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What is skills-based hiring and why has it become so popular?
Skills-based hiring means assessing candidates on the skills a role needs, not their CV. What it is, why it's taken off, and what the research says.
The 5 best talent assessment tools for hiring
Ability tests, gamified assessments, personality questionnaires and more: what each talent assessment tool is good for, how it holds up against AI, and what to look for in a provider.
Looking for the best pre-employment tests to use? Maybe this'll help
With so many test types available, knowing where to start is half the battle. Here are the five that consistently deliver the best results - and why one stands apart.
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What is skills-based hiring and why has it become so popular?
Skills-based hiring means assessing candidates on the skills a role needs, not their CV. What it is, why it's taken off, and what the research says.
The 5 best talent assessment tools for hiring
Ability tests, gamified assessments, personality questionnaires and more: what each talent assessment tool is good for, how it holds up against AI, and what to look for in a provider.
Looking for the best pre-employment tests to use? Maybe this'll help
With so many test types available, knowing where to start is half the battle. Here are the five that consistently deliver the best results - and why one stands apart.
What actually makes an assessment resistant to AI-based cheating?
AI resistance is a continuum, not a label. The three assessment design variables that decide where a test sits on it: dynamic format, short time limits and information fragmentation.
The reality of AI cheating in assessments: overblown or underestimated?
How serious is AI-based cheating on recruitment assessments? Why a 3% cheating rate can fill a whole shortlist, how to monitor it, and what employers should and shouldn't change.
How to stop AI cheating in online assessments
How can you tell if candidates are using ChatGPT in aptitude tests? We compare the main ways to detect and prevent AI cheating in online assessments.
What is adaptive testing?
Computer Adaptive Testing adjusts difficulty in real time, delivering more accurate results in fewer questions. Here's how it works and why it beats fixed form tests.
Why ability tests are so powerful for hiring processes
A guide to using ability tests: what they measure, why they outperform other selection methods, and what to look for in a provider.
How to choose the right candidate assessment for each stage of hiring
A practical guide to candidate assessment methods - what each one measures, how well it predicts performance, and when to use it for smarter, faster hiring.
The most effective hiring methods according to 100 years of studies
Which hiring methods actually predict job performance? We look at 100 years of research to rank the most effective selection methods.
3 most effective personnel selection methods for hiring
Discover the 3 most effective personnel selection methods for hiring and how to effectively use them in your organisation's recruitment strategy.
How to make your hiring process more accessible for neurodivergent candidates
Learn how to make psychometric assessments and interviews fairer for neurodivergent candidates, with practical guidance on reasonable adjustments.
Can candidates fake behavioural assessments with AI? What the evidence actually says
Candidates are using AI on behavioural assessments, but the research says the fix isn't detection, it's design. Here's what the evidence shows and what to do about it.
Can a simple verification re-test deter AI cheating?
Verification tests can deter AI cheating by announcing a supervised follow-up, but catching cheaters late in your process has real costs.
Is AI talent matching good? Why automating CV screening solves the wrong problem
CVs are a weak predictor of job performance and AI screening makes that worse, not better. Here's what the research says and what to do instead.
Why video interviews are harder to trust than they used to be
AI coaching tools and deepfakes have made video interviews far less reliable. Here's what's changed, what detection tools can't fix, and where to put your evaluative weight instead.
Making psychometric tests accessible for people with colour blindness
Learn how Test Partnership designs psychometric assessments to be fully accessible for candidates with colour blindness, covering all major types from red-green to monochromacy.
How to assess person-job fit properly before you make a hiring decision
Person-job fit predicts performance, satisfaction, and retention - but most hiring processes don't actually measure it. Here's how to do it properly.
ADHD and pre-employment testing: building a fair and engaging process for neurodiverse candidates
Long, high-pressure assessments can work against candidates with ADHD without saying anything about their actual ability. Here's how to build a hiring process that's fair to everyone.
What is adverse impact?
Adverse impact occurs when a selection process rejects candidates from certain groups at disproportionate rates. Here's how it's measured and why it matters in hiring.
Autism and pre-employment testing: how to build a fair assessment process for neurodiverse candidates
Situational judgement tests can penalise autistic candidates for literal thinking rather than a lack of ability. Here's how to adjust your process so you're measuring what candidates can actually do.
Bespoke vs off-the-shelf assessments: which one do you actually need?
Off-the-shelf or bespoke? This guide cuts through the noise to help you work out which type of assessment your organisation actually needs, and why.
