Buyer's Guide: Talent Acquisition
In This Series
Supporting Solution Factsheets
How Accendo is Different from Individual Assessment Companies and Its Key Benefits
Assessment Marketplace
Compared to other assessment companies, Accendo’s platform, TalentPulse offers an Assessment Marketplace with multiple range of assessment tools, such as Behavioral and Motivation Assessments, game-based assessments, simulations and more.
Self-service Function
Our platform empowers you with its self-service functionality. This allows you to configure assessment projects, track your candidates’ progress and completion and send out email communications to complete their assessments. This feature simplifies the assessment process, allowing you to efficiently manage and monitor candidate assessments.
Consolidated Report
One key benefit of our platform is the ability to generate consolidated reports. Unlike other companies that usually generate separate reports for each assessment tool, our platform allows our client to generate a single, comprehensive report that combines data from multiple assessments. This reduces the time for HR to read multiple reports for an individual and it provides a holistic view of the individual.
Dashboards
Our platform contains dashboards, such as a journey report dashboard to help you track candidate’s progress in their assessment and the quality of your talent pool. Also, the interview portal allows you to combine scores from assessments and interviews to provide you with a fit-to-hire score. This approach cuts down the need for manual compilation, allowing your team members to focus on what truly matters.
Seamless User Experience
Furthermore, our platform offers a seamless user experience for candidates. Candidates can complete multiple assessments using a single log-on, eliminating the need for multiple log-ins. They have the flexibility to take breaks between assessments as long as they complete within the stipulated time. This user-friendly approach provides seamless candidate engagement, ensuring a smooth assessment experience.
To sum it all up, our platform stands out from other assessment companies by providing an assessment marketplace with multiple tools, the ability to generate consolidated reports, a data-driven dashboard for analysis, a self-service platform, and a candidate-friendly assessment experience. We strive to offer a comprehensive solution to meet your business needs and hiring outcomes.
Table of Content
Assessment Marketplace
Accendo’s Assessment Marketplace is a one-stop curated marketplace for best-of-breed, globally sourced and validated talent assessment tools. Organisations use these tools across the talent management lifecycle, for example, to assess potential candidates to evaluate their ‘best-fit’ for the role.
Hogan Assessments
Hogan Assessments is a provider of personality assessments and consulting services for employee selection and development. The company was founded in 1987 by Drs Robert and Joyce Hogan, who are both experts in personality psychology and organizational effectiveness.
Hogan Assessments are known for their scientific rigour, reliability, and validity, and have been used by thousands of organizations worldwide.
Customer Needs
Hogan assessments are widely used by organisations to identify high-potential candidates, develop leaders, and build high-performing teams. To do so, we break these requirements down into seven areas:
#1: Why Hogan Assessments?
#2: Measurement
#3: Duration
#4: Uses Cases
#5: Norm Groups
#1: Why Hogan Assessments?
Four key selling points that make Hogan unique
Hogan believes in having a strong research foundation, practical application, and a holistic assessment approach to drive business outcomes for overall performance and success. These factors have contributed to the widespread use and acceptance of Hogan Assessments in organisations around the world.
Strong Research Foundation | Hogan has a full in-house research team staffed with I/O professionals and over 30 years of independent research experience. The assessments are developed using a rigorous research process and have been validated by more than 1,200 validation studies. The assessments are also based on well-established personality theories and have been shown to have high levels of reliability and validity. |
Practical Application | Hogan Assessments are designed to have practical applications in the workplace. Hogan is framed with a focus on adults in the workplace and are being used for talent selection, leadership development, talent management, and career development and are tailored to provide insights that can be used to improve organizational performance. |
Holistic Assessment | Hogan Assessments is unique in its focus on personality from different angles, by looking at the bright side, dark side, and inside of personality. By measuring the positive and negative aspects of an individual’s personality, Hogan provides a more comprehensive view of an individual’s potential for success in the workplace. Hence, it is recommended to use Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI) in combination to obtain the holistic insights. |
Driving Business Outcomes | The identification of candidates who will perform well and fit into the organisation can lead to bottom-line results such as improved performance and reduced turnover. |
#2: Measurement
A holistic measure of personality
We know why organisations use Hogan; the next step is to understand what these assessments measure.
