ASSESS·Psychometric & Soft Skills Assessment
Deep Science Meets Voice-Native AI
The New Assessment Standard
Multilingual assessment workflows with voice delivery, human-oversight controls, reference norm datasets, and ATS connector options. Instrument calibration and deployment-specific conformity are disclosed against the evidence available today.
The Science That Replaces Gut Feeling
Structured personality, cognitive, situational, integrity, motivation, and career instruments delivered through multilingual text and voice workflows, with evidence status disclosed per instrument.
Psychometric Instruments (Cognitive · CPB™ · HEXACO · SJT · Integrity · Motivation · Work Samples · Career Fit)
Reference Norm Datasets across 42 Countries; Applicability Reviewed per Instrument
Consent, Disclosure, Human Oversight, Audit, and Evidence Controls
ATS/HRIS Connector Options; Live Connections Are Configured per Customer
CVs, Interviews, and Gut Feeling Each Fail Differently
The problem isn't that HR makes bad decisions. The problem is that the inputs (CVs, unstructured interviews, and impression-based judgments) are unreliable predictors of job performance.
CVs Measure the Wrong Thing
CV-only screening can reflect writing quality, access to education, and formatting conventions as much as job-relevant capability. Its value depends on the role and review method.
CV-only evidence
Unstructured Interviews Are Biased
Unstructured interviews favor extroverts, people who went to the same universities as the interviewer, and increasingly, candidates who rehearsed answers with ChatGPT the night before.
Unstructured interview evidence
Gut Feeling Reproduces Homophily
"Culture fit" and gut feeling systematically hire people who look and think like the existing team. This reduces cognitive diversity, increases groupthink risk, and creates legal exposure under EU anti-discrimination law.
Hiring decisions influenced by first impressions
What Adds Better Decision Evidence
Structured, job-relevant assessments can add decision evidence beyond CV-only screening. Predictive validity must be established for the specific instrument, role, population, and deployment.
Instrument-specific validity
And ChatGPT Made It Worse
Candidates can use AI to prepare CVs and rehearse answers. Adaptive voice probes can vary based on the prior response and reduce dependence on static questions, but they are not an anti-cheating guarantee.
From Campaign to Ranked Candidates in Days
HR sets up once. Candidates complete on their own. You get ranked, explainable results with no manual work.
Create a Campaign
HR creates an assessment campaign, selects an assessment definition (cognitive only, voice personality, full battery), and invites candidates by email or bulk CSV.
Candidates Assess
Candidates receive a secure link, review AI and data-use disclosures, then move through the configured cognitive, personality, voice, or situational assessment workflow.
AI Scores Automatically
The scoring pipeline supports classical and IRT methods, structured voice rubrics, situational scoring, and composite job-fit outputs. The applicable method and evidence status are disclosed per instrument.
Review Ranked Results
HR sees ranked candidates with percentile scores, STEN bands, HEXACO radar charts, red/green flags, and SHAP psychometric explanations. One-click PDF report. Human override always available.
Create a Campaign
HR creates an assessment campaign, selects an assessment definition (cognitive only, voice personality, full battery), and invites candidates by email or bulk CSV.
Candidates Assess
Candidates receive a secure link, review AI and data-use disclosures, then move through the configured cognitive, personality, voice, or situational assessment workflow.
AI Scores Automatically
The scoring pipeline supports classical and IRT methods, structured voice rubrics, situational scoring, and composite job-fit outputs. The applicable method and evidence status are disclosed per instrument.
Review Ranked Results
HR sees ranked candidates with percentile scores, STEN bands, HEXACO radar charts, red/green flags, and SHAP psychometric explanations. One-click PDF report. Human override always available.
See the Assess Workflow in Action
Watch the product demo to see how teams launch an assessment flow, review candidate progress, and move from invite to scored results inside Jobinterview ASSESS.
Psychometric & Soft Skills Assessment Suite
8 instruments, 50+ measurable dimensions: cognitive ability, HEXACO personality, SJT, integrity, motivation (SDT), work samples, and career fit intelligence (RIASEC + Basic Interests + Work Values + SDT Motivation). Each dimension independently meaningful and combinable into a Whole-Person Fit score.
Cognitive Battery
Timed items measuring logical, numerical, and verbal reasoning. The platform supports IRT 2PL estimation after instrument-specific calibration; current production parameters remain pilot-stage until empirical evidence is approved.
- Logical, Numerical & Verbal Reasoning
- IRT-capable scoring architecture with disclosed calibration status
- Percentile + STEN conversion
- 25-minute standalone or part of full battery
HEXACO Personality Profile
Two delivery modes: voice interview (LLM-scored behavioral probes with adaptive STAR follow-up) or text-based Likert scales. Covers all 6 HEXACO dimensions, not Big Five.
- Voice mode: adaptive STAR behavioral probes
- Text mode: structured Likert-scale questionnaire
- Honesty-Humility: integrity-relevant personality dimension
- Reference norm datasets across 42 countries, reviewed for instrument fit
Situational Judgment & Leadership
Text and voice SJT workflows with structured scoring across professional domains. Dedicated leadership content remains unpublished until runnable items and evidence are approved.
- Text or voice SJT delivery modes
- Leadership module gated until content review and publication
- 8 domains: Ethics, Client Orientation, Leadership, Stress...
- Expert-consensus scoring with instrument-specific evidence review
B2B Battery: Integrity · Motivation · Work Samples
Three PILOT instruments for regulated-sector and enterprise hiring. Integrity (CWB risk profile), Motivation/SDT (Autonomous Motivation Index), and role-specific Work Samples with partial-credit scoring.
