Select candidates on evidence, not on CVs alone
Add structured assessments to your hiring process, so every candidate answers the same questions on the same scale and gets a fair chance to show what they can do.
What changes in your process
The same measure for everyone
A CV shows where someone has been. A structured assessment shows how they reason and work, measured identically for every candidate.
Interviews that go deeper
The match report points to the gaps between the role profile and the candidate, with questions to explore them in the interview.
A decision you can explain
Scores come with their norm group and limits, so you can tell candidates and managers what the decision was based on.
How it fits into your hiring process
Set the role profile
Choose which abilities, traits and motives matter for this role, starting from a template or from scratch.
Pick the assessments
Combine a few tests into one candidate flow. For most roles 25 to 45 minutes is enough.
Invite candidates
Candidates receive a link in their own language and can take the assessment when it suits them.
Compare and interview
Read the reports side by side and use the suggested questions to prepare the interviews.
Assessments that work well in selection
Combine two or three. A cognitive test with a personality questionnaire is a solid base for most roles.
Cognitive ability
One of the most researched measures in selection. Shows how someone reasons with numbers, words and patterns.
Personality
Work style and typical behaviour, measured on the Big Five traits.
Motivation and values
What drives someone, next to what the role and the team can offer.
Situational judgement
How candidates weigh realistic situations from the job.
Skills and knowledge
Job-specific skills such as spreadsheets or sales, tested directly.
A person decides
Match.hr never rejects candidates automatically. Scores support a structured decision together with interviews and references. AI used in recruitment counts as high-risk under the EU AI Act, so we design for human oversight and transparent scores.
Frequently asked questions
When in the process should candidates take an assessment?
Usually after a first screening and before the interviews, so the results can shape the conversation. For roles with many applicants some teams test earlier; keep the assessment short then and explain why you use it.
Which assessments should we combine?
Start from what the role really asks for. A cognitive test plus a personality questionnaire suits most roles; add a skills test for specialist work. Keep the total time under about 45 minutes to respect candidates' time.
Is it allowed to use psychometric tests in selection?
In most European countries, yes, provided the test is relevant to the job, candidates are told what it is for and their data is processed under the GDPR. Some countries and sectors have extra rules, so check with your works council or legal adviser where that applies.
Do candidates get to see their results?
We recommend giving every candidate at least short feedback. It is fairer, and candidates who understand their results are more likely to accept the outcome. They can always request their data under the GDPR.
Related pages
Test your first candidate today
Free account, no credit card, results in minutes.