Hogan Assessments consist of three assessment tools designed to measure different aspects of an individual’s personality and work-related behaviour. These assessments are often used in talent selection, succession planning, HiPo identification, leadership and career development, and talent management.
Hogan Personality Inventory (HPI) | The HPI measures the “bright side” of personality, which includes the qualities that make individuals effective in their work and interactions with others. It provides insights into their interpersonal style, work approach, and leadership potential. |
Hogan Development Survey (HDS) | The HDS measures the “dark side” of personality, which includes the qualities that can derail an individual’s career and cause interpersonal problems. It assesses an individual’s potential for disruptive behaviour especially during times of stress and provides insights into their potential career derailers. |
Motives, Values, Preferences Inventory (MVPI) | The MVPI measures an individual’s values, interests, and motives, which are important in understanding an individual’s career aspirations, work preferences, and potential for job satisfaction. It assesses an individual’s underlying motivations, such as their desire for power, recognition, or autonomy, and provides insights into their work preferences and career goals. |
#3: Duration
Time taken to complete each assessment
The duration for each Hogan assessment tool can vary, but they typically take around 15-20 minutes each to complete. Here is a breakdown of the duration for each assessment:
Hogan Personality Inventory (HPS) | Hogan Development Survey (HDS) | Motives, Values, Preferences Inventory (MVPI) |
The HPI consists of 206 items and takes about 15-20 minutes to complete. | The HDS consists of 168 items and takes about 15-20 minutes to complete. | The MVPI consists of 200 items and takes about 15-20 minutes to complete. |
Important Note: The assessments are untimed, and individuals can complete them at their own pace. However, it is recommended that individuals complete the assessments in one sitting, without taking extended breaks or interruptions. They are advised to answer honestly without spending too much time thinking about one item, as there are no right or wrong answers.
#4: Use Cases
Versatile assessment tools to meet your business needs
Hogan Assessments prides itself on providing versatile assessment tools that can be tailored to meet the specific needs and goals of any organisation, in all aspects of talent acquisition and talent management.
As it is recommended to use all three Hogan Assessments in combination to obtain holistic insights, here are some of the use cases that are applicable:
Talent Selection
Leadership and Career Development
Succession Planning
High Potential (HiPO) Identification
Talent Management
How Hogan works with other tools:
For recruitment: HPI, HDS and MVPI are recommended for Senior Managers and above and are being used in combination with other tools, such as APM, Sims and Face-to-face interview.
#5: Norm Groups
A benchmark for interpreting scores
Norm group is used as a basis for comparison when interpreting an individual’s scores on the assessments. The norm group provides a reference point for how an individual’s scores compare to those of a larger population. This helps to ensure that the results are meaningful and relevant for the individual and the organisation.
The norm groups for Hogan assessments on TalentPulse is based on the General Adult Population. It includes a large sample of working adults from a variety of industries and job types, different genders, age groups, ethnicities, and educational backgrounds. The norm group is periodically reviewed to ensure that it remains representative of the working population.
Aon Assessments is a global provider of talent assessment and management solutions. They offer a range of assessment tools that are designed to help companies identify the right talents and develop their employees’ potential. These tools include cognitive ability tests, personality assessments, and motivation assessments.
These assessments can also be used to support a variety of HR processes, such as recruitment and selection, development and training, succession planning, and career pathing. These are done via a provision of data-driven insights and analytics to help organisations make informed decisions about their talent strategy.
Customer Needs
Aon assessments are widely used by organisations to identify high-potential candidates, develop leaders, and build high-performing teams. To do so, we break these requirements down into seven areas:
#1: Why Aon Assessments?
#2: Measurement
#3: Duration
#4: Uses Cases
#5: Norm Groups
#1: Why Aon Assessments?
Four key selling points that make Aon unique
Aon Assessments offers a broad range of scientifically validated assessments, using advanced technology and a global reach to provide customised solutions to meet the needs of companies worldwide. These factors have contributed to the widespread use of Aon Assessments to assist companies in making informed talent decisions and improving the effectiveness of their talent acquisition and talent management processes.