Dyscalculia and pre-employment testing: ensuring fairness for neurodiverse candidates
Dyscalculia can skew numerical test scores without reflecting real ability. Here's how to adjust your assessments so you're measuring capability, not the condition.
Dyslexia and pre-employment testing: tailoring your process to support neurodiverse candidates
Dyslexia can distort verbal reasoning scores without reflecting real ability. Here's how to adjust your assessments so you're measuring capability, not the condition.
Dyspraxia and pre-employment testing: tailoring your process to support neurodiverse candidates
Gamified tests that rely on speed and fine motor control can put candidates with dyspraxia at a disadvantage. Here's how to adjust your process so you're measuring the right thing.
What's the difference between abstract, inductive, diagrammatic, and non-verbal reasoning?
Abstract, inductive, diagrammatic, and non-verbal reasoning tests all have different names, but are they actually different? We explain what's really going on.
What the big 5 personality assessment can and can't tell you about job performance
The Big Five is the best-researched personality framework in hiring — but it has gaps. Here's what OCEAN predicts, where it falls short, and how to fill those gaps.
What is reliability and validity in assessments?
Reliability and validity are distinct but related concepts in psychometric testing. Learn what each means and the key types of each explained clearly.
Sten scores, z scores and stanine scores explained
Sten scores, z scores and stanine scores explained. What each scale means, how they relate, and how to read a psychometric report with confidence.
Interview questions for accountability: what actually works
Five interview questions to assess accountability, plus an honest look at what interviews can and can't tell you - and what actually works for measuring the trait reliably.
Interview questions for adaptability: what actually works
Five interview questions to assess adaptability, plus an honest look at what interviews can and can't tell you - and what actually works for measuring adaptability reliably.
Interview questions for attention to detail: what actually works
Attention to detail is hard to judge from an interview alone. Five questions that open up the conversation, and the methods that give you a meaningful, reliable signal.
Interview questions for collaboration: what actually works
Five interview questions to assess how candidates work with others, plus an honest look at the limits of self-reported collaboration stories - and what to use instead.
Interview questions for communication: what actually works
Good communication questions spark a useful conversation - but they rarely prove much on their own. Five questions to use, and what works when you need more certainty.
Interview questions for confidence: what actually works
Confidence in an interview and confidence on the job can look very different. Five questions that start to reveal the difference, and the methods that go further.
Interview questions for conflict management: what actually works
A candidate's approach to conflict is hard to gauge from answers alone. Five interview questions worth asking, plus the evidence-based methods that give you a clearer picture.
Interview questions for conscientiousness: what actually works
Conscientiousness predicts job performance better than almost any other trait. Here are five interview questions to explore it, and the assessment tools that measure it properly.
Interview questions for creativity: what actually works
Five interview questions to explore creative thinking in candidates, plus a look at what interviews can miss - and the assessment methods that reveal it more accurately.
Interview questions for critical thinking: what actually works
Critical thinking questions can reveal a lot - but prepared answers muddy the water. Five questions worth asking, and what works better for a fair, accurate assessment.
Interview questions for decision making: what actually works
Five interview questions to explore how candidates make decisions, plus an honest look at why self-reported answers have limits and what actually predicts sound judgement.
Interview questions for emotional intelligence: what actually works
Emotional intelligence is hard to fake in a good interview - but easy to overestimate. Here are five questions worth asking, plus the methods that give you a reliable read.
Interview questions for empathy: what actually works
Empathy is easy to describe in an interview but difficult to measure. Five questions that help open the conversation, plus the methods that go beyond what candidates tell you.
Interview questions for ethics: what actually works
Five questions to explore a candidate's ethics in an interview, plus a frank look at why conversations alone rarely predict ethical behaviour on the job.
Interview questions for initiative: what actually works
Five interview questions to identify candidates who take initiative, along with a practical look at why behavioural answers only go so far - and what does better.
Interview questions for integrity: what actually works
Five interview questions for integrity, along with a frank look at why candidates rarely reveal ethical blind spots in interviews - and what assessments do a better job.
Interview questions for leadership: what actually works
Leadership interview questions open up useful conversations, but they struggle to separate confident talkers from genuine leaders. Here's what to ask and what to add.
Interview questions for negotiation: what actually works
Which interview questions actually reveal negotiation skill? We cover five worth using, why self-reported answers have limits, and what gives you a clearer signal.
Interview questions for organisation: what actually works
Five interview questions to assess organisation, plus an honest look at what answers in an interview can and can't tell you - and the tools that fill the gap.
