+2x
Performance Prediction
30%
Error Reduction
After First Interview
Optimal Timing
45–90 min
Recommended Duration
Definition
Assessment (or evaluation) refers to the set of methods and tools enabling objective evaluation of a candidate's competencies, aptitudes, personality and potential. Unlike traditional interviews based on self-reporting, assessment concretely measures what the candidate can do in conditions close to professional reality.
Types of Assessment by Role
Choosing the Right Assessment Type
| Role Type | Recommended Format | What's Evaluated | Duration |
|---|---|---|---|
| Technical / Dev | Real-world code tests, bug fixes | Concrete technical skills | 45–90 min |
| Sales | Negotiation role play, fictional product pitch | Relational ease, argumentation | 30–60 min |
| Managerial | HR case study, strategic prioritisation exercise | Leadership, decision-making under pressure | 60–90 min |
| Administrative | Rigour tests, multitasking, office software | Accuracy, organisation, responsiveness | 30–45 min |
Integrating Assessment Into Your Process
- 1
Define Critical Competencies
Technical, behavioural and managerial — list those non-negotiable for the role.
- 2
Choose Appropriate Tools
Online tests, case studies, role plays or assessment centres according to role level.
- 3
Integrate After First Interview
Avoid testing all candidates. Target those with real potential.
- 4
Communicate Clearly
Duration, format, objectives and logistics sent to candidate at least 48 hours ahead.
- 5
Analyse Results as Complement
Assessment complements the interview, it doesn't replace it. Cross-reference information.
- 6
Document the Evaluation
Track your decisions to justify choices and improve your process over time.
Pitfalls to Avoid
Don't overload the process with too many evaluations. Avoid generic tests unrelated to real missions. Never base decision solely on numerical results. Beware of poorly validated personality tests. A 3-hour assessment may discourage excellent candidates still in employment.
Frequently Asked Questions
When should I integrate assessment into the process?
Generally after a first interview validating the profile, before final decision. This avoids testing all candidates and targets those with real potential. For very technical roles, light assessment can be used from pre-selection stage.
Must I pay for assessment time to the candidate?
For exercises under one hour, it's not legally required. Beyond that, consider compensation, especially for in-depth case studies or deliverable creation. This demonstrates respect for candidate time and improves candidate experience.
Are personality tests reliable in recruitment?
Scientifically validated tests (Big Five, DISC, MBTI) offer interesting insights but should never be eliminatory. They illuminate operating mode, not competency. Use them as basis for interview discussion. Verify psychometric validation of any tool before using.
How should I announce assessment to the candidate?
Be transparent about format, duration, evaluated competencies and any necessary tools. Send information at least 48 hours ahead. Specify whether candidate needs to prepare materials or specific tools. Transparency reassures and improves response quality.
Evaluate Your Candidates Objectively
Aurelia provides practical exercise templates by role type, standardised evaluation grids and results centralisation in candidate file.