AssessFirst revolutionises the recruitment and talent management market

AssessFirst revolutionises the recruitment and talent management market


A recent study by Mark Murphy among more than 20,000 newly-hired employees revealed that one in two new hires ended in failure after 18 months. Nine times out of ten, the failure was a direct result of a mismatch between the employee’s personality and the job. To help companies improve the success rate of their recruitment campaigns, AssessFirst has designed a predictive recruitment solution that allows them to predict how well candidates will succeed and thrive in their job with a currently unrivalled level of precision.


Recruit higher-performing employees with the predictive approach

AssessFirst has developed a solution that accurately assesses a candidate’s or employee’s potential based on their aptitudes, motivations and personality. The solution cross-references the results with the company’s internal factual data (employee performance, annual appraisal reports, etc.) to highlight the attributes that characterise the highest-performing employees for each job in the company.

The company can then use these predictive models to identify which applicants are most likely to succeed in a given job.

The AssessFirst predictive approach has been designed using the data generated from analysing the profiles of over 1,000,000 people. “The data scientists in our Science and Innovation teams have exploited the data to identify success-related behaviour models for over 200 different jobs. That is when we decided to offer our customers the predictive approach,” explains David Bernard, CEO of AssessFirst.

Over 3,500 companies, such as AXA, Saint Gobain, Lafarge and Carrefour, as well as countless SMEs currently take advantage of the AssessFirst predictive approach to hire employees who are 15% more efficient on average.


Improve the internal talent management process

The solution is also used to identify the most appropriate career paths for each employee.

According to David Bernard, CEO of AssessFirst: “The problem with talent management is that the career paths offered to employees are not always based on the right reasons. It still happens too often that managerial positions are offered to high-performing employees, because the company thinks that they might leave and not because they have every chance of being a successful manager. This approach may satisfy everyone in the short term, but in general it will quickly lead to disappointment for both the company and the employee, who ends up failing.”

By focusing on and comparing an employee’s real potential with the qualities required to achieve success in a given job, companies can now offer the right job to the right person at the right time.

“It is a win-win situation for everyone! On the one hand, the company ends up with higher-performing employees in each job, and on the other, employees are given roles in which they can finally unleash their full potential,” explains David Bernard, CEO of AssessFirst.

As evidence of its efficiency, companies adopting the approach can reduce their employee turnover rate by 30% on average.


Measure the impact on the company’s performance

One of the strengths of the AssessFirst approach is that it can also be used to specifically measure results following implementation.

For example, by comparing the performance of employees recruited using the AssessFirst predictive approach against the performance of employees recruited via traditional methods, the economic benefit can be calculated in complete transparency.

For instance, Cyrille Trollion, HR Director France at Berner, a leading trade distributor of tools with over 9,000 employees, comments: “The AssessFirst system has improved the Time to Perform of our newly-hired sales reps and nearly halved our 12-month turnover rate among new hires.”

Pascale Vincent, HR Manager at Quick, fast food leader with nearly 20 000 employees, adds: “The turnover rate among team leaders has fallen by half since we started using the AssessFirst solution for managing mobility internally.


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Matthieu Gaudichau

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