Human Impact’s candidate assessment practice uses validated psychometric tools, structured interviews, and behavioral analysis to give you an objective picture of every candidate — before you make the hire.
Candidate assessment is the systematic evaluation of a candidate’s cognitive ability, personality, behavioral tendencies, leadership potential, and cultural fit. Rather than relying on CV and intuition alone, Human Impact uses evidence-based tools to predict job performance and reduce hiring risk. We assess candidates for both internal promotions and external hires.
A structured assessment process delivered in 3–5 days — online or in person.
We select the right combination of tools based on the role, level, and competencies required.
Candidates complete psychometric assessments and structured questionnaires — typically 2–3 hours.
A structured competency-based interview is conducted by a trained assessor.
A comprehensive written report with findings, hiring recommendation, and development notes is delivered.
Every engagement includes the full service lifecycle.
Candidates Assessed
Days to Deliver Report
Predictive Validity Score
Any organization making hiring decisions where the stakes are high — from startups to large enterprises.
Organizations wanting to validate executive or management candidates before making an offer.
Early-stage companies where each hire has an outsized impact on culture and performance.
Organizations assessing internal talent for promotion, succession planning, or restructuring.
International firms adding Israeli employees and wanting to ensure cultural and role fit.
Science-based hiring decisions delivered with local context and international methodology.
We use globally recognized, scientifically validated psychometric and behavioral tools.
We interpret results within the Israeli cultural and professional context — not just global norms.
Full assessment and written report delivered in 3–5 business days.
An experienced assessor walks you through the report and helps you make the hiring decision.
We use a combination of tools depending on the role — including Hogan Assessments, SHL OPQ, Lumina Spark, and custom competency-based behavioral interview frameworks.
Typically 2–3 hours of online testing plus a 60–90 minute behavioral interview. We schedule around the candidate’s availability.
Yes. All assessments are available in Hebrew and English. We also offer Russian and Arabic for applicable candidates.
Yes. Internal assessment for promotion and succession planning is a key use case. We can benchmark against role-specific competency profiles.
This is at the client’s discretion. We recommend sharing developmental feedback with candidates as good practice.
The report includes an executive summary, detailed competency ratings, behavioral observations, risk areas, and a hiring recommendation with onboarding notes.
Yes. For volume hiring or talent programs, we can design and run group assessment centers with role-plays, case studies, and group exercises.
Pricing depends on the depth of assessment required. Contact us for a customized quote based on your specific needs.
Stop guessing. Start assessing. Every hire deserves a data-driven decision.