Global Expertise and Presence | Aon Assessments is a global provider of talent assessment and management solutions, with a team of experts who can provide local support and guidance to clients worldwide. They are multilingual and adaptable across cultures, allowing them to customise their solutions to meet the specific needs of different organisations and ensure that assessments are culturally appropriate and relevant. |
Flexible and Configurable | Aon Assessments offers customisable options for its assessments, making it easy for organisations to scale and configure end-to-end solutions that are tailored to their specific needs and requirements. |
Scientifically Validated | Aon’s talent assessments are designed to be reliable, robust, and based on scientific research. The assessments meet rigorous psychometric standards, ensuring that the results are both reliable and valid. |
Advanced AI Technology | Aon Assessments uses advanced technology to develop and deliver its assessments, such as AI and machine learning algorithms, which can improve the accuracy and efficiency of the assessment process. |
#2: Measurement
A measure of a candidate’s potential for success
We know why organisations use Aon; the next step is to understand what these assessments measure.
Aon consists of the following assessment tools on TalentPulse (as shown in the table below), designed to assist HR in candidate selection during the recruitment process and the development of employees. These tools are often used in talent selection, talent acquisition, succession planning, career development, and talent management.
ADEPT-15 (Personality) | Measures a person’s behavioural preferences/work styles/tendencies across 15 personality aspects to gauge the alignment to the competencies required for a job/role. |
Views (Work-Related Interests and Motives) | Measures a person’s motivation or drivers at work across 18 dimensions to gauge the alignment to cultural values of an organisation. |
Numerical Reasoning | Measures the ability to retrieve relevant numerical information, interpret and analyse to draw logical conclusions accurately under time pressure. Typically used to measure a person’s cognitive ability especially in roles that involve dealing with numerical data frequently. |
Verbal Reasoning | Measures the ability to retrieve relevant verbal information, interpret and analyse to draw logical conclusions accurately under time pressure. Typically used to measure a person’s cognitive ability especially in roles that involve dealing with written information, reports, etc frequently. |
Inductive Logical Reasoning | Measures the ability to identify patterns among information and make logical decisions by using bottom-up (inductive) logic to solve problems. |
#3: Duration
Time taken to complete each assessment
The duration for each Aon assessment tool can vary, but they typically take around 5-25 minutes each to complete. Here is a breakdown of the duration for each assessment:
Assessment Tool | Duration |
ADEPT-15 (Personality) | Approx. 25 minutes |
Views (Work-Related Interests and Motives) | Approx. 15 minutes |
Numerical Reasoning | Approx. 6 minutes |
Verbal Reasoning | Approx. 6 minutes |
Inductive Logical Reasoning | Approx. 6 minutes |
#4: Use Cases
Versatile assessment tools to meet your business needs
Aon Assessments prides itself on providing versatile psychometric assessment tools that can be tailored to assist HR teams from talent acquisition to talent management. Here are some of the use cases that are applicable:
Talent Selection/Acquisition
High Potential Talent Identification
Succession Planning
Career Development
How Aon works with other tools:
Talent Selection:
#5: Norm Groups
A benchmark for interpreting scores
Norm group is used as a basis for comparison when interpreting an individual’s scores on the assessments. The norm group provides a reference point for how an individual’s scores compare to those of a larger population. This helps to ensure that the results are meaningful and relevant for the individual and the organisation.
The norm groups for Aon Assessments that are available on TalentPulse include Graduates, Individual Contributors, First Line Managers, Middle Managers, Senior Managers, and Executives. It includes a large sample of individuals from a variety of industries and job types, different genders, age groups, ethnicities, and educational backgrounds. The norm group is periodically reviewed to ensure that it remains representative of the working population, for the following tools below:
ADEPT-15 (Personality)
Views (Work-Related Interests and Motives)
Numerical Reasoning
Verbal Reasoning
Inductive Logical Reasoning
Raven’s Advanced Progressive Matrices III (APM-III) is a nonverbal cognitive assessment tool developed by John C. Raven in 1938. The assessment tool is designed to help organisations measure an individual’s cognitive ability by assessing abilities required for success in various job roles. These abilities include lateral thinking, the ability to learn new concepts quickly, and the ability to solve new and complex problems without drawing on prior knowledge.
