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01. General TalentClick Questions
TalentClick is a global company whose headquarters happen to be in beautiful Vancouver, Canada.
TalentClick is a privately-owned company incorporated in 2012. Our co-founders have been working in the industry for more than 30 years.
Our co-founders, Greg Ford (Master of Education, Workplace Learning) and Stephen Race (Master of Science in Occupational Psychology) have been working in the industry for more than 30 years. They have backgrounds in psychology, recruitment, human resources, and software technology. Learn more about our founders and their expertise here.
As humans, we all have strengths and weaknesses. We believe that there is no “right” or “wrong” personality, but instead, it’s all about ‘fit’ with the role. When appropriately used, personality is a strong predictor of certain actions and behaviors that lead to organizational success. Our mission is to help companies around the world create happier, safer, and more productive workplaces!
Here are our 10 biggest strengths and differentiators:
- We have a focus not just on strengths but on Behavioral Risk. We help you reduce or prevent negative outcomes such as absenteeism, employee turnover, theft, fraud, violence, injuries, property damage, and more.
- Unlimited-use subscriptions at a super-affordable price, so you can assess all applicants and employees and maximize your return on investment by lowering costs of employee turnover, on-the-job incidents, and more.
- Reports are short and written in easy-to-interpret plain language. You do not have to be certified to use our tools!
- Reports contain benchmarks and “ideal fit” scores so your recruiters can tell, at a glance, how likely the applicant is to be a high performer.
- The Fit Score sorter lets you instantly rank applicants so you can start with candidates who have scores at the top. This saves you a lot of time!
- Reports contain behavioral interview questions tailored to each person’s results. This helps with better interviews and reference checks.
- Reports contain performance management tips, which leads to better training and coaching of employees.
- Analytics functions that let you run reports by location, team, job type, and more. This business intelligence lets you spot performance patterns and gaps so you address organizational change management.
- Assessment questions are workplace-related and non-invasive. (ie. Unlike others, we don’t ask about childhood and upbringing, as those types of questions could put you, the employer, in a legally compromised position).
- Because we are the test creators and publishers (not resellers of someone else’s products), we can customize our solutions to your needs. All materials can be configured and even co-branded with your organization’s logo, color scheme, and language such as corporate values.
TalentClick Inc. is a world leader in behavioral assessments for hiring and developing top-performing workers by identifying the strengths and risks predictive of on-the-job behavior. We’re the renowned experts who provide unlimited-use subscriptions that are so affordable that employers can test as many applicants and employees as they want. In over 100 countries, thousands of business leaders are using our predictive people analytics to identify top performers, decrease employee turnover, and improve employee engagement.
TalentClick’s behavioral assessments capture the personal characteristics of individuals that predict on-the-job behavior, including personality traits, values and attitudes, cognitive abilities, and more. These characteristics or ‘default settings’ reliably predict how someone will handle role requirements, interact with others, and fit the work environment, as well as the risky or problematic behaviors that they are more likely to engage in.
TalentClick Solutions measure the following:
- Workstyle & Performance Profile (WPP) is a “job fit” tool which measures personality traits that reflect one’s natural tendencies and preferences at work.
- Work Values & Attitude (WVA) is a “culture fit” tool which measures one’s personal standards for behavior that reflect the typical way that one thinks or feels.
- Safety Quotient (SQ) measures personality traits linked to safety-related behavior, and results help employers and supervisors identify and manage behavioral risk to reduce safety incidents.
- Driver Safety Quotient (DSQ) measures personality traits linked to driver safety behavior and results help employers identify and manage behavioral risk to reduce driving incidents.
- Cognitive Quotient (CQ) measures basic mental abilities of verbal, numerical and spatial reasoning.
- Leadership Profile (LP) measures one’s natural tendencies toward leadership abilities including workstyle, business reasoning, and conflict management style.
- English Proficiency (EP) measures basic English language skills of writing, vocabulary, and typing accuracy.
- Sports Performance Profile (SPP) measures the personality traits and values that inform coach and player behavior in a sports environment.
Yes. In general, high-quality personality assessments are considered to be very accurate in predicting behaviors, and our tools align with that figure.
Our case studies and customer references demonstrate significant improvements in various metrics, such as:
- Improved Quality of Hire
- Decreased Employee Turnover
- Reduced Theft, Fraud, Violence
- Decreased Injuries, Safety Incidents
- Reduced Property Damage
- Fewer Work Stoppages
02. TalentClick Solutions
TalentClick has many solutions available to our clients. Learn more about our solutions:
The AVP bundles together our most popular solution to provide a snapshot of workstyle, work values, and safety risks, all from one short survey. Choose a one-page summary of results, or a detailed combination report highlighting key personality strengths, challenges, suggested interview questions, and coaching tips to better assess job fit for both hiring and development. *The AVP includes any combination of WPP, WVA & SQ/DSQ
The WPP reveals each participant’s workstyle, strengths, and areas for improvement. The WPP can be used for hiring, training, performance management, succession planning, and more.
