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HirePro has enabled the assessment of over 500,000 candidates to date, with Pan-India delivery and logistics support capabilities. HirePro has a range of assessment solutions to suit diverse types of assessment requirements.

Proctored assessments
Remote delivery
Customized campus solutions
Establishment of physical assessment centres
Logistics and end-to-end management of assessment centres

HirePro has developed a range of candidate engagement platforms to act as a ready catchment to reach out to wide-ranging profiles. Starting with ideal talent profiling for various levels in the organization, our talent branding capabilities cover employee value proposition development, employee brand positioning development, marketing campaign design & implementation.

HirePro Metrix is a specialist practice focused on helping companies streamline the process of candidate assessment to ensure high shortlist-to-offer ratios. HirePro has enabled the assessment of over 500,000 candidates to date, with pan-India delivery and logistics support capabilities. HirePro has a range of assessment solutions to suit diverse types of assessment requirements. HirePro assists in remote delivery of skill-based assessment, specialist campus solutions and establishment & management of physical assessment centres.

HirePro Bridge helps companies manage the entire recruitment lifecycle from initiation of a hiring requirement till such time that the candidate comes onboard. This service includes all key administrative activities such as interview scheduling, coordination, offer management and Onboarding. Responsiveness and real-time tweaking of campaigns to meet changing requirements are hallmarks of this service. A highlight of the Bridge range of services is the Applicant Lifecycle Management service from HirePro. This helps companies outsource all administrative components of candidate interface. The service is designed to create a process-driven approach to management of applicants and ensure a seamless interface across the entire recruitment lifecycle.

Assessment

Aptitude Assessments

Aptitude is developed knowledge, understanding, learned or acquired abilities (skills). It is a component of competency to do a certain kind of work at a certain level. An aptitude assessment is a systematic methodology of testing a job candidate's abilities to perform specific tasks and react to a range of different situations. The tests each have, has a standardised method of administration and scoring, with the results quantified and compared with all other test takers. Aptitude assessments are increasingly administered online - most often after a candidate has made their initial job application - and are used to filter unsuitable applicants out of the selection process, without the need for time consuming one-to-one job interviews.

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Technical Assessments

A technical assessment ideally aims to test the technical soundness of a given candidate and typically features questions that are specific to the role one has applied for. It ideally revolves around questions related to the specific knowledge about a given company’s technical activities. Besides, it may also be used to decipher the candidate’s understanding of the technical work required to be completed as a part of the job. Technical assessments more than often require candidates to solve actual technical problems that they would likely face in the real-life scenario.

USAGE AND APPLICATION

Function Specific Assessments

Function specific or domain specific assessments potentially assess a given candidate's potential in a given function or domain, for example, Marketing, Finance, IT etc. Such assessments are usually an even mix of aptitude and psychometric tests. Function specific assessments can be instrumental, revealing an individual's scores on the abilities and motivations in the specific field. Candidates are often required to face a mock-up of "real life" scenarios expected to be faced with, and provide feasible and substantial solutions for addressing the same. The answers are then analysed on the possibility of their realistic application in the specific function/industry.

Behaviour

Behavioural Tests are used to evaluate the softer aspects of an individual’s personality.
There are a number of personality tests used industrially today. Behavioural Tests can
be pivotal in talent assessment and better decision-making.

APPLICATIONS

For taking hiring decisions, used as a significant data point
For developmental activities or training need analysis
For evaluating a candidate’s behavioural fit in a given job role
For competency evaluation

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Galaxy- Personality Profiler

A personality profiler is a tool ideally used to provide an evaluation of an employee's personal attributes, values and life skills in an effort to maximize his or her job performance and contribution to the company. Questions in a personality profile test, which can be taken traditionally or online, are designed to seek out information about an employee's temperament, decision-making methods, communication style and general attitude towards work and recreation.

Sales Pro

Personality forms a big part of any sales job description. As a result many employers require personality tests as part of their application processes. The aim of a sales personality test is to see who will be a successful salesperson. In order to make them as valuable as possible, personality tests are usually designed in accordance with the requirements of the role, job description and employer you are applying to.

Career Pro

CareerPro is a fresher hiring-specific personality profiler. Adaptability, sociability, team work, persistence, persuasiveness, creativity, conscientiousness and organisational skills are key competencies of any given job role across industries, when it comes to fresher hiring. Assessment of these 8 behaviours is found to be important at workplace, as they individually or in clusters, are essential for performance of any given job role, at the entry level.

SJTs - In Site

Situational Judgement Tests (SJT’s) assess how one approaches situations encountered in the workplace. Whilst there is some variation in how they are delivered, they typically present with a written description of a scenario and ask candidates to select the appropriate response from a multiple choice list. SJTs represent a distinct psychometric approach from the common knowledge-based multiple choice item. hey are designed to test one’s potential across a number of competencies.

Leadership Assessment

Leadership Assessment is a process for identifying and describing an individual’s unique characteristics as they pertain to leading, managing, and directing others and how such characteristics fit into a given position’s requirements. Leadership Assessments can be useful for a number of applications:

Selection, Placement, and Promotion Decisions - Objectively assess the candidate’s leadership capabilities compared to the position’s requirements.
Development – Enhance development by increasing ability to fully utilize employee capacities.
Succession Planning – Identify leaders early and create a continuous flow of effective leaders within the organization.
Organization Effectiveness – Assessment provides an objective means of researching and identifying the precise capabilities that drive organizational success.

TypeSmart

Typing tests have been an integral methodology of the hiring program when it comes to domains like BPOs, chat support, email support, back end operations and account reconciliation (AR).

Typing tests are usually aimed at assessing a couple of parameters majorly:

The typing speed of a given candidate coupled with accuracy while accomplishing the task
The ability of a candidate to multitask, for the job roles involved demands a high amount of multitasking

Typing tests may or may not be assisted by a general aptitude test, depending on the specificity of the given role and demands.

CODER

CODER is typically a coding simulator. Simulations typically include automated performance assessment to overcome the issues of uniformity and objectivity and eliminate the need for extensive one-on-one time with an assessor.

A simulated computer programming assessment should meet many parameters in order to qualify as a valid and reliable assessment for evaluating the programming skills of candidates at the time of recruitment.

The outcome of the tests is based on different test cases of a given problem and the feasibility of their implementation in real life scenarios.

Science

Assessment

Aptitude Assessments

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Technical Assessments

USAGE AND APPLICATION

Function Specific Assessments

Behaviour

APPLICATIONS

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Galaxy- Personality Profiler

Sales Pro

Career Pro

SJTs - In Site

Leadership Assessment

SpeechPro

AudioPro

Simulation

TypeSmart

CODER

CASE STUDIES

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