- Integrity: 36 items, 5 dimensions, CWB risk (Low/Moderate/High/Critical)
- Motivation: 54 items, 8 SDT dimensions, Autonomous Motivation Index
- Work Samples: role-family scoring (FLM, Pharma QA — more on request)
- All three included in full battery or deployable standalone
Career Fit Intelligence (CABIN-NET)
Full Whole-Person Fit pipeline: RIASEC interests + 24 Basic Interest subscales + Work Values + Skills + SDT Motivation matched against 923 O*NET occupations and 3,039 ESCO EU occupations with BLS wages and outlook data.
- RIASEC + 24 Basic Interests (162 items, EN/FR/DE/AR)
- 923 O*NET + 3,039 ESCO EU occupations with BLS wages & outlook
- Whole-Person Fit: Interests 35% + Skills 30% + Values 20% + Motivation 15%
- AI conversational inference, CV pre-fill, implicit behavioral signals
What the Candidate Actually Experiences
HR teams ask: will candidates drop off? Will they complain it's unfair? Here's exactly what they go through: transparent, respectful, and fast.
Receive a Secure Invitation
Candidates receive a personalized link by email. Before starting, they see what data is collected, how AI is used, who reviews the results, and how to request human review or further information.
Complete the Assessment
Depending on the campaign, candidates complete 20–50 minutes of assessment: timed cognitive questions that adapt to their ability level, a conversational voice interview exploring personality dimensions through real workplace scenarios, and situational judgment vignettes.
Get a Personal Feedback Report
Candidates can receive a plain-language feedback report rather than only a pass or fail. Content and explanation depth depend on the assessment, customer policy, and applicable requirements.
At a Glance
Consent screen included
Configurable AI and data-use disclosure
Personal feedback report
Every candidate, every time
20–50 min total
Respectful of candidates' time
Built for MENA & DACH Markets
Reference norm datasets across 42 countries, multilingual delivery, and Career Fit Intelligence matched to European occupations through ESCO. Instrument-specific local validation remains an evidence program, not a blanket claim.
See What HR Teams Actually Get
Production dashboards, professional PDF reports, and SHAP explanations. Built and deployed, not mockups.
Campaign results — 5 candidates ranked by cognitive, SJT, and job-fit scores
Prepare Evidence Before High-Risk Deployment
Recruitment AI can trigger high-risk obligations depending on the system and use case. SIROCCO provides governance controls and evidence workflows; legal classification and conformity remain deployment-specific.
Built on Peer-Reviewed Science
Every design decision traces back to published psychometric research, not engagement metrics, not product intuition.
ASSESSPsychometric Validation
ISO 10667 Methodology
ISO 10667
Methodology
EU AI Act
Article 86
IRT 2PL
Adaptive Scoring
Internal Consistency
α ≥ 0.00Cronbach's alpha ≥ 0.70 target for all personality subscales. Monitored continuously via admin analysis dashboard.
Criterion Validity
0Calibration TrackedItem statistics and IRT fields are tracked. Empirical parameter calibration is instrument-specific and is not yet complete across the production item bank.
DIF Fairness Audit
0Evidence GatedDIF tooling supports subgroup review. Production fairness conclusions are published only when sample size, subgroup coverage, and review criteria are sufficient.
AI Governance Controls
0Human OversightConsent, AI disclosure, human oversight, audit trails, and explanation support are built in. Deployment-specific legal conformity requires customer context and qualified legal review.
Why vs. Traditional Vendors?
Assessment and conversational-AI vendors differ widely in scientific evidence, language coverage, voice delivery, governance controls, and integration depth. Buyers should compare dated artifacts and deployment evidence, not category-wide claims.
ASSESSOne platform for multilingual assessments, voice workflows, governance controls, and ATS connector options.
Already deployed with enterprise clients. Switch in days, not months.
Transparent Pricing
Pay per assessment with candidate feedback, consent, disclosure, and human-oversight controls. Contract, privacy, and legal responsibilities are confirmed for each deployment.
Pay as You Go
No commitment. Perfect for one-off campaigns or small teams.
- Full battery: Cognitive + HEXACO + SJT
- Percentile and STEN scoring
- PDF report per candidate
- Candidate feedback portal
- Campaign management dashboard
- Email support
Professional
For HR teams running regular assessment campaigns.
+ $28/assessment
- Everything in Pay as You Go
- Voice interview engine
- SHAP psychometric explainability
- Competency heatmap and ranking
- DIF fairness audit dashboard
- Webhook notifications
- ATS/HRIS provider catalog with customer-specific connection setup
- MCP server (Claude, Cursor, Copilot integration)
Enterprise
For large organizations, staffing networks, and resellers.
Contact us for pricing
- Unlimited assessments at negotiated rate
- Custom job profiles (1,100+ jobs)
- Instrument-specific calibration study planning
- Custom norm-group study planning by scoped contract
- White-label configuration subject to scope
- Fractional psychometric review available by contract
- Service-level terms negotiated by contract
- Account support defined in the customer plan
- Training and onboarding scoped per deployment
All plans include configurable privacy, disclosure, human-oversight, audit, and explanation controls. Customer obligations and deployment-specific legal requirements remain subject to contract and review.
Ready to Replace Gut Feeling with Science?
Jobinterview ASSESS is production-ready. Request a demo and see your first campaign live within 7 days.