*Participant report available
- Work Values & Attitude (WVA)
The WVA assessment uncovers an individual’s values and personal standards for behavior to help assess whether they are a cultural fit for your organization. The WVA measures conformity, responsibility, positivity, and more.
*Participant report available
- Safety Quotient (SQ)
The SQ helps identify the high-risk personality traits that lead to human error and preventable workplace incidents. The SQ measures rule-resistance, distractibility, impulsiveness, and more. Specialized report for Safety Leaders available.
*Participant report available
- Driver Safety Quotient (DSQ)
The DSQ helps predict a driver’s likelihood of collisions, near misses, traffic violations, property damage, and more. The DSQ helps ensure a safer roadway for everyone.
*Participant report available
- Leadership Profile (LP)
The LP helps hire, train, and develop an organization’s most valuable assets – its leaders. The LP identifies leadership style, business reasoning ability, and conflict management approach.
*Participant report available
- Cognitive Quotient (CQ)
The CQ measures basic mental abilities, including verbal, numerical, and spatial, to predict the potential for success in non-management roles.
- English Proficiency (EP)
The EP measures English language competencies, including writing, vocabulary, and typing accuracy, to predict the potential for success in English-speaking roles.
The 360 Review provides a holistic view of a leader’s competencies by gathering feedback from their manager, peers, direct reports, and/or other raters.
TalentClick serves a wide variety of industries including Transportation, Manufacturing, Insurance, Financial, Natural Resources, Retail, Healthcare, and more! You can view a full list of our industries here. View our industry pages to learn more about how we serve each of our industry clients.
Our affordable subscriptions will help save you time and money for future training and onboarding by decreasing employee turnover and finding top-performers who will thrive in their role.
TalentClick offers unlimited pricing subscriptions so you can assess all your employees and applicants. Our pricing is based on your company size. You can view our different pricing options and get an instant quote here.
Getting started with TalentClick is easy! First, consider your organization’s goals and which solutions best suit your needs (and remember, we’re here to help!). Next, get an instant quote and take a look at our pricing page to find out what type of subscription is best suited for you and your organization. You can even get started right away for free with a Basic Subscription. If you are ready to start your subscription, email us at email@example.com or call us at +1 (877) 723-3778. A member of the TalentClick team will get back to you within one business day!
03. Assessment Process
The assessment questionnaires can be completed online on any device (computer, tablet, mobile phone) with Internet access. Everything is cloud-based. To see what a participant (employee, job applicant) experiences when doing the assessment, Click Here to watch a 3-minute video.
For Hiring workers, we recommend the testing be done after it is determined that an applicant/participant meets basic “checkbox” qualifications (examples: possessing valid driver’s license, mandatory certifications, legally entitled to work in the country, etc.). The assessment reports include recommended interview questions based on the results so we recommend the assessment be administered before a telephone interview or in-person interview.
For Developing workers, assessments can be administered anytime. We recommend using assessments for succession planning, performance review, and throughout the employee lifecycle.
Each solution varies in length. Here are the average times:
- Attitudes-Values-Personality (AVP) → 10-15 minutes total for all 4 solutions
- WPP, WVA, SQ, or DSQ → 5-10 minutes each
- Leadership Profile (LP) → 45-50 minutes
- Cognitive Quotient (CQ) → 20-25 minutes
- English Proficiency (EP) → 25-35 minutes
- Sports Performance Profile (SPP) → 7-10 minutes
The only TalentClick Solutions that are timed are the abilities-based assessments, including the English Proficiency (EP), the Cognitive Quotient (CQ), and the Business Reasoning section of the Leadership Profile (LP). All other solutions allow the participant to take as much time as they need.
Our behavioral assessments utilize several parameters to help combat faking potential. First, the questions are designed to be non-transparent and are embedded within a question set that includes 4 products. Therefore, it is difficult to guess what is being measured or which answers will lead to more ‘favorable’ scores. Second, the assessments have a built-in measure for gauging the likelihood that a participant has attempted to respond in a socially desirable way (i.e., motivational distortion). This gauge appears as a “Validity Category” in all reports. Third, results that have an unusual response pattern that indicates the participant answered randomly are ‘flagged’ with a warning message on the cover of such reports.
Our cognitive/abilities assessments also guard against “gaming.” All question problems, such as calculations or wording, are presented as images so that they cannot be easily copied and pasted into a browser or calculator. These assessments also have time limits to prevent participants from solving questions through these alternate means.
There are no ‘right’ or ‘wrong’ answers to any of our personality-based assessments, such as the AVP. While our assessments were designed to reflect the values or traits that employers typically seek for entry-level or front-line workers, there are still strengths and challenges associated with both ends of each dimension. We are always careful to emphasize that there are no ‘good’ or ‘bad’ traits. Instead, it’s all about ‘fit’ to the position and organizational environment.
