Ability Imprint

No. The Ability Imprint capability assessment is suitable for all levels of an organisation. The assessment maps individuals against a comprehensive 31-point Capability Framework which gives the assessment versatility from entry-level roles through to corporate leadership. It’s a skills-based workforce planning tool for organisations of all shapes and sizes.

You can send a registration link or a personalised invitation to invite candidates to take the AbilityMap capability assessment. We recommend advising candidates to be well-rested and to read the instructions carefully before beginning.

Candidates are provided detailed instructions to complete the 4-part assessment. Once complete, they’ll be able to download their strengths report and you’ll be notified by email so that you can log into the platform and review their capability assessment results.

As the owner of the organisation’s account, you will also receive a detailed ‘job fit report’ of the candidate’s suitability for the job role or roles they were assessed against. The candidate does not see this role-specific feedback.

No. The psychometric tests cover all capabilities  within the AbilityMap Capability Framework, so you can compare each candidate’s results to multiple roles. Each role profile provides a lens of eight capabilities to compare with the candidates’ results.

Yes, of course. AbilityMap’s software is different than traditional psychometric assessments. It takes them a step further, effectively replacing the work previously done by experts to interpret complex mixes of personality traits and relay how these translate to behaviours displayed by an individual in the workplace. We call the Ability Imprint a ‘capability assessment’. Learn more about the difference between psychometric tests and capability assessments.

No. The capability assessment questions and responses are nuanced, covering multiple underlying personality traits which are grouped into each capability, so the results are far more complex and comprehensive than what could be achieved through a simple self-rating exercise.

The responses are not validated by a peer/manager as this would likely be based on a subjective assessment of observed behaviours and would be unlikely to represent a true reflection of a candidate’s full complement of capabilities. There is also no need for a peer or manager to validate individual results. This is due to the rigorous scientific method used to develop the AbilityMap system, the smart algorithms that underpin the recommendations, and the referencing of the candidate’s capability test scores against the norm group.

An Ability Imprint is an online capability assessment that maps individuals across each of the ‘human skills’ that make up the AbilityMap Capability Framework. The online assessment takes about 50 minutes to complete. While similar to a psychometric test, the framework and results speak the language of business rather than personality scales, making it readily understandable and actionable by business leaders.

In a traditional recruitment process, candidates often feel like they are shouting into a “black hole”, investing time in assessments and interviews only to receive a generic rejection email. AbilityMap changes this dynamic through professional reciprocity.

By providing every candidate with their own Imprint Feedback Report, you turn the assessment into a valuable development opportunity, regardless of the hiring outcome.

• Immediate Value & Reciprocity: Most assessments take data and give nothing back. By sharing a candidate’s top 8 human capabilities (without raw scores), you provide them with a tangible “gift” in exchange for their time.

• Empowerment & Confidence: The report gives candidates a professional language to describe their natural strengths. This helps them understand where they are most likely to thrive, the “right seat”, and allows them to speak more confidently about their value in future interviews.

• Building a “Talent-First” Employer Brand: Even unsuccessful candidates leave the process with a positive impression of your organisation. Providing a high-quality, personalised report demonstrates that your company values people as individuals, not just as data points, which significantly protects your reputation in the talent market.

• A Professional Asset: Candidates can use their report as a powerful addition to their resume or LinkedIn profile, helping them stand out to future employers by showcasing their scientifically validated human capabilities.

A workforce capability audit is the strategic equivalent of a “health check” for your organisation’s human capital. Instead of looking at headcount or payroll, a capability audit visualises the collective human DNA of your company, revealing exactly what your people are naturally capable of achieving.

Here are the primary strategic benefits:

• Identifying “Hidden Gems”: In many organisations, immense talent is trapped in the wrong roles. An audit reveals individuals with high potential for leadership, innovation, or complex problem-solving who may be currently under-utilised in their current seats.

• Scientific Succession Planning: Rather than relying on “next-in-line” seniority, an audit allows you to build a succession pipeline based on objective capability data. You can identify who truly has the behavioural attributes required to succeed in senior leadership before you move them.

• Gap Analysis for Strategic Pivots: If your business strategy changes (e.g., shifting from “Operational Excellence” to “Customer Intimacy”), your required capabilities will change too. An audit shows you exactly where your current workforce excels and where you need to “buy, build, or borrow” new capabilities to meet future goals.

• Reducing “Performance Friction”: By seeing where individuals are struggling in roles that don’t match their inherent strengths, you can proactively reshuffle teams. This improves engagement, reduces burnout, and ensures that the “right people are in the right seats” across the entire enterprise.