Assess candidates from Laborum

The flow has four steps and never takes you out of Laborum. (1) You post your opening on Laborum as usual and receive applications. (2) You activate Kokoro and choose the role profile: you combine behavioral competencies, psychometric tests and technical ones depending on the position. (3) Applicants receive the assessment and take it online, with integrity controls. (4) You get candidates ranked by fit to the role, with a comparable signal under one shared criterion and a report that backs the decision. Depending on the implementation stage, it runs connected to Laborum's flow or directly from Kokoro. This way you stop reviewing CV by CV and prioritize who to interview with evidence.

No. Laborum is your ally, not your competition: it is the job portal in Chile that brings the volume of applications, and Kokoro adds the assessment layer that turns that volume into a shortlist ranked by fit to the role. Laborum remains your source of candidates; Kokoro helps you decide who to interview first. They complement each other: one brings the flow, the other orders it with comparable evidence.

No. The assessment orders the pile and gives you comparable evidence to prepare the interview better, but the final decision is always the human team's. Kokoro describes how a person behaves and interprets their fit to the role; it does not predict future performance or decide for you. The goal is for you to reach the interview with better information, not to replace it.

Kokoro brings a catalog of 300 assessments: 253 behavioral competencies, 11 psychometric tests and 36 technical and language ones. For each role you define the combination that matters —for example, learning ability, role competencies and a technical or behavioral-profile test— and Laborum candidates take it online. You receive a comparable signal for each person under one shared criterion, not scattered impressions.

Yes. When an opening on Laborum receives hundreds of applications, reviewing CV by CV does not scale. Kokoro assesses all applicants with the same criterion and returns a ranking by fit to the role, so you focus interviews on the best-fitting candidates without ruling anyone out blindly. The screening criterion is clear and shared across the whole process.

Yes. Assessments are taken online with integrity controls that protect the seriousness of the result. The point is not to distrust the candidate, but to make the signal you receive comparable and reliable across everyone in the process. Kokoro provides evidence to support the decision; the final criterion is set by your team.