TalentClick’s abilities-based assessments do have right and wrong answers. These include the Cognitive Quotient (CQ), and English Proficiency (EP), and Business Reasoning (BR). However, the importance and weight of participants’ scores still depend on the position’s requirements.
A participant can select their preferred language in which to complete the assessment. Below is a list of languages that are currently available for the assessment questionnaires. We are constantly adding languages based on demand and additional languages can be added upon request.
Note: For the list of languages we offer for our reports, please click here.
Attitude-Values-Personality (AVP including WPP, WVA, SQ & DSQ) – Assessment survey questions are available in 27 languages:
- French (Canada)
- French (France)
- Chinese (Simplified)
Leadership Profile (LP):
Cognitive Quotient (CQ):
- Dutch (coming soon!)*
Yes, additional languages can be added upon request. Please contact us if there is a language you require for your candidates or employees. It takes about 2-3 weeks to add a new language.
Once a participant has completed the assessment, reports are automatically generated usually within minutes, with our service delivery promise that reports are available within 1-hour. Reports are emailed (if desired) to the specified recipients and can be accessed in TalentClick’s customer portal.
Those administering the assessment can stipulate who should receive or have access to the reports, which can be one or multiple individuals.
04. TalentClick Portal
The TalentClick Portal is a cloud-based hub where you are able to manage your TalentClick account. The Portal is your one-stop shop to send assessment invite links to candidates and employees, review results, analyze your data, and access interpretive resources to help you get the most out of your TalentClick account. Watch this 3-minute quick tour to get a sense of how the TalentClick portal supports our clients. Learn more about the TalentClick Portal here.
The TalentClick Portal has been translated into the following languages.
Additional languages can be added upon request. Please contact us if there is a language you require.
Absolutely! All of our subscription customers have access to the TalentClick Portal. If you have not received your login information, please contact your account manager. Login to the portal by clicking the button on the top menu bar or going to https://reports.talentclick.com.
When you log in to your portal account you can contact technical support through our support chatbot or by submitting a case. Our support team is excellent and answers all cases within 1 business day of your request. If you need help right now, click here to submit a case https://www.talentclick.com/support/.
The TalentClick Report Builder in the TalentClick Portal allows you to use candidate or employee results after they’ve completed the assessment. You can add up to 4 benchmarks with Fit Scores per report, and up to 8 areas for detailed results per benchmark. These detailed results include suggested interview questions and/or management considerations based on the areas where the participant scored outside of the benchmark range. Learn more about how to use the TalentClick Report Builder with this 5-minute video. Watch here.
The Fit Score Sorter allows you to filter your applicants by their job Fit Scores. If you are experiencing a high volume of applicants, you can organize reports by selecting a benchmark and viewing the applicants who have the highest fit scores at the top of your portal. See how it works by watching this 4-minute video here.
The TalentClick portal offers clients with a standard or premium subscription the following analytic features:
- Usage – Run reports of how many assessments you are using and how many reports you are generating.
- Team Reports – Compare individuals or groups, such as work teams, departments, or locations, by adding multiple employee or candidate results to a single report.
- Benchmark – Find job roles from TalentClick’s library of industry standards, or create your own using the Benchmark Generator function.
05. Team Reports
You can create your own Team Reports in the Analytics tab of the TalentClick Portal. You can create the report custom to your needs.
- Compare teams in different locations
- Compare teams to benchmarks
- Compare final candidates to your current team
Watch this 3-minute video on how to create team reports.
How you interpret team reports depends on the key question that you are interested in and how you have set up the report (See how to create team reports). For instance, reports can be generated to identify the potential compatibilities, gaps, or blind spots within a group, such as a team or a worksite. They can also be used to compare a group of candidates applying for the same role, or the potential fit between a short-listed candidate and the existing team or manager.
Team reports can also be used to compare the scores or averages between groups, such as different teams or worksites, or high vs. low performers or incident rates. These reports can identify the differentiating traits of these groups and direct organizational resources for the best return, such as selection practices, training, and development, or safety initiatives.
Check out this 8-minute video on how to interpret team reports.
Benchmarks are target score ranges that predict the likelihood of ‘fit’ and success in a given role or environment. Taken together, they reflect an “ideal profile” of traits to be a top performer. Benchmarks can serve as a standard point of reference to compare the profiles of candidates. They may also be used for current employees to uncover areas for developing and coaching when compared to the ‘high performer’ profile.
TalenClick’s Fit Score calculates how a given participant (candidate or employee) scores in relation to the “ideal profile” for a given role. The Fit Score is categorized and color-coded to help with ease of interpretation and use during the hiring process. Typically, 76-100 indicates a good fit to the role (green), 25-75 indicates a possible fit (yellow), and 1-24 indicates a low fit (red).
