Employability quiz
Our bespoke, scientifically validated psychometric assessment has been designed to assess emerging talent for potential; based on their skills, motivations and aspirations.
It also provides tailored career advice to the individual, in relation to their networking capability and employability strengths, benchmarking them using an equitable approach.
Core categories
Career focus
Transferable skills
We assess 24 core skills, split into task, social and personal skills to understand an individual's level of experience and enjoyment. Technical skills can be taught more easily than core skills, which are a better predictor of an individual's potential. It also helps emerging talent to better articulate their transferable skills.
Workplace motivations
We assess eight different motivations or values that may be important to an individual. This helps recruiters and managers to learn what the individual's work environment priorities are, so the employer can effectively support them. It also helps emerging talent to ask the right questions so their needs are met.
Career aspirations
We assess five different aspirations that an individual may have. We avoid using job titles and instead focus on professional archetypes that align with their work preferences. It helps to identify suitable future opportunities more easily. It also helps emerging talent to have the right expectations and be more open-minded.
Personal focus
Networking capability
We assess for six behaviours that form an individual's networking capability. This section is for the individual report only as the aim is to advise them on how to improve their networking capability. Networking has a clear link to increasing career potential but is often influenced by someone's demographic background. We provide them with a comparison against their demographic groups for more inclusive results.
Employability strengths
We assess for five behaviours that form an individual's employability strengths. This section is for the individual report only as the aim is to advise them on how to improve their employability. Human, social and psychological capital are linked to career potential but are often influenced by someone's demographic background. We provide them with a comparison against their demographic groups for more inclusive results.
Demographics
We ask for demographic data so we can understand the differences in how people respond. This helps us to go beyond surface-level results which may be influenced by an individual’s demographic background. By analysing how this impacts behaviour, we can provide equitable career awareness and actionable insight for organisations to improve inclusivity and equity.
Benchmark your people
Gain analysis to help understand how different demographic groups respond amongst your people and how that benchmarks to others. Take advantage of recommended, data-driven actions to help you increase awareness and reduce barriers.
Wide and diverse network
Those in full time employment are 41% more likely to believe they have a wide and diverse professional network than those who are unemployed.
Professional network
Those aged 26-29 are 14% more likely to actively make time to build a professional network than those aged 18-21.
Seek opportunities
Those who went to a private school are 18% more likely to seek opportunities to meet with influencial people than those who went to state school.
Knowledge and skills
Men are 10% more likely to feel their online professional profile promotes their knowledge and skills than women.