testing the relationship between competencies and competency potential provides us with solid hypotheses that can be included in the candidate assessment. This helps us to understand the candidate’s competences today and what competence potential can grow in the future.

    Although the reference check is one of the least valid methods, its usefulness will largely depend on the professionalism of the adviser. How questions are asked, how well the advisor is able to listen and capture nuances, how answers are followed up with further questions, what weight is given to the referee’s statements, etc. Being aware of the referee’s motives is important. Does the referee want to help the candidate or not, and/or is the referee genuinely interested in helping us make the right choice?

    Reference interviews are conducted by telephone. This ensures us the possibility of individualization in relation to our observations, findings and hypotheses from the process to verify our assessment of qualifications, test results and behavior.