Interview questions for patience: what actually works
Patience is easy to claim in an interview and hard to measure without the right approach. Five questions to start with, and what works better for a reliable assessment.
Interview questions for persuasion: what actually works
Five questions to assess persuasion in an interview, plus an honest look at what conversations can and can't reveal - and what actually measures influence reliably.
Interview questions for positive attitude: what actually works
Assessing positive attitude in interviews is trickier than it sounds - candidates know what to say. Here's what to ask, and how to get past rehearsed answers.
Interview questions for problem-solving: what actually works
Five interview questions to probe problem-solving ability, alongside the evidence-based methods that give you a clearer picture than conversation alone.
Interview questions for resilience: what actually works
Five interview questions for resilience, plus an honest look at why interview answers often overstate the trait - and what actually predicts performance under pressure.
Interview questions for responsibility: what actually works
Interview questions can signal how candidates think about responsibility, but they rarely capture the full picture. Here's what to ask and what to pair them with.
Interview questions for self-awareness: what actually works
Self-awareness is one of the hardest traits to assess in an interview. Five questions worth using, plus the methods that give you a more accurate and objective read.
Should candidates be allowed to use AI during assessments?
Some providers are building AI-integrated assessments that let candidates use AI freely. But when you allow AI in an assessment, what are you actually measuring? We examine the debate.
Which parts of your assessment process are vulnerable to candidates using AI?
Not every part of your hiring process is equally at risk from AI. Find out which methods have been broken by it and which still hold up.
What assessments should you use for early careers hiring?
Choosing assessments for early careers hiring? Here's what actually matters: measuring potential, scaling with volume, respecting candidates' time, and resisting AI.
Having a positive candidate experience with assessments doesn't have to be a pipe-dream
Four features drastically improve the candidate experience of tests. See how adaptive difficulty, engagement, convenience, and relevance make the difference.
Why high performers with low emotional stability are your biggest retention risk
High performers with low emotional stability are up to eight times more likely to quit. Here's what the research says about personality and retention.
How to implement a skills-based hiring approach (with free toolkit)
A practical, step-by-step guide to building a skills-based hiring process from scratch, complete with a free downloadable toolkit, worked examples, and interview templates.
How to actually hire better managers and where people go wrong
Want to hire the best possible managers for your company? Here's where people go wrong and which traits and tools actually predict who'll lead well.
How to hire great employees when you're a small business
Every hire matters more when you're small. Here's how to find the high-impact people who'll actually move your business forward.
Why reading CVs won't help you find better candidates
CV screening has been a faithful friend of hiring managers, but is it still an effective method? We look at how CV screening correlates at around 0.1 with job performance.
Too many applicants applied? Good. Here's how to use that to your advantage
250 CVs in your inbox and a sense of dread? A large applicant pool is actually an advantage, if you have the right screening method to make the most of it.
Stop using pre-screening interview questions to assess candidates
Pre-screening interviews aren't for assessing candidates. Learn what they're useful for, the right questions to ask, and how to screen candidates effectively.
How to build a recruitment funnel: a practical guide
Learn how to build a recruitment funnel that attracts the right talent, screens consistently, and makes better hires. A practical guide for anyone new to structured hiring.
Why you need employees with strong decision making skills, and how to assess them on it
Every business outcome traces back to a decision. Learn how to assess your candidates on their decision making skills.
How to hire employees with strong attention to detail
Employees with strong attention to detail are extremely valuable to a business. Learn why it matters and how to hire for it effectively.
Why you need to hire problem solvers, and how to do it accurately
A candidate's problem solving ability is relatively easy to measure. Learn how to assess it accurately before you hire.
Your Excel test is measuring the wrong thing
Excel skills tests are increasingly commonly used as employee selection tools, and can be an essential addition to the interview process.
Most interviews are a waste of time — here's how to fix that
Interviews are slow, expensive, and surprisingly poor at predicting performance. Here's how to restructure your hiring process to get better results with less time.
The importance of analytical thinking employees, and how to hire them
Only 54% of workers consider themselves analytical. Learn what analytical thinking really is and how to assess for it accurately before you hire.
Why emotional intelligence is important and how to get high EQ employees
Emotional intelligence (EQ) is an essential trait for your employees. Learn why it matters and how to hire for it effectively.
Can aptitude tests be AI-proof? What actually makes a test AI-resistant
AI-resistance in aptitude tests exists on a spectrum. Learn what makes a test genuinely AI-proof and what good solutions look like.
