Integrity and trust To solve
Integrity assessment without a polygraph: how it works
Why many companies assess integrity with a reliability test instead of a polygraph: a more scalable, less invasive ap…
5 min Read →
Kokoro resources
Hiring resources, sorted by what you need to solve
Practical guides to assess before interviewing, compare candidates and prepare better-supported hiring decisions.
Guides, templates and hiring criteria. Made by HR people, for HR teams.
Pick a topic to see relevant resources
Assess before interviewing To understand
NOM-035 and people assessment: what to keep separate
NOM-035, workplace climate and candidate selection are different things. What each measures and why you should not mi…
5 min Read →
Combined competencies To understand
What the PDA test is and how it is used in hiring
The PDA Assessment is a behavioral profile evaluation used in HR. What it describes, how it is used in selection, and…
5 min Read →
Combined competencies To solve
How to combine competencies to build a role-based assessment
An assessment is not a single test: it is a combination of competencies chosen for the role. How to build the right m…
6 min Read →
Reports and decision To solve
How to compare candidates with common criteria
When each recruiter looks at different things, decisions become inconsistent. How to compare candidates with the same…
5 min Read →
Assess before interviewing To solve
Resume vs evidence: what each one shows when screening candidates
The resume tells you what the candidate states; assessed evidence shows you a comparable signal of what they can do.…
5 min Read →
Reports and decision To solve
How to defend a hiring decision to an internal stakeholder
When management asks “why this candidate and not that one”, evidence and the report give you the support to defend th…
5 min Read →
Combined competencies To decide
How to choose which assessments to combine for a role
A practical guide to building a role assessment: from the role’s challenge to the competencies, and from there to the…
6 min Read →
Combined competencies To understand
Why an assessment is not a single standalone test
Looking for “the test for salespeople” starts backwards. A role needs several combined competencies. Why an assessmen…
5 min Read →
Roles and industries To solve
What to assess before interviewing a contact center agent
In contact centers, turnover is high and the resume says little. Which competencies to assess before interviewing an…
5 min Read →
Roles and industries To solve
What to assess before interviewing a financial analyst
The cost of an error in finance is high and the resume does not show real analytical rigor. Which competencies to ass…
6 min Read →
Assess before interviewing To solve
How to assess candidates when you receive hundreds of applications
High volume makes reading every resume by hand impossible. How to use evidence to sort hundreds of applications and d…
5 min Read →
Roles and industries To solve
What to assess before interviewing a logistics coordinator
Logistics does not forgive errors or delays. Which competencies to assess before interviewing a coordinator to find w…
5 min Read →
Roles and industries To solve
What to assess before interviewing a sales representative
Sales resumes all look good. Which competencies to combine for a comparable signal of the real sales profile, before…
6 min Read →
Roles and industries To solve
What to assess before interviewing a store manager
A store manager holds sales, team and operations together at once. Which competencies to assess before interviewing t…
5 min Read →
Reports and decision To solve
How to prepare a role’s interview with evidence
The interview works better when you arrive with evidence. How to use the assessment report to prepare targeted questi…
5 min Read →
Assess before interviewing To understand
What assessing before interviewing means: complete 2026 guide
Assessing before interviewing means using evidence to decide who to interview, before investing time in interviews. W…
8 min Read →
Assess before interviewing To solve
How to assess candidates: a complete guide for HR
To assess candidates, define the role profile, choose assessments for that profile, apply the same evaluation to ever…
8 min Read →
Reports and decision To solve
How to compare candidates objectively and auditably
Comparing candidates auditably means assessing everyone against the same criteria, ranking them with a comparable sig…
7 min Read →
Reports and decision To solve
How to make a defensible hiring decision
A defensible hiring decision is one you can justify with comparable, traceable evidence: why one candidate over anoth…
7 min Read →
Reports and decision To solve
Quality of Hire: what it is and how to start measuring hiring quality
Quality of Hire measures how good a hire turned out once the person is on the job. It's approximated by combining sig…
8 min Read →
Assess before interviewing To understand
What is a workplace psychometric assessment
A workplace psychometric assessment is a standardized evaluation that measures aptitudes, personality or competencies…
7 min Read →
Combined competencies To solve
Skills-based hiring: from talk to verifiable practice
Skills-based hiring means hiring for the skills and competencies a role needs, instead of by degree or background. Th…
7 min Read →
Assess before interviewing To understand
Types of selection assessments: a guide to choosing by role
Selection assessments fall into four families —cognitive, personality, competencies and integrity— plus technical ski…
7 min Read →
Reports and decision To decide
What HR receives after assessing its candidates
When you assess your candidates with Kokoro, you receive a readable report that compares people with common criteria…
5 min Read →
Assess before interviewing To solve
How to decide who to interview after posting a job
You posted the job and dozens of applicants arrived. Here is how to decide who to interview with evidence, before the…
6 min Read →
Assess before interviewing To understand
Why high-volume hiring needs clearer filters
The more volume, the harder manual screening gets; clear criteria bring order without losing good candidates.
