Configuring selection criteria (demographic data, required professional experience, other formal criteria) and targeted psychometric profile. Candidates’ psychological profiles are compared either to a statistical psychological profile from the O*Net Online database or to a company-specific profile based on previous assessment of company’s personnel.

Applicant data is collected and automatically processed via link to the expert system in the employment add. In case that applications aren’t collected directly via the expert system, user can enter the data manually.

Psychometric assessment of candidates with a battery of preliminary cognitive tests, professional interests and work values questionnaires in controlled environment (restricted access to on-line assessment center, presence of an assessment professional not required).

Comparison of candidates’ assessment results with targeted psychometric profile and ranking according to expected long-term business performance are available in real time.

Collected candidate assessment data is handled securely and strictly in accordance with requirements of GDPR.

More information about performance of psychometric assessment is available at International Testing Commission.

Extended assessment of top candidates with additional cognitive tests and personality questionnaire ensures collection of a wide spectrum of data required to define candidates’ detailed psychometric profiles and assessment of their potential for development of key professional competencies and, as well as for long-term business performance at selected work post.

Extended assessment is performed in a supervised environment with required presence of a HR representative of the client (or an external expert).

More information about performance of psychometric assessment is available at International Testing Commission.

Collective notification of candidates about continuation or conclusion of the selection process via text message or e-mail.

In addition to assessment of candidates’ potential for long-term business performance and their potential for development of key behavioral competencies, TA expert system provides the possibility of digitally conducted structured employment interview.

The behavioral structured employment interview provides insight into candidates’ current level of understanding and command of key professional behaviors needed to adequately perform at selected work post. This information is key for assessment of time and resources needed to prepare an individual to successfully take over tasks at selected post.

Clients can perform the behavioral interview either by employing the built-in TA7 competency model or by integratting the company's own competency model.

The combination of insights provided via behavioral interview and assessment of potential for long-term business performance provides an objective and reliable information about each candidate’s short and long-term fit at a particular work post.