Go beyond gut feel with validated, science-backed assessment data, fully customised to your organisation’s needs. Identify each candidate's job fit and potential, so you can save time and get more value from every hire.
CVs and interviews are a good start, but they only tell part of the story and are prone to bias. Predictive Hiring with Assessio Bloom uses pre-employment testing to help you screen at scale, advance the right people, and make an offer to the candidate most likely to succeed.
Hiring based on instincts or opinions is a risk you can't afford. Our validated assessments replace guesswork with science-based tests that measure skills and competencies, personality, cognitive ability, and motivation, so you can uncover true job fit and predict performance. Our team of experts will help you customise your hiring flows, assessments, and candidate experiences to fit your strategic needs.
Assessment data is only useful if you know what to do with it. Turn results into clear, provable decisions: compare candidates side-by-side against a structured job profile, review scored competency dimensions, and access candidate briefs that help interviewers probe the areas that matter.
Reports and paperwork shouldn't slow down your hiring process. Automatically generate and share candidate reports, interview guides, and progress overviews with the information that matters most to your organisation, complete with full audit trails and compliance-ready outputs.
A clunky or generic hiring process reflects on your brand as much as any ad campaign. Customise the entire candidate journey so it looks and feels like you. Participants get a smooth, professionally branded experience that signals care and quality, whether you're hiring one person or thousands.
Every assessment in our catalogue is validated and built to measure the hard and soft skills that predict role fit and performance at work. Here are some of our most-used solutions for Predictive Hiring.
Test the skills that matter on the job.
A CV claim isn't the same as a verified skill. Our skills tests measure real, practical ability, from short-term memory and accuracy to language proficiency and typing speed, so you know exactly what someone is capable of before you hire them.
Assessments featured:
Understand who someone really is at work.
A CV tells you what someone has done, not how they'll act day to day. Our personality questionnaires, including the COTAN-certified QPN and DNV-certified MAP, reveal the traits and talents that shape how someone works, so you can make hiring and development decisions with real insight into who you're choosing.
Assessments featured:
Measure the ability to think, learn, and solve problems.
Experience doesn't always predict how quickly someone learns or adapts. Our cognitive ability tests, including the non-verbal Matrigma and Logics, measure general mental ability without bias toward language or background. They identify candidates who think clearly and pick up new skills fast, whatever the role or level.
Assessments featured:
Understand what really drives someone at work.
Skills and experience tell you what someone can do, not what will keep them motivated to do it. Our motivation and values questionnaires, including QDN, QDI, Match-V, and Career Values, reveal the drivers and values that shape someone's engagement and cultural fit, so you can make decisions that stand the test of time.
Assessments featured:
Test the skills that matter on the job.
A CV claim isn't the same as a verified skill. Our skills tests measure real, practical ability, from short-term memory and accuracy to language proficiency and typing speed, so you know exactly what someone is capable of before you hire them.
Assessments featured:
Understand who someone really is at work.
A CV tells you what someone has done, not how they'll act day to day. Our personality questionnaires, including the COTAN-certified QPN and DNV-certified MAP, reveal the traits and talents that shape how someone works, so you can make hiring and development decisions with real insight into who you're choosing.
Assessments featured:
Measure the ability to think, learn, and solve problems.
Experience doesn't always predict how quickly someone learns or adapts. Our cognitive ability tests, including the non-verbal Matrigma and Logics, measure general mental ability without bias toward language or background. They identify candidates who think clearly and pick up new skills fast, whatever the role or level.
Assessments featured:
Understand what really drives someone at work.
Skills and experience tell you what someone can do, not what will keep them motivated to do it. Our motivation and values questionnaires, including QDN, QDI, Match-V, and Career Values, reveal the drivers and values that shape someone's engagement and cultural fit, so you can make decisions that stand the test of time.
Assessments featured:
Reduce costly mis-hires
Decrease employee turnover by up to 29%
Use Predictive Hiring assessments to pinpoint who’s the best fit, saving you money and avoiding disruptions.
Hire with confidence
4X more accurate candidate selection
Use our skills, personality, cognitive, and motivation assessments to predict the best fit for every role.
Services that support you
Assessio's tools are even more valuable with the right expertise behind them. Our Services team can help you get the most from every assessment and decision.
Find the right fit, faster
Cut recruitment time by up to 89%
Prioritise the candidates who genuinely fit the role, giving your team more time back for strategy and growth.