The Fit Score can be calculated for any product that has benchmarks (i.e., WPP, WVA, SQ, DSQ, CQ, EP, BR) and can also be a composite across products (i.e., AVP or AVP + CQ etc.). You can add up to 4 Fit Scores per report, which is helpful if you have candidates who you may be considering for more than one role or future succession planning. The Fit Score can be used in the Report Builder function as well the Fit Score sorter in the TalentClick portal.
Benchmarks help save time and effort throughout the hiring process. Interpreting reports and comparing candidates becomes a lot easier when you already know what traits you are looking for. Benchmarks also help to mitigate bias and error when screening candidates and ultimately produce a more reliable and predictive indicator of job “fit” and success.
When using the Report Builder function in the Customer Portal, adding Benchmarks also tailors the suggested Interview questions and management tips based on whether the candidate or employee falls within or outside of the desired ranges for the role.
Yes! The Benchmark Library in the Customer Portal includes over 130 job titles to choose from across 16 industries with more added every day. These benchmarks can be applied at any time to existing reports in the portal using the Fit Score Sorter, Report Builder or Team Report functions. To apply these benchmarks to your assessment reports going forward, you will need to contact TalentClick support to update your link.
Benchmarks can be created for all of TalentClick’s Products. The most common include:
- Attitude-Values-Personality (AVP)
- Workstyle & Performance Profile (WPP)
- Safety Quotient (SQ)
- Driver Safety Quotient (DSQ)
- Work Values & Attitude (WVA)
- Cognitive Quotient (CQ)
- Leadership Profile (LP)
- Business Reasoning (BR)
Yes. If you already know the competency profile that you are looking for, the Benchmark Generator in the TalentClick Portal allows you to create your own benchmarks. You can also update or revise your own benchmarks; however, keep in mind that any updates would apply across your organization’s account and could potentially override custom benchmarks generated through analyses with TalentClick. You can also duplicate an existing benchmark in TalentClick’s library of industry standards and customize these to your roles and organizational culture.
Once you have created or updated a benchmark, you can immediately apply these to existing reports with the Report Builder or Team Report function, or use with the Fit Score Sorter. However, you will need to contact TalentClick Support to apply these benchmarks to your assessment reports that are automatically generated from this point forward.
If you are interested in conducting benchmarking analysis with the TalentClick team, we are happy to help! There may be an additional fee associated, please contact firstname.lastname@example.org or review with your sales representative to get started.
The TalentClick team can create custom benchmarks with clients based on one, or a combination, of the following analyses:
- Assessing top performers and using group analytics to uncover their unique traits
- Surveying job ‘experts’ regarding the frequency and importance of behaviors to uncover traits that are critical to job tasks and responsibilities
- Correlating employee assessment results with performance metrics to uncover the traits that have the greatest direct impact on job success
To choose which benchmarking methods are right for you, click here.
To create a custom benchmark with the TalentClick team, the process takes about 2 weeks.
It depends on the method, but generally the more the better! For group analytics, a minimum of five top performers is required but 20-30 is recommended if possible. For the job analysis survey, 5 job experts are recommended; however, we can create the benchmark with as little as 1 expert if needed. For employee metrics correlational analysis, typically 50 employees are required, but 100 or more is preferred. The more data, the more accurate and predictive the benchmarks will be.
My top performers have already completed the assessment. Do they have to do it again to create custom benchmarks?
No, if you provide the names of your top performers, TalentClick can use their existing results.
If you are on a subscription, a custom benchmark may be included. If not, or if you require additional custom benchmarks, we would be happy to provide a quote. Typically, a custom benchmark can be created for around $500.
Yes, we recommend revisiting benchmarks annually as more data is collected on which hires become top performers. With re-analysis, we can make the benchmarks even more specific and predictive!
Once benchmarks are applied to your reports, the target score ranges will be overlaid on each dimension, which is presented as a colored line. There may also be a “fit score” indicator at the top of the report, if this option is selected. There can be up to four benchmarks and fit scores per report.
Benchmarks are only available on the Employer version of reports and not the Participant version. Therefore, assessment participants would not see the benchmarks or fit score unless you decide to share your Employer report with them.
Note: If the benchmarks are being used for hiring, we do not recommend sharing benchmark reports with candidates. If the benchmarks are being used as a coaching tool to improve self-awareness and performance for current employees, then benchmark reports can be shared with an individual. However, this should be done with a manager or trainer who can explain the report in order to avoid misinterpretation.
To interpret benchmark reports, look at how the participant’s results compare to the “ideal profile” of traits for the role. If the participant scores well WITHIN the desired range on a given dimension, then this is an area of “fit” and likely a strength. This means that the individual will naturally behave in a way that is in line with the daily requirements of the role. If the participant scores OUTSIDE of the desired range, then this is a potential risk or area of concern. The farther the participant’s score is from the desired range, the more challenging this role requirement may be for the individual.
