Full Assessment

A full assessment comprises a comprehensive, in-depth assessment of all the parameters deemed necessary for a candidate’s success on the job. This kind of assessment is especially advisable when running high chances of recruiting an unfit candidate, when the final candidates for a position are narrowed down to a small number, and when the position at hand is a complex or managerial position. Usually lasting between eight to nine hours and administered at our offices, a full assessment consists of a personal interview, computerized tests, pencil and paper tests, group dynamics, personal questionnaires, integrity tests and more. At the end of this process, the client is provided with a clear recommendation presented in a full, comprehensive report integrating all collected material and measurements. The report summarizes the candidate’s profile and his or her fit to the position and the organization along with a clear recommendation specifying the degree in which the candidate is likely to succeed. In the event of several candidates undergoing a full assessment, we can provide a comparative report analyzing and comparing between candidates and recommending the fit candidate.

Partial Assessment

The partial assessment is ideally designed for the initial screening of large volumes of candidates trying out for one position (such as in mass recruitments), as well as for checking the job fit of candidates for specific occupations, such as employees in call centers and sale centers. Adam Milo tailors partial assessments according to relevant needs and positions. A partial assessment will usually include one or more of the following assessment tools:

  • Assessment centers;
  • Personal interviews;
  • Computerized tests (personality tests, skills, etc.).

Partial assessments can be administered at Adam Milo’s offices throughout the country or anywhere else. At the end of the partial assessment, the client is provided with a short report describing the candidate, depicting his or her prominent characteristics, specifying his or her strengths and weaknesses and determining the degree of his of her job and organization fit.

The short report is produced immediately and automatically (i.e., computerized tests) or drafted by a professional practitioner.