Hire beyond borders
Assess candidates in 25+ languages
Screen people in the language they know best so you can hire the right person, no matter where they're from.
Customer stories
Heerema, a global marine and offshore contractor, was scaling fast, hiring 300 new people in its Leiden office alone. It needed a new layer of Senior Vice Presidents to professionalise its top management. Rather than rely on gut feel, its President had every internal and external candidate carefully assessed with validate psychometric testing, to make senior appointments with confidence.
90%
of internal-candidate assessments confirmed the President's own read
300
new hires were planned in the Leiden office over three years
SVP layer built on evidence,
not gut feel
"With an assessment, you increase the certainty of a safe decision. I always thought a person was something you couldn't predict, but it turns out, you can."
The City of Utrecht wanted a fairer, more engaging way to select its trainees. Candidates built hyper-personal online presentations combining a game-based assessment and a video pitch, assessed against a role profile built with the city's own managers, so selection rested on talent and fit rather than a CV alone.
Wide reach
over 1,200 people engaged with the selection portal
Fair by design
candidates assessed on a role profile, not a CV
Positive experience
even non-selected candidates leave with self-knowledge and a positive impression
"We get positive reactions, even from candidates who didn't become trainees. They come away with more self-knowledge, assessed by a respected firm, and a good experience of the City of Utrecht."
Boskalis, a global marine and infrastructure group behind projects from the Suez Canal to the Marker Wadden, receives hundreds of applications a year for around forty coveted traineeship places. It uses a game-based assessment and an aptitude test to pre-select quickly and reliably, while giving candidates worldwide a consistent and engaging experience, while increasing diversity
Fast, reliable pre-selection
a fit-score built on 5,000 data points, from 34 traits
Diversity by design
a high fit score isn't everything, since different qualities build stronger teams
One global experience
candidates enjoy the same journey from the Netherlands to Singapore
"With the online selection portal, we give candidates around the world the same experience. It's our gateway to fast, reliable pre-selection."
Schiphol Group, one of the world's major airport operators, has 1,000 to 1,200 vacancies to fill a year, from IT and finance to technical roles. It rebuilt recruitment around talent-based selection, looking at the whole person, their drivers, strengths and potential, so it makes durable matches and gives every candidate a fair, engaging experience.
Whole person selection
looks at talent and potential, not just a competency checklist
Durable matches
place strong candidates where they best fit in the the organisation
Fair experiences
with a renewed portal with video letting candidates show their authentic selves and making selection more equal
"Because our recruiters look at the whole person, not just one vacancy, a strong candidate often finds the right place somewhere in the organisation. That's how we make durable matches across 1,000-plus roles a year."
Randstad redesigned its management trainee selection to be fairer and more objective. CVs were removed from the early process to reduce bias, and every candidate is now assessed with a game-based method grounded in neuropsychology, keeping the process human while making sure only the most talented candidates progress.
Fairer
CVs removed from consideration so background doesn't gate access
Objective
a game-based assessment scientifically measuring over 30 traits
Human
a video-led, hands-on candidate experience
"By bringing in new technology, we've made our selection process even more personal."
Heerema, a global marine and offshore contractor, was scaling fast, hiring 300 new people in its Leiden office alone. It needed a new layer of Senior Vice Presidents to professionalise its top management. Rather than rely on gut feel, its President had every internal and external candidate carefully assessed with validate psychometric testing, to make senior appointments with confidence.
90%
of internal-candidate assessments confirmed the President's own read
300
new hires were planned in the Leiden office over three years
SVP layer built on evidence,
not gut feel
"With an assessment, you increase the certainty of a safe decision. I always thought a person was something you couldn't predict, but it turns out, you can."
The City of Utrecht wanted a fairer, more engaging way to select its trainees. Candidates built hyper-personal online presentations combining a game-based assessment and a video pitch, assessed against a role profile built with the city's own managers, so selection rested on talent and fit rather than a CV alone.
Wide reach
over 1,200 people engaged with the selection portal
Fair by design
candidates assessed on a role profile, not a CV
Positive experience
even non-selected candidates leave with self-knowledge and a positive impression
"We get positive reactions, even from candidates who didn't become trainees. They come away with more self-knowledge, assessed by a respected firm, and a good experience of the City of Utrecht."