These insights can be used for screening or interviewing to probe into the areas of concern, as well as training and development based on the challenges identified. The Report Builder function in TalentClick’s portal automatically generates interview questions and/or management considerations based on the areas where the participant scores outside of the benchmark range.
Take a look at this 7-minute video on interpreting and using benchmarks effectively when hiring.
07. Reports and Results
When a participant completes their assessment, all reports will be stored automatically in your secure customer account in the TalentClick Portal. Additionally, reports can be emailed directly as PDF attachments to any specified recipients based on your account settings.
TalentClick Reports can be delivered in different languages based on the current translations we have available. We are constantly adding to our library of languages. You can contact us to see if we are working on a language that you are interested in. The list of languages for reports is below.
Note: For a list of languages available for the assessment survey questionnaires, view here.
Attitude-Values-Personality (AVP) Combo Report:
Workstyle & Performance Profile (WPP) Report :
Safety Quotient (SQ) Report:
- Romanian* (no SQ-L)
**SQ-L Participant Report only available in English
Driver Safety Quotient (DSQ) Report :
Work Values & Attitude (WVA) Report:
Leadership Profile (LP) Report:
Cognitive Quotient (CQ):
- Spanish (coming Soon!)
AVP and Cognitive Quotient (AVP+CQ) Report:
- Spanish (coming soon!)
AVP and Business Reasoning (AVP+BR) Report:
- Spanish (coming soon!)
* = Participant Reports also available in this language.
Yes, please contact us if there is a language you require for your employees or candidates. It takes about 4-6 weeks to create a translated report.
The Validity Score is a measure of how honestly someone answered the questions. The validity score will either say ‘Acceptable’ or ‘Caution’. Acceptable means the participant was truthful when completing the assessment. Caution means the individual was either distracted or trying to make their results look a certain way. If you see Caution, read the results with a grain of salt and verify areas that may seem ‘too good to be true’ by asking relevant interview questions and verify results with references.
While our assessments are legally defensible to assist in employee selection, they should not be used as a ‘pass or fail’ test or the sole factor in employment-related decisions. Any behavioral assessment should be used as one of several sources of information during the hiring process. We suggest that the results should weigh in at approximately 25% of the overall decision and always recommend that employers continue to conduct interviews, skills testing, background checks, and reference checks.
Employee Selection: Screening and interviewing candidates to assess job and organization fit in order to predict engagement, productivity, and positive workplace culture, as well as prevent counterproductive behaviors, safety incidents, and turnover.
Employee Development: Onboarding and training new hires as well as ongoing coaching and management to better align employee behaviors to the organization’s performance or safety standards at the onset of employment and throughout their tenure.
Many organizations choose to send the Participant Report directly to the employee since it provides valuable insight to increase self-awareness, and facilitate self-coaching and behavior modification.
Participant Reports also include suggested interview questions to ask the employer, which provides candidates with the opportunity to assess their own fit for the role and organization during the hiring process.
Unlike some assessments on the market, our reports are written in plain language and are easy to interpret. We provide basic training that sets everyone up for success and has many resources to help interpret results. TalentClick also offers a variety of resources to further help with interpreting and using reports, from instructional videos to downloadable Quick Reference Guides. We are also able to provide additional training for a group of recruiters, trainers, or managers at an additional cost.
One’s personality is considered “hard-wired” from birth and does not readily change. Therefore, assessment scores are not expected to change significantly within a year. For our personality-based assessments, if a participant retakes the assessment, their percentile scores would be expected to change less than 10 points out of 100 for individual dimensions. However, there can be slight changes over time as we mature and gain life experiences. We suggest re-assessing after 3 years.
08. Customer Implementation & Onboarding
For all of our training, there are also self-serve, on-demand online video tutorials and resources to help you interpret and get the most out of our solutions. If you later request additional sessions (for example, if you hire new administrators in the future), additional fees may apply. However, you may not need us at that point, because your existing administrators could likely do the cross-training internally.
Finally, if you really wanted, we are happy to do the training in person, but we would charge for travel expenses and consulting time.
As a new TalentClick customer there are only a few steps to get you up and running.
1. Account Set-Up (2-3 business days) – You will receive access to the TalentClick Portal along with assessment links to the products outlined in your agreement.
- Additional time (1-2 weeks) may be required if custom benchmarks need to be created
2. Onboarding Video Call – (1-1.5 hours) Your key team members will spend about one hour learning about report interpretation and how to use the TalentClick Portal. This is recorded for your on-going reference.
Topics covered in your onboarding session include:
When additional onboarding training is needed, it may be completed using live webinars or smaller group sessions. If this additional training was not outlined in your agreement there may be an additional charge.
