Assessment evidence should be explainable before it is persuasive.
Our approach starts with a defined job requirement, uses the same relevant criteria for candidates in the same process, and carries uncertainty into the interview instead of hiding it behind a single score.
Four interpretation rules
These rules apply before deeper technical claims are made for any individual instrument.
- Start with the roleDefine the job evidence needed before selecting a battery.
- Assess only what mattersMinimise redundancy and candidate burden.
- Keep the comparison consistentUse the same relevant criteria and conditions for candidates in the same process.
- Verify with peopleTurn findings into interview questions; do not automate the decision.
Initial ten-assessment fact-sheet register
Each v0.1 sheet states purpose and limits. Missing reliability, validity, norms, fairness, uncertainty, version, timing, and language evidence is labelled unavailable rather than estimated.
Critical ThinkingMethodology fact sheet v0.1Evidence review
- Purpose
- Evaluate how a candidate examines arguments, evidence, assumptions, and conclusions.
- Recommended use
- Roles where decisions require reasoned evaluation of incomplete or competing information.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
Numerical ReasoningMethodology fact sheet v0.1Evidence review
- Purpose
- Evaluate interpretation and reasoning with job-relevant numerical information.
- Recommended use
- Roles that require comparison, calculation, or evidence-based decisions using quantitative data.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
Verbal ReasoningMethodology fact sheet v0.1Evidence review
- Purpose
- Evaluate interpretation and reasoning from written information.
- Recommended use
- Roles where reading accuracy, inference, and written evidence affect performance.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
Abstract ReasoningMethodology fact sheet v0.1Evidence review
- Purpose
- Evaluate reasoning with unfamiliar patterns and relationships.
- Recommended use
- Roles where candidates must learn rules or solve novel non-verbal problems.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
Attention to DetailMethodology fact sheet v0.1Evidence review
- Purpose
- Evaluate accuracy when identifying discrepancies and following detailed requirements.
- Recommended use
- Roles where preventable errors, record quality, or instruction accuracy are material.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
Problem SolvingMethodology fact sheet v0.1Evidence review
- Purpose
- Evaluate how a candidate frames a problem, weighs information, and selects a workable response.
- Recommended use
- Roles that require structured decisions under practical constraints.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
Situational JudgmentMethodology fact sheet v0.1Evidence review
- Purpose
- Explore responses to realistic workplace situations and competing priorities.
- Recommended use
- Use only with scenarios demonstrably relevant to the target role and context.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
Communication SkillsMethodology fact sheet v0.1Evidence review
- Purpose
- Evaluate job-relevant communication judgment and clarity.
- Recommended use
- Roles where audience, channel, tone, and information structure affect outcomes.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
Sales AptitudeMethodology fact sheet v0.1Evidence review
- Purpose
- Explore role-relevant commercial judgment, communication, and problem-solving evidence.
- Recommended use
- Sales roles after clarifying motion, customer, cycle, and seniority.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
Customer Service SkillsMethodology fact sheet v0.1Evidence review
- Purpose
- Explore service judgment, prioritisation, communication, and issue handling.
- Recommended use
- Customer-facing roles with a defined service model and escalation context.
- Interpretation boundary
- Use with role analysis, structured interviews, experience, and other job-relevant evidence. Do not use as an automatic hiring decision.
- Technical evidence status
- Reliability coefficients, validation samples, norm groups, uncertainty, fairness analyses, version history, timing, and language-specific evidence are not yet published. No value should be inferred.
What a complete technical sheet must contain
A marketing description is not a technical manual. Before a stronger scientific claim is published, the evidence must be approved for the specific assessment version and delivery language.
- Construct definition and intended use
- Job-analysis and content-development method
- Administration, timing, scoring, and version
- Reliability evidence and uncertainty
- Construct and criterion evidence
- Norm sample, geography, language, and date
- Fairness/adverse-impact review
- Accessibility and accommodation guidance
- Limitations, prohibited uses, and review owner
- Change log and next evidence review date
Choose a battery from the role—not the label.
Share the outcomes, tasks, and risks that matter for the client role so the assessment plan stays focused and defensible.
Start Assessing
Create an agency account with your work email or Google, then set up the first role.