The APM-III allows easy administration online for unsupervised remote completion by any number of candidates. A set of 23 questions are randomly selected from a large item bank, which ensures that no two candidates receive the same set of questions. This protects the integrity of the assessment.
Customer Needs
The APM-III is widely used by organisations to measure abstract reasoning and problem-solving abilities across different roles and levels, which is especially important for success in a constantly evolving organisational landscape. To better understand the requirements of the APM-III, we break them down into seven areas:
#1: Why Raven’s APM-III?
#2: Measurement
#3: Duration
#4: Uses Cases
#5: Norm Groups
#1: Why Raven’s APM-III?
Three key selling points that make Raven’s unique
Raven’s APM-III is designed to meet the talent needs of organisations while assisting HR teams and managers in making informed talent decisions and improving the effectiveness of their talent management processes.
Power Over Speed | Raven’s APM-III is a power assessment (have a wide range of item difficulty and a relatively generous time limit) rather than a speeded assessment (typically composed of relatively easy items and rely on the number of correct responses within restrictive time limits to differentiate performance). |
Balanced Test Items with Various Difficulty Levels | The APM-III is designed to assess cognitive ability across multiple levels of difficulty, allowing for more accurate evaluation and differentiation of individuals with various levels of cognitive ability. The assessment uses an advanced algorithm for item selection, ensuring a balanced selection of items for each candidate. |
Culturally Relevant | The APM-III is designed to be fair and relevant for individuals from different cultural backgrounds, with greater emphasis on geometric and abstract shapes that are less likely to be influenced by cultural factors. |
#2: Measurement
A holistic measure of an individual’s cognitive abilities
We know why organisations use Raven’s APM-III; the next step is to understand what these assessments measure.
The APM-III is designed to assist HR teams and managers in measuring an individual’s ability to analyse and combine new and existing information to solve unfamiliar problems, learn new skills, and put complex problems in context to see the bigger picture (abstract reasoning) without drawing on prior knowledge.
#3: Duration
Time taken to complete the assessment
Assessment Tool | Duration |
Raven’s APM-III | Approx. 40 minutes |
Note: The duration of completion for an assessment is not necessarily an indication of its quality or effectiveness. The actual completion time of the test may vary depending on the individual’s pace.
#4: Use Cases
Versatile assessment tools to meet your business needs
Raven’s prides itself on being a versatile assessment tool for cognitive evaluation and can assist HR teams and managers in all aspects related to talent management. Here are some of the use cases that are applicable:
Executive Selection
Leadership Development
Succession Planning
Talent Development
How Raven APM-III works with other tools:
Raven’s APM-III can be used in combination with other tools, such as:
#5: Norm Groups
A benchmark for interpreting scores
Norm group is used as a basis for comparison when interpreting an individual’s scores on the assessments. The norm group provides a reference point for how an individual’s scores compare to those of a larger population. This helps to ensure that the results are meaningful and relevant for the individual and the organisation.
The norm groups for Raven’s APM-III on TalentPulse are based on a large sample of working adults from a variety of industries and job types, different genders, age groups, ethnicities, and educational backgrounds. The norm group is periodically reviewed to ensure that it remains representative of the working population.
The APM-III caters for the following norm groups:
- Raven’s-Executives (Recommended for C-level Executives and Senior Managers)
- Raven’s-Managers (Recommended for Middle Managers and First Line Managers)
- Raven’s-Professional-Individual Contributors (Recommended for Individual Contributors)
KNOLSKAPE is a global leader in experiential learning with a mission to help organisations and employees become future ready. Leveraging the world’s most extensive library of online business simulations, cutting-edge technology, and a rich learning experience platform, KNOLSKAPE produces stellar outcomes for more than 375 organisations across 75 countries.
Driven by research and thought leadership, KNOLSKAPE offers gamified learning and assessment solutions for talent management and talent development. Their solutions are designed to enhance the learning experience, increase engagement, and improve learning outcomes by leveraging the power of gamification and technology.