Ongoing Support – Your TalentClick account manager will check in with you regularly to ensure you have what you need to reach your goals (e.g., reducing turnover, improving productivity, reducing safety incidents, improving internal employee development). TalentClick also offers monthly newsletters and other resources in the TalentClick Portal to support continual learning to maximize the benefits of using assessments in your organization.
09. Product Development & Research
All TalentClick assessments are normative, which is the gold standard for use in employee selection. With normative assessments, the data for individuals is analyzed (scored) against the appropriate normative group, whereas ipsative assessments analyze the strength of orientations within a person (i.e. the test-taker), not compared to others.
Normative scoring is a requirement for a tool to be legally defensible for employment-related decisions and thus suitable for hiring. This is in contrast to ipsative assessments (e.g., Myers Briggs, DiSC, StrengthsFinder and others), which are most suitable for self-development or team-building exercises.
Our assessments have established validity and reliability that meet the standards specified in the EEOC’s Uniform Guidelines on Employee Selection Procedures (1978).
Standards specified in the Uniform Guidelines on Employee Selection Procedures were followed in developing our assessments to establish content validity. The dimensions we measure were developed using factor analysis and verified using internal consistency reliability and convergent/discriminant validity. Our assessments are also subject to an ongoing program of research to identify the relationship of its dimensions to important outcome measures, to continue to refine item and scale content, add new scales, refine the normative database and demonstrate predictive validity. For ongoing validation, we correlate assessment results with various data points, such as productivity metrics, performance ratings, tenure, safety incident rates and much more. Correlations range from .15 to .38. We have conducted multiple validity studies across industries, regions and job types.
The reliability of our assessments range between .75 to .88, which exceeds acceptable levels of reliability (>0.7). According to the EEOC’s Uniform Guidelines on Employee Selection Procedures, at a minimum, the reliability of pre-employment assessments should be evaluated in terms of the degree which:
(1) Items or questions on a scale relate to one another (internal item consistency).
(2) Results or scores remain stable over time (test-retest reliability).
Upon your request, we can provide the full Technical Manuals.
We have a variety of research studies completed and ongoing with clients in a variety of industries, including hospitality, mining, healthcare, manufacturing, transportation, and more. We correlate assessment results with various performance metrics based on our client’s goals, such as training success, productivity, driving telematics, safety incidents, absenteeism, tenure, and more. Our published research studies can be found here.
If you are interested in participating in a research study, please contact us here.
TalentClick uses global norms by pooling assessment data from over 100 countries and 25 languages. This is a best practice for normative talent assessments as it allows for the evaluation and comparison of candidates or employees from more than one country.
If you require local (i.e. country-specific) norms rather than global norms, TalentClick can offer this as a customization. Please contact email@example.com or speak to your sales representative to learn more.
10. Diversity, Equity, & Inclusion
“TalentClick is committed to diversity, equity, inclusion, anti-racism and accessibility, and our online solutions are designed to reduce bias in the assessment process. Our solutions help eliminate barriers and promote diversity and inclusion in the talent assessment process in the following ways:
- Adverse impact testing means there are no significant group differences in our behavioral assessments and thus members of any protected group (race, gender, age) would not be disproportionately screened out from the hiring process when our tool is used.
- Benchmarking helps ensure selection decisions are based on work-relevant competencies (or “”Bona Fide Job Requirements””).
- Gender representation is reflected in the samples that are used to construct the assessments. Assessment instructions also provide fair and impartial treatment of participants on the basis of gender.
- Persons with Disabilities – Accommodations and modifications are provided for people with vision or hearing impairments, mobility or agility-related disabilities, chronic illnesses, temporary conditions, or environmental sensitivities:
a. Setting. TalentClick assessments can be completed at any location with internet access.
b. Presentation format. All assessment information is provided on screen and in writing. If needed, a proctor could be used to explain the assessment instructions or read each assessment question.
c. Response format. If a candidate is unable to respond to the assessment questions directly, a proctor could also be used to record their responses.
d. Scheduling/timing. TalentClick assessments can be completed at any time and there are no time limits imposed for the personality/behavioral or multi-rater assessments (i.e., AVP, Safety Assessments, or Employee Engagement Survey). Accommodations to extend time requirements on cognitive tests may be requested.”
“Based on extensive research, our assessments meet the standards specified in the Uniform Guidelines of Employee Selection Procedures (UGESP), which addresses adverse impact in pre-hire assessments. Adverse Impact is defined by the UGESP as the ratio between selection rate of any “race, sex, or ethnic group which is less than four-fifths (or eighty percent) of the rate for the group with the highest rate…” If the ratio is equal to or below .80 (i.e. 4/5’s), there is evidence for Adverse Impact.
Our analyses have demonstrated that there are no statistically meaningful group differences between gender or race/ethnicity for our personality/behavioral assessments. There is also no evidence of Adverse Impact from using TalentClick’s personality/behavioral assessments as selection criteria to date, and there have been no claims of unfair employment discrimination that have resulted from an employer’s use of these tools.
