“I was sure he would be an asset to the company. Where did I go wrong?”
“Why are unfit employees recruited?”

As research indicates, the process of recruiting employees holds five main failures:

  • CVs – many of the candidates have impressive CVs, yet often their content does not reflect the reality.
  • The job interview – although presenting a wonderful opportunity of getting to know the candidates personally, a job interview is also subject to many biases. Many candidates will successfully go through a thirty-minute interview even with the most skilled interviewers.
  • References – presumably, references present a reliable, trustworthy means of evaluation. In most cases, however, recommenders will only provide warm recommendations.
  • Previous successful experience in identical positions at competitors’ workplaces –no doubt, such experience is relevant, yet just as there are no two identical organizations, there are no two identical positions. Each position, in every organization, has its own uniqueness and characteristics.
  • Incumbents– you know the employee personally and you wish to promote him or her to a managerial position. A direct, personal impression cannot be rivaled. Nonetheless, a candidate’s success in a specific, current position holds no guarantee for his of her match for a managerial position or a position requiring other skills and competencies.


Why should your organization use our professional assessment offerings?

  • Improved efficiency of recruiting processes alongside reduced costs;
  • Informed, fair and equal recruitment processes;
  • Unbiased opinion and recommendation regarding job fit and match between prospective employee and the organization;
  • Reduced risk of hiring detrimental employees who are a hazard to the organization;
  • Shorter time to productivity;
  • Increased productivity and quality of employees and management;
  • Enhanced retention and reduced turnover of successful employees through improved job fit.


For dozens of years, Adam Milo has accumulated outstanding experience, expertise, and reputation in assessing the job fit of candidates to a wide range of positions across every leading company and organization in the marketplace. We have developed a rich portfolio of assessment tools and tests incorporating a full spectrum of performance-predicting measures designed to assess every single factor, which is ‎directly related to the job and the organization. Our tests have been empirically validated through years of cumulative knowledge and extensive research. We administer the tests on site or on our premises, in Israel or overseas, in several languages (including English, French, Spanish, Russian, Hebrew, Arabic, and more) and over multiple platforms, from traditional pencil-and-paper exams through computerized tests to web-based testing.

How do we perform assessments?

Adam Milo applies seven main tools in the assessment process. Each tool provides diagnoses in a specific area, and together – they strongly validate each other and provide a full picture of the candidate’s skills and attributes:

  • Personal Interviews – Interviews conducted by professional psychologists and occupational consultants;‎
  • Cognitive Tests – Cognitive assessments are proven predictors of performance. ‎These tests measure general intelligence and abilities, such as ‎learning skills, logical analysis, concentration, ability to multi-task, ‎and more;‎
  • Behavioral Tests – A demonstrated behavior serves as a means of predicting ‎future performance. Encompassing group dynamics, role playing, interactive tasks, and more, behavioral assessments focus on a ‎candidate’s work style, including problem solving and decision-‎making style, leadership competencies and social skills;‎
  • Personality Tests – Matching the personality with the position and the organization. These tests ‎evaluate personality factors, such as loyalty to the organization, ‎self-confidence, ability to work ‎independently, initiative, motivation, and many other traits;‎
  • Skills and Aptitude Tests – Testing an applicant’s mastery of the professional skills that are ‎directly related to the job as well as his or her personal tendencies;‎
  • Integrity Tests – Gauging an applicant’s honesty. Integrity tests are a proactive management and HR tool designed ‎to examine your ‎prospective employee’s integrity and predisposition to be trustworthy. ‎Sometimes, these testes are accompanied by complementing interviews and tests designed to clear matters which rose in the preliminary tests;
  • Assessment Centers – An ideal gateway to informed and insightful employment or ‎promotion decisions, the assessment center is specifically tailored ‎to each organization and position, combining content from the relevant, professional world. Assessment Centers are ‎usually comprised of personality or cognitive assessments, simulation ‎exercises, group dynamics, personal interviews and ‎questionnaires. Lasting only several hours, this evaluative process is, in fact, a condensed assessment process that is ideal for high-volume ‎recruitment positions, such as customer support and security ‎positions, among others. Moreover, unlike other assessment tools, assessment centers are where ‎a client can see the final job candidates ‎competing against each other while performing job related tasks.


In addition to the assessment tools above, Adam Milo also offers its proven, successful SILVER ACE model designed to develop stars and excellence in the workplace.

What are the right assessment tools?

How does one choose the assessment tools required for determining a job fit?

When deciding on the adequate assessment tools, we take into account professional, economical, and schedule-related considerations among other considerations. Choosing the necessary type of assessment is an act we take with our client, who is accompanied by a professional client manager familiar with the organization and its needs.