Customer Needs
KNOLSKAPE simulations are widely used by organisations to identify and develop talent. They offer simulations for various roles within the leadership, business, and sales context. To understand KNOLSKAPE better, we break the requirements down into seven areas:
#1: Why KNOLSKAPE?
#2: Measurement
#3: Duration
#4: Uses Cases
#5: Choosing the Right Simulation
#6: Report Types
#1: Why KNOLSKAPE?
Four key selling points that make KNOLSKAPE unique
KNOLSKAPE offers gamified simulations to meet the talent management needs of organisations worldwide. These factors have contributed to the widespread use of KNOLSKAPE to assist HR teams in making informed talent decisions and improving the effectiveness of their talent management and development processes.
Experiential, Immersive Experience | KNOLSKAPE’s gamified simulations provide a realistic, fun and engaging, and immersive experience. These simulations are designed to replicate real-life scenarios in a game-like environment, probing learners to make decisions in a safe and controlled environment, measuring their behaviour in action |
Research-Based | KNOLSKAPE’s gamified simulations are developed based on rigorous research methods, established theories and models, and are continually reviewed to ensure they remain relevant. |
Targeted Solution Across Roles | KNOLSKAPE’s gamified simulations are contextualised for team management, business management, and sales. These help organisations to identify and develop talent, measure job-relevant skills and competencies, and make informed talent management decisions. |
Scalability | KNOLSKAPE’s gamified simulations are scalable, making it easy for organisations to assess or train large numbers of participants across different locations. |
#2: Measurement
A holistic measure of behaviours
We know why organisations use KNOLSKAPE; the next step is to understand what these simulations measure.
KNOLSKAPE simulations that are often used by Accendo include iLead, Build-Your-Business (BYB), and SalesQuest. These are designed to assist HR teams in measuring leadership capability, business acumen, and sales acumen of individuals in different roles.
iLead Simulation | A leadership simulation that provides participants with scenarios to demonstrate decision-making, strategic thinking, and communication in managing teams. It also measures the ability to contextualise leadership styles according to team members’ level of skill, morale, and performance and to drive the team to achieve the desired results. This tool is typically used to assess individuals in managerial roles. |
Build-Your-Business (BYB) Simulation | A business acumen simulation that taps into understanding an individual’s financial literacy, marketing strategy, and risk management skills. It also measures strategic planning and outperforming competition competencies. |
SalesQuest Simulation | A sales-oriented simulation to understand a person’s product knowledge, customer empathy, and sales strategy. It also measures the ability to be customer oriented in terms of service, conversation, and negotiation. This tool is typically used to measure individuals in sales-related roles, and mainly applicable to measure Consultative Sales Profile. |
KNOLSKAPE’s gamified simulations are designed to measure and develop specific competencies, while making the candidate experience more engaging and effective. These simulations are often used in talent management, succession planning, and career and leadership development.
#3: Duration
Time taken to complete each simulation
The duration for each KNOLSKAPE simulation can vary, but they typically take around 45-60 minutes each to complete. Here is a breakdown of the duration for each assessment:
Simulation | iLead | Build-Your-Business | Sales Quest |
Duration | Approx. 45 minutes | Approx. 60 minutes | Approx. 60 minutes |
Note: The duration of completion for each simulation is not necessarily an indication of its quality or effectiveness. The actual completion time of each simulation may vary depending on the individual’s pace.
#4: Use Cases
Versatile simulations to meet your business needs
KNOLSKAPE prides itself on providing versatile simulations that can be tailored to assist HR teams in all aspects related to talent management. Here are some of the use cases that are applicable:
Leadership Development
Career Development
Succession Planning
Talent Management
Sales Hiring and Development
HiPo Identification
How KNOLSKAPE works with other tools
Our recommended simulations for each level
KNOLSKAPE’s simulations are a valuable tool that can cater to different job levels and roles. Here are our recommended simulations for each intended level.
Simulation | Intended Level |
iLead | Recommended for First Line Managers and above |
Build-Your-Business (BYB) | Recommended for Senior Managers and above |
Sales Quest* | All levels *Note: This tool is only applicable for Accendo’s Consultative Sales Model |
Criteria is a company that provides pre-employment assessment tools to help organisations make better hiring decisions. By measuring a candidate’s skills and abilities, rather than relying solely on resumes or interviews, organisations can better predict how well a candidate will perform on the job.
