From role profile to report in four steps
You describe what the role needs, candidates take the assessments in their own language, and you get a report that sets each candidate against the role profile, trait by trait.
How a candidate flow works
The same four steps for every vacancy, whether you hire one person or fifty.
Describe the role
Start from a role template or set the abilities, traits and motives that matter yourself. This role profile is what every candidate is compared with.
Choose assessments
Combine cognitive, personality, motivation and skills tests into one candidate flow. Each test states what it measures and which uses it has evidence for.
Invite candidates
Send a link in the candidate's own language: English, Dutch, German, Spanish or French. Most flows take 25 to 45 minutes.
Read the report and decide
Compare candidates with the role profile and with each other, and use the suggested questions in the interview. The decision stays with you.
What candidates experience
A fair assessment is also a better candidate experience.
Their own language, their own time
Candidates open the link and take the assessment in their own language, when it suits them. On Business, they see your logo, so it is clear who invited them.
A clear purpose
We recommend telling candidates what each test is for and how the results will be used. It is fairer, and it is what the GDPR expects of you.
Feedback and their rights
We advise giving every candidate at least short feedback. Candidates can always ask to see their data, or to have it deleted, under the GDPR.
What the match report contains
The Match Report puts the role profile next to the candidate profile, trait by trait, in language a hiring manager can follow without a psychology degree.
- Role profile and candidate scores side by side for every trait
- Plain-language descriptions of both profiles
- Motivation drivers ranked against what your organisation values
- Interview questions for the gaps worth exploring
- Score ranges and the norm group on every page
A person decides
Match.hr never rejects candidates automatically. The report supports a structured decision together with interviews and references, and it states its own limits. AI used in recruitment is high-risk under the EU AI Act, so we design for human oversight.
Frequently asked questions
Can we try it before we pay?
Yes. A free account includes three demo assessments and sample match reports, so you can see the candidate flow and the report before you invite real candidates. You don't need a credit card.
Do we need to write our own role profile?
No. You can start from a role template and adjust it, or set the traits, motives and abilities yourself. Involve the hiring manager: every candidate is compared with this profile, so it should reflect the real job, not an ideal one.
How long does the assessment take for candidates?
Most flows take 25 to 45 minutes, depending on the tests you combine. Keep it as short as the role allows. For development conversations a single questionnaire of 10 to 15 minutes is often enough.
Is a translated test as good as the original?
Not automatically. Each language version gets its own psychometric evidence; we do not assume a translation measures the same thing. The report shows which norm group a score is compared with.
Related pages
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