6 min Read →
Combined competencies To solve
How to build a balanced assessment battery by role
A balanced battery covers the role's dimensions without overloading the candidate. A practical guide to combining per…
7 min Read →
Combined competencies To solve
Big Five vs 16PF: diferencias para reclutamiento
Big Five describe la personalidad en cinco grandes dimensiones; 16PF la describe con dieciséis factores más específic…
6 min Read →
Combined competencies To solve
Why cognitive ability matters when hiring
Cognitive ability gives a signal about how easily someone learns and solves new problems. Why it matters when hiring…
7 min Read →
Assess before interviewing To understand
Why internal stakeholders need better-explained hiring decisions
When management asks “why this one”, evidence gives you a defensible answer.
6 min Read →
Combined competencies To solve
How a combination of tests gives a comparable signal across candidates
Applying the same combination of tests to all candidates for a role puts them on the same scale and produces a compar…
6 min Read →
Combined competencies To solve
Intelligence + competencies + technical skill: the combination that gives a complete signal
Reasoning, behavioral style and technical knowledge answer different questions. Together they give a complete signal…
6 min Read →
Combined competencies To decide
Which tests to combine for an administrative role
The recipe for assessing administrative roles: Wonderlic cognitive + DISC + order-and-detail competencies + Integrity…
5 min Read →
Combined competencies To decide
Which tests to combine for a customer service role
The recipe to assess customer service: DISC + Emotional Quotient + service competencies + a cognitive base. The combi…
5 min Read →
Combined competencies To decide
Which tests to combine for a call center role
The recipe to assess call center agents: cognitive + DISC + Emotional Quotient + contact competencies. It describes a…
5 min Read →
Combined competencies To decide
Which tests to combine for a sales role
The recipe to assess a salesperson: Wonderlic cognitive + DISC + Sales Style + sales competencies. Why the combinatio…
5 min Read →
Combined competencies To decide
What tests to combine for a leadership or management role
The recipe to assess leadership: Leadership Test + 16PF or Big Five + cognitive + management competencies. The combin…
5 min Read →
Combined competencies To decide
Which tests to combine for a technical or IT role
The recipe for technical or IT roles: Wonderlic cognitive + technical test + Big Five + technical competencies. The m…
5 min Read →
Combined competencies To decide
Which tests to combine for an operations or warehouse role
The recipe for operations and warehouse roles: cognitive base + DISC + Integrity + operational competencies. The comb…
5 min Read →
Combined competencies To understand
Cómo elegir qué competencias evaluar según el cargo
Guía para combinar 6-8 competencias por cargo: empezar por el dolor del puesto, elegir el conjunto correcto y mantene…
7 min Read →
Combined competencies To solve
How to interpret the 16PF: the 16 personality factors
How to read a 16PF profile in selection: what its 16 factors describe, how they group, and why it needs more interpre…
6 min Read →
Combined competencies To solve
How to interpret a DISC profile in selection
How to read a DISC profile in selection: what each dimension means, how to combine them and what mistakes to avoid. D…
6 min Read →
Combined competencies To solve
How to use the Kokoro competency library
The library lets you build role-based assessments by combining the competencies that matter.
6 min Read →
Assess before interviewing To understand
Why comparing candidates by resume alone is not enough
Two resumes are not comparable without common criteria; evidence puts them on the same scale.