Criteria’s assessment tools are used by a wide range of organisations, from small businesses to Fortune 500 companies. The company was founded in 2006 and is based in Los Angeles, California. On TalentPulse, Accendo leverages Criteria for their game-based psychometric test known as Cognify.
Customer Needs
Criteria’s Cognify is widely used by organisations on TalentPulse, Accendo’s Talent Intelligence Platform for talent acquisition, candidate screening, and talent management. To do so, we break these requirements down into seven areas:
#1: Why Criteria?
#2: Measurement
#3: Duration
#4: Use Cases
#5: Norm Groups
#1: Why Criteria?
Four key selling points that make Criteria unique
Criteria offers scientifically validated psychometric assessments that are efficient, shown to have high levels of predictive validity, and are fun and interactive. These factors have contributed to the widespread use of Criteria to assist HR teams and hiring managers in making informed talent decisions and improving the effectiveness of their talent acquisition and talent management processes.
Scientifically Validated | Criteria’s assessments are developed, validated, and continually updated using rigorous scientific methods to ensure their relevance and accuracy. As a result, these assessments have been proven to have elevated levels of predictive validity, enabling them to accurately forecast job performance and reduce the risk of wrong hires. |
Fun and Interactive | Criteria’s game-based assessments embedded with multiple mini games that boost candidate engagement and completion rate, especially among the younger population. |
Efficiency | Many of Criteria’s assessments are short and can be completed online, which can save HR teams and hiring managers time and reduce the need for in-person interviews. |
#2: Measurement
A measure of cognitive ability
We know why organisations use Criteria; the next step is to understand what these assessments measure.
TalentPulse hosts Cognify by Criteria, the game-based psychometric assessment designed to assist HR teams in evaluating and measuring a person’s aptitude in various cognitive areas. This assessment is typically used in the pre-employment stage of the hiring process.
Cognify | Cognify assesses attributes critical to every role – problem solving, numerical reasoning, and verbal knowledge. This innovative assessment allows companies to reliably predict how candidates will perform on the job while providing a world-class candidate experience. Cognify is unique in that there are game-like questions. Just mini games that gather deep insights through candidates’ game performance. |
These assessments are designed to be user-friendly, engaging, and accessible to people from all walks of life, especially among the younger population. The results provide insights into an individual’s cognitive ability.
#3: Duration
Time taken to complete the assessment
Cognify assessment is designed to be completed within 30 minutes. However, the duration may still vary depending on the individual taking the assessment.
The time limit is set to ensure that candidates work quickly and efficiently. It is important to note that the time limit is intended to prevent candidates from overthinking or second-guessing their responses, as the assessment is designed to measure a person’s ability to solve problems accurately under time pressure.
#4: Use Cases
A versatile assessment tool to meet your business needs
Criteria prides itself on providing versatile psychometric assessment tools that can assist HR teams and hiring managers during the talent acquisition process. The use cases that are applicable include:
Graduate Recruitment
Talent Selection
How Criteria works with other tools:
Criteria assessments can be used alongside Aon psychometric assessments, specifically behavioural or personality and motivation assessments. These assessments combined to provide holistic insights into individuals.
Personality and motivation assessments provide insights into an individual’s preferences and how well that could align with leadership competencies or cultural values
Cognify provide additional insights into individual’s cognitive ability to solve problems, make accurate decisions, and learn new skills
#5: Norm Groups
A benchmark for interpreting scores
Norm group is used as a basis for comparison when interpreting an individual’s scores on the assessments. The norm group provides a reference point for how an individual’s scores compare to those of a larger population. This helps to ensure that the results are meaningful and relevant for the individual and the organisation.
The norm groups for Criteria on TalentPulse is based on the General Adult Population. It includes a large sample of individuals from a variety of industries and job types, different genders, age groups, ethnicities, and educational backgrounds. The norm group is periodically reviewed to ensure that it remains representative of the working population.
The table below describes the target audience Cognify assessment tool is relevant for.
Cognify | Recommended for graduates and individual contributors.
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