Build exceptional teams

Our powerful affinity algorithms help you build high-performing and productive teams who love working together.

Make affinity your baseline.

Our predictive algorithms were engineered to identify natural affinity between individuals, whether they are socially interacting (spending time together) or in the context of work (when collaborating on shared projects).

PREDICTIVE TECHNOLOGY

Anticipate their ability to work together.

Our Science and Innovation team spent 3 years conducting an in-depth study to crack the secret behind affinity so you can quickly identify people who can work together productively, and enjoy themselves doing it.

42


Criteria analysed

89%


Accuracy

Interact.

Spending (quality) time together

AssessFirst’s affinity algorithm can predict people’s natural ability to interact with each other.

Work.

Contribute to shared projects

It also identifies just how productive their collaboration will be.

Collaboration style.

Get an overview of where each person stands in relationship to the team, the way they collaborate with others, and even their leadership strategy.

Work style.

Intuitive, Organiser, Perfectionist, Doer: Understand the way each person works and the phases of each project where they will be at their best.

Attitude towards change.

Discover how each person deals with change and anticipate their attitude and behaviour in times of uncertainty.

Stress management.

Identify highly resilient individuals who will thrive under pressure, as well as those who are best not assigned to high-risk tasks.

All this and much (much) more...

With Talent Mapper you can map your teams onto 12 different behavioural charts, each representing a key area of team interactions. Put your teams under the microscope.

30% more productive workforce, 2X as fast.

By expertly selecting your future coworkers based on their potential, soft skills and culture fit, you’ll ensure they’re top performers, who hit the ground running and stay in it for the long haul.

Make turnover rates plummet.

Make.turnover rates plummet.

Make turnover rates plummet.

Make turnover.rates plummet.

Make turnover...rates plummet.

Make turnover rates plummet.

Make turnover rates.plummet.

Make turnover rates plummet.

When you factor in your candidates’ global potential and their fit with your company culture, you can keep them engaged 2 times longer on average.

CONCRETE RESULTS

Retail Sector

The standard recruitment process based on CV screening was modified to shortlist candidates based on personality and cognitive ability instead. Salespeople recruited with the new model stay on 2 times as long on average and achieve 11% higher sales rates than those hired using the old model.

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-50%


Lower turnover rates

40K


Candidates assessed / year

- bias, + diversity

AssessFirst allows you to focus exclusively on the criteria that can impact performance and engagement levels, so you can widen your candidate pool. Whether it’s age, nationality, gender, academic qualifications or professional background, you’ll be sure to hire collaborators with more varied profiles.

CONCRETE RESULTS

Real Estate Sector

In the context of their Graduate Recruitment program, candidates were being preselected from a pool of 4 target schools and on the basis of their CV alone. This led to 80% of retained applicants being male. By screening candidates based on soft skills, the organisation was able to diversify their resource pool (opening recruitment to non-targeted schools) and drastically reduce the gender gap for recruited profiles.

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4X


More women hired

52%


Of new recruits were women