How it Works
Your applicants undertake an Ability Imprint online. From this, each applicant receives a detailed assessment highlighting their best skills. Individuals undertake an Imprint once only.
Our software runs the individual Ability Imprints against the unique Job Profile, providing you with a ranked list of candidates and metrics to demonstrate the individual candidate’s suitability for that role.
“If you start with the wrong capabilities, as the foundation of a job’s selection criteria, then hiring errors are inevitable, no matter how objectively good the candidates are regardless of how competent the interviewer is.”
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What makes AbilityMap unique?
While many tools exist to analyse individual candidates, the methods used to profile jobs are often complex and based on a completely different framework. The matching process, often carried out by expensive consultants, is open to subjectivity and bias, and can be a time-intensive process.
Working on a common capability framework, AbilityMap assess both the job and the individual. It tells you what you should be looking for and when you’ve found it, finding the best fit candidates quickly and effectively.
This is what sets us apart and makes AbilityMap an incredibly powerful tool for recruitment.
What You Can Expect
If you haven’t yet realised what this technology represents for your business, then let us spell it out for you.
- Allows you to focus and interview on the core capabilities required for high performance
- A reduction of up to 50% of the time it takes you to screen and interview candidates, as interviewing can be done from the highest fit down. Critically important for recruiters involved in campaign recruitment.
- Gives Hiring Managers greater confidence that you understand the job requirements, also giving them greater confidence in the quality of the applicants you present
- Gives you a point of difference by offering a superior, scientifically based process for recruitment.
“AbilityMap dramatically reduces bad hires and has driven improved productivity and performance of my sales team. Now we are applying this to differentiate our value as recruiters to our customers.”
That’s the three-pronged promise of digital transformation in recruitment, but the truth is that many solutions fail to deliver a return on investment across all three areas.
Performance in sales, or indeed any role, is a function of both capability and environment. The implication? Every role has a definitive set of ‘X-Factor’ capabilities that drive high performance.
What if there was a way to objectively measure the mental attributes required to reach the pinnacle of sport?