Our on-staff experts continually monitor for Adverse Impact by conducting updated analyses of the 4/5’s rule to ensure that we continue to demonstrate no significant group differences for our behavioral products. Note: Cognitive assessments always require extra steps during implementation to establish job relevance and appropriate cut scores to minimize the inherent risk for Adverse Impact.
Adverse impact refers to the selection process as a whole and occurs if members of a protected group (such as race/ethnicity or gender) are disproportionately screened out from the hiring process. If the difference in selection rates is over 20%, then there is evidence for adverse impact. From an assessment perspective, to reduce the risk of adverse impact in the hiring process, tools are tested for any significant differences in how such groups score. With cognitive assessments, in particular, there are significant group differences in how certain racioethnic groups score (due to socioeconomic reasons). Therefore, if cognitive assessments are used as the sole means in a hiring decision and the cut-off scores are stringent, then there is a risk of adverse impact in the hiring process. This is why it is recommended to combine cognitive assessments with other tools and selection methods as well as ensure that the cut-off scores are reasonable for the role.
The cut-off or “”passing”” score is important when assessing the risk of adverse impact for cognitive assessments and this is something that we help clients determine. We have done this multiple times with large organizations for different positions to ensure that there is less than a 20% difference in pass rates. The risk of adverse impact with cognitive assessments also depends on the difficulty of the assessment in addition to the cut-off scores. Since the Cognitive Quotient (CQ) is a basic abilities assessment, there is a lower risk of adverse impact compared to more advanced assessments (such as the Business Reasoning assessment for leaders). Our adverse impact analysis shows that there are no significant group differences on the CQ with the 25th percentile as a cut-off score, and often find on a client-by-client basis that the 50th percentile is an acceptable range.
11. Employee Engagement Survey
The Employee Engagement Survey is a diagnostic scan of workforce sentiment that provides a gap analysis between what leaders think is happening in the organization and what is really happening. Compiled reports provide organizations with:
- Employee perceptions about the key aspects of the job that predict engagement, such as workload, flexibility, and supervisory support
- Snapshot of overall employee intentions toward the organization, such as commitment and intention to remain in the role
- Actionable insights into areas of strength and development to enhance engagement, productivity, and performance
- Quantitative business intelligence to inform targeted organizational initiatives
- Qualitative feedback from employees in the form of open-text responses
Learn all about the Employee Engagement Survey here.
Currently, the Employee Engagement Survey is available in:
- And adding more as requested!
The reports are available in English only.
Please contact us if you need a language not on the list!
Yes, we are able to add a set of custom survey questions of your choosing. These items would be presented in the report as ‘additional results,’ and would not be incorporated into the existing Engagement Model.
Additional costs apply for survey customizations. Please contact us for details.”
The survey should take participants about 12-15 minutes to complete.
The 3 engagement “indicators” are discrete factors from the 12 engagement “drivers,” so each of the 15 factors has its own set of questions. The drivers reflect employee perceptions regarding job features, supervisory behaviors, or organization practices that have been shown to drive engagement, which is indicated by overall job satisfaction, organizational commitment, and sense of alignment.
By including both indicators and drivers in the Employee Engagement Report, you can get a ‘pulse check’ on how employees are feeling and their general attitudes and sentiment toward the organization (i.e., “indicators”), as well as insight into the specific levers that are likely driving these feelings and attitudes (i.e., “drivers”).
Does the survey collect demographics (gender, age, management-level, seniority, etc.)? How will be the results be displayed?
The standard TalentClick survey collects the Management-level (manager vs. non-manager) of employees. In the standard master report, all results are displayed according to three groups: all employees, managers, and non-managers. Please see the sample report for reference.
The TalentClick survey does not collect additional demographic information. However, if you wish to receive results according to demographic group, you can include any of these details in the participant list that you send to TalentClick, in order to:
1. Receive separate/additional reports according to specified groups, and/or
2. Receive an anonymized data file with the aggregate survey responses for all demographic variables
Both options include an additional cost. Please contact us for details.
The survey results are confidential, which means the employer will not have access to any individual scores. All results will be reported as group averages only and Employers will not be able to access any individual scores. Participants will be informed of this confidentiality in the survey invite as well as survey instructions.
We generally recommend 2 weeks to collect survey responses. This typically accommodates most employee schedules and provides some time urgency. However, if you have not received your targeted response rate at the end of the two weeks, we are happy to extend the timeline as needed.
Engagement Survey insights are most representative and useful when all employees are asked to participate. TalentClick’s engagement survey is designed to improve morale and retention across every level of the organization – which means that participation from all members is key.
Should you include…
(Senior) Management? Yes! The standard report will display the results for managers vs. non-managers, and there is an option to add a third group result for senior management.
New Employees? It is recommended that employees be on the job for at least 1 month before asking them to provide feedback.
