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Essentive

The leading selection assessment

Prevent mismatches with our objective, nuanced and scientifically grounded method

Written by Patrick van Dalsum
Assessmentpsychologist at Essentive

Selection assessment

Find the right candidate with the ITTI® method

Good employees are crucial, but identifying the right candidate is not always easy. A CV and job interview do not always provide a complete picture, and a poor hiring decision can cost a great deal of time and money. Are you looking for strong employees and do you want greater confidence that you are making the right choice? Below, you can read why a selection assessment is so valuable, where many existing assessment methods fall short and how Essentive’s ITTI® method addresses these limitations.

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Selection assessment

What is a selection assessment?

A selection assessment gives employers additional insight into a candidate’s suitability for a role. Various tests are used to assess areas including talent, personality and potential.

Selection assessment

Why use a selection assessment?

A selection assessment provides a stronger basis for your decision than relying on a CV, intuition and a job interview alone. It gives you an objective, evidence-based picture of a person’s true personality, capabilities and drivers in relation to the role. This enables you to decide with greater confidence, reduce the risk of a mismatch and immediately gather valuable input for effective onboarding. This is highly valuable: a bad hire costs an average of 30% of the annual salary, and for key positions the cost can rise to a full year’s salary or more.

Selection assessment

Components of our selection assessment

Our selection assessment provides insight into 67 talents and the relationships between them. Based on the role requirements and the employer’s preferences, we assess the extent to which a candidate is suitable for the position. We distinguish between innate and trainable talents and incorporate this distinction into the final evaluation.

Selection assessment

When is a selection assessment valuable?

A selection assessment is particularly suitable for:

  • key positions and high-impact roles, such as management or specialist positions;
  • hard-to-fill profiles;
  • situations where there is doubt between several strong finalists or shortlisted candidates;
  • roles that involve significant pressure, responsibility or stakeholder management.

In these situations, an assessment provides additional evidence to support the right decision.

Method

Where do conventional selection assessments fall short?

There are many different selection assessments on the market. However, many methods have clear limitations. Below, you can read where conventional selection assessments often fall short. This page provides more information about the shortcomings of commonly used tests.

  • Insufficient scientific validation
  • Focus on behaviour rather than who someone really is
  • Susceptible to influence and subjectivity
  • Overly simplistic and lacking nuance
  • Poor candidate experience

Method

Essentive’s ITTI® method: a stronger alternative

Assessment firm Essentive developed the ITTI® method: a scientifically grounded, objective, in-depth and respectful approach designed to overcome the limitations of traditional selection assessments. Here you can find more information about the ITTI® method (process & method).

  • Scientifically sound and ethically safeguarded
  • Focus on drivers and thought patterns
  • Moving away from subjectivity
  • Rich and nuanced personality profile
  • People-centred and respectful
  • Practical and specific advice

Companies we work with

Method

At a glance: what ITTI® adds

AspectCommonly used assessmentsEssentive's ITTI® method
Scientific foundationQuality varies; not always scientifically validatedConsistent use of valid, reliable and evidence-based instruments
FocusOften focused on observable behaviourFocus on underlying drivers, thought patterns and personality structure
ObjectivitySusceptible to influence from self-reporting and assessorsStandardised measurement that cannot be manipulated, combined with professional interpretation
Accuracy / depthOften simplistic, insufficiently nuanced profilesNuanced, detailed profile showing the interrelationships between 67 traits
Candidate experienceCan feel impersonal; candidates may not sufficiently recognise themselves in the resultsPeople-centred approach with explanation, dialogue and high candidate acceptance

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Do you want more information about the way we work and our method?

Case study

The right match for a family business — looking beyond the CV

A family-owned manufacturing company in the Rotterdam region (180 employees) was looking for an operations manager. Two previous recruitment processes through the selected recruitment agencies had failed: the candidates looked strong on paper but left within a year. They did not fit the company’s informal culture.

Another poor hiring decision would delay growth by 12–18 months and result in a loss of approximately €150K.

Two new candidates were selected, and Essentive was asked to assess them in depth. Essentive began with a thorough intake with the client, mapping not only the competencies but also the culture in precise detail. Using our unique approach, we developed a detailed picture of each candidate’s true personality, including the softer elements that make the difference: sense of humour, flexibility and the ability to communicate informally on the shop floor.

Where other tests often focus only on functional suitability, Essentive’s ITTI® method also assesses the “fit” between the company culture and the candidate’s personality, which can be essential in the selection process. The chosen candidate has now been in the role for eighteen months. He has expanded the team, demonstrably increased productivity and is highly valued at every level of the organisation.

“Essentive really looked at who would fit our organisation. We see the benefits of that every day.”

The case above is a good example of a selection assessment. Would you like to learn more about our approach? View similar case studies and see how we support organisations throughout assessment programmes.

Who are our selection assessments for?

Selection assessments are used by organisations that want to support their decision with more than a CV and a job interview alone. They can be used for a wide range of roles, from specialists to managers.

Focus on key positions

We focus primarily on key positions and high-impact roles, such as management and specialist positions. In these roles, in-depth insight into personality, drivers and thinking style often makes the difference.

What sets us apart

Unlike high-volume, more superficial assessments, we offer a nuanced and in-depth approach tailored to the role and its context.

Suitable for every sector

Our selection assessments can be used in any sector, including IT & technology, financial services, healthcare & social care, industry & logistics, professional services/consultancy, and government or non-profit organisations.

Process

What an assessment programme looks like

An assessment using the ITTI® method follows clear and transparent steps. This page provides more information about the method and process we use.

  • Client intake & role analysis
  • Practical information for the candidate
  • Completing the assessment
  • ITTI® analysis: talent analysis using the ITTI® method
  • Results and advisory meeting
  • Report

FAQ

Selection assessments can broadly be divided into three price categories: rapid screening (€100–€300 per person), thorough final selection through an agency (€1,500–€2,500 per person), and executive or bespoke assessments (€2,500–€4,000 per person). In terms of structure, depth and customisation, our assessment falls into the final category, yet costs only €1,995 excluding VAT per candidate. This makes it a solution with excellent value for money.

A selection assessment provides more than additional information: it offers objective insight into a candidate’s capabilities, personality and suitability. This helps you make a better-supported selection decision and reduces the risk of a mismatch. That is valuable, because a bad hire costs an average of around 30% of the annual salary, while the impact for key positions can rise to a full year’s salary or more. A selection assessment is therefore not simply a cost, but an investment that can quickly pay for itself.

A selection assessment focuses on whether a candidate is suitable for a specific role and supports an evidence-based hiring decision. A development assessment focuses more on growth potential, talents and development areas, with the aim of helping someone progress in their career or current role. You can read more about the development assessment here.

As a rule, the selection assessment can be completed within one week.

To get started, we require the candidate’s name, email address and telephone number, together with the job description, required competencies and CV.

In principle, no. The assessment uses objective measurement instruments that cannot be manipulated, creating a reliable picture of the candidate.

Interested in the possibilities?

Contact us, we would like to get to know you.