Boskalis, a global marine and infrastructure group behind projects from the Suez Canal to the Marker Wadden, receives hundreds of applications a year for around forty coveted traineeship places. It uses a game-based assessment and an aptitude test to pre-select quickly and reliably, while giving candidates worldwide a consistent and engaging experience, while increasing diversity
Fast, reliable pre-selection
a fit-score built on 5,000 data points, from 34 traits
Diversity by design
a high fit score isn't everything, since different qualities build stronger teams
One global experience
candidates enjoy the same journey from the Netherlands to Singapore
"With the online selection portal, we give candidates around the world the same experience. It's our gateway to fast, reliable pre-selection."
Schiphol Group, one of the world's major airport operators, has 1,000 to 1,200 vacancies to fill a year, from IT and finance to technical roles. It rebuilt recruitment around talent-based selection, looking at the whole person, their drivers, strengths and potential, so it makes durable matches and gives every candidate a fair, engaging experience.
Whole person selection
looks at talent and potential, not just a competency checklist
Durable matches
place strong candidates where they best fit in the the organisation
Fair experiences
with a renewed portal with video letting candidates show their authentic selves and making selection more equal
"Because our recruiters look at the whole person, not just one vacancy, a strong candidate often finds the right place somewhere in the organisation. That's how we make durable matches across 1,000-plus roles a year."
Randstad redesigned its management trainee selection to be fairer and more objective. CVs were removed from the early process to reduce bias, and every candidate is now assessed with a game-based method grounded in neuropsychology, keeping the process human while making sure only the most talented candidates progress.
Fairer
CVs removed from consideration so background doesn't gate access
Objective
a game-based assessment scientifically measuring over 30 traits
Human
a video-led, hands-on candidate experience
"By bringing in new technology, we've made our selection process even more personal."
See why thousands of organisations around the world use Assessio to unlock their full potential.
From psychometric testing to practitioner experiences, find everything you need to make better talent decisions.
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Sign upSee how HR teams across Europe use Assessio to hire, develop, and retain the right people.
Read moreRegular online sessions covering the topics shaping modern HR, with leading industry figures and live Q&As.
Sign upSee how HR teams across Europe use Assessio to hire, develop, and retain the right people.
Read moreBrowse our FAQs to find out more.
Predictive Hiring includes validated cognitive ability tests, personality assessments for hiring, motivation and values instruments, situational judgment tests, and role-specific skills assessments. These can be combined into custom candidate journeys matched to your roles, hiring stages, and talent pools. Your own or third-party assessments can also be added.
Every instrument is built and maintained by Assessio's in-house psychometrics team and independently certified by bodies including DNV, COTAN, and DIN 33430. We can run customer-specific validity studies for organisations with unique roles or populations, and our team can provide the full technical documentation that procurement teams require.
Yes. Predictive Hiring is designed to work either independently, or alongside your existing assessment catalogue. Assessio's validated instruments can be combined with third-party assessments or your own proprietary tests within a single candidate workflow.
AI features are optional and designed to assist human decision-making. AI can help with assessment lens setup, structuring interviews, comparing candidates, and drafting reports. Every output is explainable, and all final decisions remain with your team. The platform is designed in line with EU AI Act requirements.
Yes. Predictive Hiring is built for scale — from large apprentice intakes and rolling graduate programmes to multi-country enterprise hiring. Automated workflows, bulk processing, and structured scoring keep quality consistent across thousands of candidates.
Predictive Hiring integrates with leading ATS and HCM systems including SmartRecruiters, SAP SuccessFactors, Greenhouse, Visma, and Jobylon. It supports SSO and SCIM for identity management, with open APIs available for custom workflows.
instruments for adverse impact, provide bias-aware reporting, and help organisations design fairer, more structured processes. AI features are EU AI Act-aligned, explainable, and fully auditable.
Predictive Hiring automatically generates candidate reports, structured interview guides, onboarding handover notes, and compliance-ready audit trails — all under your brand and in your tone of voice. Reports are shareable with hiring managers and stakeholders directly from the platform.
Yes. Predictive Hiring is built with tender processes in mind. This includes European hosting, the certifications procurement teams typically require, support for third-party assessments specified in tender documents, multi-language coverage, and a professional services team that can help shape both the proposal and the implementation.
Assessio's Predictive Hiring uses General Mental Ability (GMA) testing, which measures broader learning ability and critical work behaviours rather than a single aptitude. For roles where a specific skill needs testing, role-specific skills assessments can be added alongside GMA and personality instruments to build a complete picture.
