• Hiring a ‘top performer’ over an ‘average performer’ yields up to 67% more productivity and profit. – McKinsey
  • 1 out of 4 people is “higher risk” for low productivity, absenteeism, turnover, theft, fraud, violence, accidents, more.
  • Traditional interviewing has a 50% success rate in hiring people who become ‘good’ or ‘high’ performers.
  • In an interview, you can see experience, skills, education, appearance, verbal communication, background check data.
  • What you can’t see (and why you need assessments) is to predict:
    • Defaults, impulses, character
    • How someone acts when nobody is watching
    • How someone is most likely to behave in future


  • Candidates can complete most of our assessments within 10 minutes and on any device, making it an easy step to add to your selection workflow.
  • You can benchmark ideal score ranges per job type to help predict success – a Sales Rep needs a different profile than a Director of Operations afterall!
  • Find more innovative / visionary thinkers to help improve current practices or move in a new direction
  • Reports include personalized interview questions to help you probe into areas of strength AND areas of potential concern.
  • Better interviews help you make better hiring decisions. We recommend you weigh assessment scores around 25% of your hiring, along with experience, reference and background checks and interview impressions.
  • Look beyond Person-Job-Fit to Person-Organization-Fit. Identify candidates who will fit your culture to build strong teams that thrive.


  • Workstyle and Performance Profile (WPP)


  • Safety Quotient(SQ)


  • Leadership Profile (LP)





“TalentClick has helped highlight the ideal candidate for the position. By doing so, it has decreased the risk to the organization and saved precious training dollars.”

– Deputy Fire Chief –