Why resilience is an important trait for your employees
Resilience is an essential trait for your employees in most roles. Learn why it matters and how to hire for it effectively.
The advantages of using personality tests in your hiring process
The crucial advantages of using personality tests in the hiring process such as contextual performance, culture fit, and task performance.
Why candidate selection needs the right method
A bad hire costs 5x their annual salary. Discover why traditional candidate selection fails and the one method that predicts job performance with 65% accuracy.
The methods candidates are using to cheat aptitude tests
AI has made it easier than ever to cheat poorly designed aptitude tests. Learn the methods being used and which test types are most at risk.
Skills vs abilities: understanding the key differences
Skills vs abilities explained — the key differences, how each is measured, and why identifying them accurately matters in hiring and talent management.
How to improve fairness and equality in online testing
This blog explains how you can get the most from your online tests by maximising their fairness in employee selection.
How to use situational judgement tests
Best practices and guide for what situational judgement tests are, how they work, and what makes them useful predictors of performance in the workplace.
What to use instead of CV screening (assessing the best alternatives)
CV screening is slow, inconsistent, and easy to game with AI. Here's how the most common alternatives compare, and which actually predicts who will succeed.
High volume recruitment: a practical guide for mass hiring teams
Dealing with a huge applicant pool is a problem that most organisations wish they had. Learn our tips on getting your mass hiring recruitment strategy right.
How to reduce interviewer bias when hiring
Discover strategies to reduce interviewer bias in hiring. Build an inclusive workforce through diversity and inclusion practices.
How to use personality tests effectively in recruitment
This blog explores how to use personality tests effectively in hiring and provides best practices to ensure a smooth and predictive recruitment process.
Blended assessments explained: strategies, features, and best practices
This blog explains what blended assessments are, discuss the strategies behind them, their key features, and best practices for effective implementation.
How to use psychometric tests to improve diversity in hiring
Learn how psychometric tests — aptitude tests, personality questionnaires, and SJTs — can improve diversity and inclusion in hiring by reducing bias from CVs and interviews.
Which competency assessment method is most effective?
A competency framework is only as valuable as the tool used to measure it. We evaluate the main competency assessment methods to find the most effective approach.
Top 5 qualities to look for when hiring an employee
Discover the 5 most important qualities to look for when hiring an employee, from communication and reliability to adaptability and problem-solving.
How to turn your competency framework into a screening tool
Interviews can't reliably measure competencies. Learn how to turn your competency framework into a bespoke behavioural assessment that screens candidates early and at scale.
Why offering extra time in assessments is important and how to get it right
Extra time is one of the most important reasonable adjustments in hiring. Learn why it matters, what the research says, and how to implement it correctly.
Why soft skills might be the most important thing you hire for
Research shows 85% of job success comes from soft skills, not technical ability. Learn why soft skills matter more than ever and how they transform workplace performance.
What cut-off scores should you use for your employment assessments?
Many professionals often find themselves questioning whether their current assessment providers are delivering value and adhering to best practices.
Why psychometric testing is so beneficial in legal recruitment
Find out why psychometric testing is uniquely beneficial for legal recruitment and how it adds more value here than in almost any other role.
Structured vs unstructured interviews: which delivers the better results, and why?
Learn the key differences between structured and unstructured interviews, and why one of them delivers better results in fairness, accuracy, and bias.
How to actually assess soft skills in candidates
Waiting until the interview to assess soft skills is too late. Here's how to assess soft skills like teamwork and adaptability with reliable, science-backed methods.
How to build high-performing teams: 5 traits to hire for
Learn the 5 traits that drive high-performing teams and how to assess them in hiring, from problem-solving ability to emotional intelligence.
How to hire for early careers: evidence-based strategy that works
We share the best proven, science-backed strategy for early careers hiring. It's used by many high-performing talent teams and you can easily adopt it into your own process.
Pre-employment maths tests: screen for numerical skills that actually predict success
Stop hiring candidates who can't handle numbers. Learn how pre-employment maths tests identify numerical skills that predict job performance across industries.
The benefits of game-based assessments in recruitment: a guide for HR professionals
The benefits of game-based assessments in recruitment, outlining why HR professionals should strongly consider using game-based assessments.
5 recruitment strategies to improve employee retention
We outline five key ways that organisations can improve talent retention through their selection processes. These recruitment strategies help ensure you hire employees that stay with the business.
5 steps to reduce bias in recruitment
Bias in recruitment can have significant negative impacts on organisations and individuals alike.