Hiring Made Smarter
When and Where to Use Assessments
Hiring the Right Person Shouldn't Be a Guessing Game.
Use assessments to add objective, predictive signals—without hurting candidate experience. Discovered combines Behavioral, Ability, and Skills tests to improve accuracy, reduce mis-hires, and move faster.
Why Pre-Employment Assessments Matter in Hiring
Hiring decisions improve when they’re grounded in objective, validated hiring evidence, not résumés or unstructured interviews alone.
Well-chosen employment assessments help predict on-the-job performance, reduce bias, standardize criteria across teams, and accelerate decisions by focusing manager time on the best candidates. Placed at the right stage—and at the right length—they also protect the candidate experience in competitive markets.
What Discovered provides
A complete, science‑based view through three complementary lenses:
Behavioral
Who the candidate is (workstyle, motivation, integrity, culture alignment).
-
Ability
How the candidate thinks (problem solving, reasoning, sales ability where relevant).
-
Skills
What the candidate can do (job‑specific capability proven through worklike tasks).
Outcome: Fewer interviews, stronger shortlists, and data-driven hiring decisions you can defend.
Understanding Your Assessment Toolkit
Behavioral Assessments
Identify workstyle, motivation, integrity, and culture fit for consistent, fair decisions using behavioral hiring insights.
Ability assessments
Measure problem-solving, reasoning, and—where relevant—sales ability to anticipate performance through cognitive hiring tests.
Skills tests
Identify workstyle, motivation, integrity, and culture fit for consistent, fair decisions using behavioral hiring insights.
Strategic Guide to Using Pre-Employment Tests
Timing balances predictive value with drop-off risk.
| Hiring stage | Better use when... | Recommended assessments | Observations |
|---|---|---|---|
| Application | Applicant volume is high and you need a strong, early filter. | White‑collar: Behavioral + Ability (~60 min). Frontline: short integrity/skill screener (10–15 min). | Longer pre-employment tests work well with plentiful applicant supply. Short screeners reduce friction and don't discourage applicants. |
| After resume / initial screen | You have a moderate volume of applicants and want a deeper signal before interviews. | Behavioral + Ability | This helps confirm personality and cognitive fit before committing manager time to interviews. |
| After Initial Phone Screen | You're hiring for scarce, specialized, or hard-to-fill roles. | Behavioral + Ability + role-specific skill tests | This approach shows respect for the candidate's time while still providing predictive hiring data. |
| Later Stages (Pre-Final Interview/Offer) | You need to validate earlier signals and confirm specific traits. | Job simulations + structured references | Use this stage for final confirmation and validation, not broad filtering. Confirm integrity and attitude before making a final offer. |
Quick Reference Guide for Assessment Strategy
Assessment length
Short (≤15 min)
Best for early filtering and frontline roles.
-
Full (~60 min)
Later in the funnel—or earlier only when volume is very high.
Candidate volume
-
High volume
Move assessments earlier to conserve manager time.
-
Low volume / scarce talent
Delay longer batteries until after a conversation.
Role reality
-
Add Skills only if the work truly depends on that capability.
-
Choose Behavioral (IC vs. SL) and Ability (IC vs. Sales) by responsibilities—not just the job title.
Unlock a Faster, Better Hiring Process
"*" indicates required fields
Resources & Assessment Manuals
Access our complete library of traits, behavioral quadrants and miscellaneous assessment guides.
Each manual explains what the test measures, how it predicts performance, and how to use results to make confident, data-backed hiring decisions.
Personality Traits
Candidate Behavior
Miscellaneous
Make Better Hires With Science, Structure, and Speed
Standardize how you screen, compare, and advance candidates using the right pre-employment assessments at the right stage.
Measure, iterate, and keep improving across roles and teams.