From good to great: how Evali helps us identify top talent – like you!

To make this happen, we have partnered with the assessment provider Evali to conduct our psychometric assessments. The Evali tool includes both a personality test and a logic test, each taking about 12 minutes to complete. You will typically come across these tests as one of the initial steps of your recruitment process with us, because the earlier we use them, the more likely we are to see you for who you truly are.

To us, the tools we use must be based on scientific research and empirical study. We did a lot of research before implementing Evali, and conducted a trial period where we found our best approach to working with the tool. During this time, we made sure to ask all the hard questions. Is there a risk we get the wrong impression of candidates? What do we do if the candidate doesn’t agree with their results? Are these tools even scientifically valid in the first place?

Evali’s personality test is based on the Hexaco model, a variant of the Five Factor Personality model. This is one of the few ways of measuring personality that is actually based on science, which is why we went with this option. You can read more about the science behind the Evali tool here.

Evali’s platform is designed to be inclusive and easy to use. The logic test is adaptive to your level and untimed, ensuring a fair evaluation for all candidates. Neither test takes very long to complete; however, we know that each individual is unique, so you are free to take as long as you like to fill them out. When you first create your profile on the platform, don’t forget to pick the language you feel most comfortable in - that way, you’ll get closer to a more accurate representation of yourself.

During our trial period, we tested Evali on two of our ongoing recruitment processes. We then interviewed the candidates about their experience using the tool, and we let already existing employees try it out and give us their feedback. We then evaluated whether the tool could help us with some of our recruitment challenges, and formulated our strategy of working with the tests based on all of these factors.

We quickly realized that the tests could help us see beyond the resume and allow us to find candidates who would really thrive in our workplace. With the test as an extra data point, we work with structured interviews and can now provide better and more accurate feedback to our candidates. And most importantly, by using the tests early on in the process, we bypass or highlight some of the biases that would otherwise get in our way.

We decided very early on that we did not want to use the tests for screening. That means that if you are taking the tests, there is no risk that you will be rejected based on your results. Instead, we will discuss the results with you during an interview and ask you competency-based interview questions to get a better understanding of how some of your unique traits make up who you are.

The work on the candidate profile lays the foundation for the entire recruitment process, as well as the basis for how we evaluate profiles in Evali. For the tests to provide value, this work becomes very important, as it defines what the role entails and which soft skills are considered essential. Based on this information, we then create a "match profile," where we select 6 relevant soft skills for the role in Evali. This does not mean that there is a "right" or "wrong" profile for the role; rather, it allows us to ask follow-up questions based on the answers chosen during the test.

You will complete the Evali assessments before your first interview. Of course, you will also be able to review the results after you have completed the tests, and only the responsible recruiter will have access to your test results to ensure unbiased evaluations during interviews.

Since we ask competency-based questions during the interview, you will need to provide specific examples. Our preparation tip is to reflect on projects, work, and collaborations you have been involved in during previous jobs, where you can highlight specific situations. The more specific you are, the easier it will be to answer the questions.

The Evali assessments provide us with valuable information about your cognitive abilities and personality traits. Here is how we use them:

• Guiding interview questions: The insights gained from your assessment results help us formulate specific follow-up questions during the competency-based interviews. This allows us to explore areas highlighted by your test results in more depth.

• Understanding fit: The results help us understand how your traits and abilities align with the role’s requirements and the company’s culture. We are looking for a match in values and work style that complements our team dynamics.
• Informed decision-making: By considering both the assessment results and the answers to the interview questions, we make more informed and objective hiring decisions. This comprehensive approach ensures we evaluate you on a broad spectrum of skills and attributes.

Remember, there are no right or wrong answers in these assessments. We are interested in how your traits align with the role's expectations. The results will serve as a basis for further discussion during the interview process.

A responsible recruiter will be your Evali expert, guiding you through the process. Beyond recruitment, Evali also provides insights into team dynamics and valuable soft skills for our company.

If you have any questions about the Evali assessments or our recruitment process, please reach out to your responsible recruiter. You might feel that your test results do not match who you are at all. This is, of course, something you can talk to the recruiter about in the interview.

By embracing psychometric assessments, we are enhancing our recruitment process to find the best talent while creating a fair and inclusive environment. We look forward to learning more about you through the Evali assessments!