Part-time Workers? Yes, most items should be general enough to apply to part-time workers as well. However, participants are also given the opportunity to indicate how important each item is to them, so if certain aspects don’t apply to them, this should be captured by the importance ratings.
How is the Overall Employee Engagement Score calculated? (What is the range value on the overall engagement score?)
The overall engagement score is out of 100 and is calculated based on the organization’s total sum of all factor scores (for all employees) / the maximum score that can be achieved.
If we use the Talentclick survey next year, can we add an overview from the previous year’s survey so that we able to compare the results?
Yes, it’s possible to compare results year over year, which is recommended. The scores from the previous engagement survey administered can be added as an additional score in the bar chart for each factor and question.
TalentClick will email the report(s) to the Client within 3-4 weeks of survey completion.
A higher response rate means the results are more likely to be representative of the target group. Typically, over 80% is excellent and less than 20% incurs a risk that the responses are not representative of all employees.
The recomended number of respondants (per group) is >5. However, the minumum number for reporting to ensure confidentiality is 3 respondants (per group).
12. Compliance, Privacy, and Security
TalentClick stores data in two locations. Our main database stores assessment data is stored in Oregon, USA with Amazon Web Services. Canadian assessment data in Montreal, Quebec with Amazon Web Services.
Is there any sensitive personal information retrieved from the candidate (ie. Social Security Number, Date of Birth)?
No. Furthermore, our assessment questionnaire does NOT ask invasive personal questions (for example, about childhood or personal life) unlike several other test publishers/vendors.
Yes. We have a ‘ready to use’ partner API and have also done integrations with major applicant tracking systems such as Oracle/Taleo and SAP/Success Factors.
At a technical level, we perform regular quality assurance diagnostics to ensure reports are accurate, and we update our scoring algorithms on an annual basis.
We enable SSL (Secure Sockets Layer) 256 bit encryption for accessing and transmitting sensitive data.
What are your company’s procedures to protect, retain, and destroy non-company specific and personal information? This would include data, scores, tester demographic, etc.
Unless a customer requests otherwise, data submitted by participants who have completed an assessment will be kept strictly confidential and will not be shared with anyone other than the parties who initiated the assessment process (the customer). TalentClick retains raw data submitted by participants and removes all participant-identifying information after the time period requested by the client.
Yes. Based on extensive research, our assessments meet the standards specified in the EEOC’s Uniform Guidelines on Employee Selection Procedures (1978), which addresses adverse impact (discrimination) in pre-hire assessments. Our on-staff experts have decades of experience with legal compliance, including the issue of adverse impact. Our analyses have demonstrated no adverse impact in our personality/behavioral assessments. Note: Cognitive assessments require extra steps during implementation to establish job relevance and appropriate cut scores.
How does your company keep updated on applicable federal and state laws affecting employment screening?
We stay up to date on the legal aspects of pre-employment screening and strictly adhere to the laws governing it, best practices and guidelines through SIOP (Society of Industrial/Organizational Psychology) and our legal partners.
We leverage the power of Amazon Web Services (AWS) to increase our reliability, and to offer increased flexibility while adhering to the highest standards for security. TalentClick uses two separate AWS data centers, US West (Oregon) and Canada Central (Quebec).
We utilize AWS for infrastructure as a service (IAAS), and they are responsible for the underlying infrastructure. This infrastructure is comprised of the hardware, software, networking, and facilities that run AWS services in the USA and Canada. For information regarding Amazon’s extensive security controls, see their Overview of Security Processes Whitepaper. Also, see here for examples of Canadian public sector organizations utilizing AWS.
Yes. We currently do this for many of our clients. We are flexible with billing options and can set up different departments/locations with separate assessment links and billing. Or we can consolidate billing and send to one central location – it’s up to you.
We accept payment by EFT, cheque, Visa, or Mastercard. The frequency of payment depends on your agreement type (typically monthly, quarterly or annual). Payment terms are typically net 30 days.
14. Customer Support
If you need additional help, support, or resources, we’ve got you covered!
Technical Support – Submit a ticket to https://www.talentclick.com/support/ and we will respond within one business day.
Common questions are often resolved using the TalentClick Assistant Chat when you log into your TalentClick Portal account or the Portal User Guide.
Account Questions, General Requests – firstname.lastname@example.org
Billing Questions – email@example.com
Training Resources (Product and Portal)
Yes. After you submit a ticket to https://www.talentclick.com/support/, a TalentClick team member will either email or call you to resolve your problem. Video calls and screen shares are also commonly used for training and technical support.
Yes. Customers can submit a ‘case,’ to https://www.talentclick.com/support/ which is received and reviewed immediately. 80% of our cases are resolved within 4 hours. Based on post-ticket evaluation surveys, our customer satisfaction rating is over 92% and our customer Net Promoter Score (likelihood to recommend us to others) is 96%.