6 min Read →
Combined competencies To solve
Qué competencias evaluar para un cargo administrativo
La receta de competencias para evaluar un cargo administrativo: atención al detalle, organización, capacidad cognitiv…
5 min Read →
Combined competencies To solve
Qué evaluar al contratar un ejecutivo de atención al cliente
La receta de competencias para evaluar a un ejecutivo de atención al cliente: empatía, comunicación, manejo del estré…
5 min Read →
Combined competencies To solve
Competencias para evaluar un cargo de call center
La receta de competencias para evaluar un cargo de call center: comunicación, manejo del estrés, orientación al clien…
5 min Read →
Combined competencies To solve
Qué competencias evaluar para contratar un vendedor
La receta de competencias para evaluar a un vendedor antes de entrevistar: orientación al resultado, comunicación, ma…
5 min Read →
Combined competencies To solve
Competencias clave para un jefe o supervisor de equipo
La receta de competencias para evaluar a un jefe o supervisor: liderazgo, comunicación, toma de decisiones, gestión d…
5 min Read →
Combined competencies To understand
Las competencias más evaluadas en selección de personal
Liderazgo, orientación al cliente, integridad, pensamiento crítico, trabajo en equipo, comunicación y adaptabilidad:…
7 min Read →
Integrity and trust To solve
Camera and consent in assessments: what to consider
Using a camera in an assessment involves sensitive data and requires specific, informed consent from the candidate. W…
6 min Read →
Combined competencies To solve
Hiring for skills, not degrees: how to start
Hiring for skills, not degrees, starts by translating each role into the competencies it needs and assessing them on…
7 min Read →
Integrity and trust To solve
Integrity controls in online assessments: what works and what doesn’t
No online assessment is foolproof. But integrity controls in two layers make the result more reliable, while respecti…
6 min Read →
Integrity and trust To solve
Why a common criterion makes decisions fairer
When all candidates are measured by the same yardstick, the process feels more equitable. A common criterion doesn't…
6 min Read →
Integrity and trust To solve
When it's worth having a person review a result by hand
Not every result needs manual review, but some do. When to look at a case in depth and why the final decision is alwa…
6 min Read →
Combined competencies To solve
How many tests to combine per role (and why 6-8)
Combining 6 to 8 tests usually covers a role's dimensions without overloading the candidate. The criterion isn't quan…
5 min Read →
Assess before interviewing To solve
CV generado con IA: cómo distinguir habilidad declarada de habilidad real
Un CV hecho con IA declara habilidades; no las demuestra. Aprende a separar lo declarado de lo evaluado y a decidir a…
6 min Read →
Assess before interviewing To understand
Why resumes are no longer enough to decide who to interview
A resume states, it does not prove; when everyone looks good, you need evidence to decide.
6 min Read →
Combined competencies To solve
DISC vs 16PF: cuál elegir para evaluar candidatos
DISC describe cuatro estilos de comportamiento fáciles de comunicar; 16PF describe la personalidad con dieciséis fact…
6 min Read →
Combined competencies To solve
DISC vs Big Five: which to use and when
DISC describes behavioral styles simply and clearly; Big Five describes personality across five dimensions with a str…
6 min Read →
Combined competencies To solve
How to design a role-based assessment step by step
Designing a role-based assessment means going from the role’s challenge to the competencies and the tests that measur…
6 min Read →
Assess before interviewing To understand
Why interviews should be prepared with more context
The interview works better when you arrive with evidence: targeted questions instead of improvising.
6 min Read →
Reports and decision To solve
Structured vs free-form interview: which is better and why
The structured interview lets you compare candidates with a common criterion; the free-form one feels comfortable but…
6 min Read →
Reports and decision To solve
How to make interviews shorter and more focused
Shorten the interview without losing quality: arrive with prior evidence, define a few critical questions, and stop c…
5 min Read →
Assess before interviewing To understand
Why interviewing without evidence can slow the process down
Interviewing blind spends time on the wrong candidates; evidence focuses the funnel.
6 min Read →
Reports and decision To solve
Common mistakes when interviewing candidates (and how to avoid them)
Improvising, talking too much, deciding by impression, no common yardstick: common interview mistakes and how to fix…
6 min Read →
LATAM and portals To understand
The state of talent hiring in LATAM 2026
How talent is hired today in Latin America: trends, common challenges and the growing role of evidence-based assessme…
7 min Read →
Integrity and trust To solve
Mobile assessment: how to reduce friction without losing rigor
Many candidates test on their phones. How to ensure a smooth mobile experience without sacrificing integrity controls…
5 min Read →
Integrity and trust To solve
Objective assessment: what's realistic to expect and what isn't
No assessment is 100% objective. The realistic goal is reducing subjectivity with the same rules and a comparable sig…
6 min Read →
Integrity and trust To solve
How to make an online assessment reliable
A reliable online assessment isn't one that promises to be foolproof, but one that protects the result with integrity…
6 min Read →
Integrity and trust To solve
How to keep reliability when assessing remotely at scale
Assessing hundreds of candidates remotely needn't sacrifice reliability. Integrity controls by design and comparable…
6 min Read →
Roles and industries To solve
What to assess before interviewing an administrative assistant
The administrative role rests on organization and attention to detail, not the resume.
6 min Read →
Roles and industries To solve
What to assess before interviewing a data analyst
For a data analyst, reasoning and rigor matter more than the list of tools on the resume.
6 min Read →
Roles and industries To solve
What to assess before interviewing a risk analyst
In risk, analytical judgment and rigor matter more than listed experience.
6 min Read →
Roles and industries To solve
What to assess before interviewing an accounting assistant
In accounting, attention to detail and numerical rigor matter more than the software on the resume.
6 min Read →
Roles and industries To solve
What to assess before interviewing a pharmacy assistant
In a pharmacy, precision and customer focus are critical and can be assessed.
6 min Read →
Roles and industries To solve
What to assess before interviewing a cashier
For a cashier, reliability and attention to detail matter more than the experience on the resume.
6 min Read →
LATAM and portals To solve
How to evaluate candidates who apply through Bumeran (Argentina and Peru)
You post on Bumeran, activate Kokoro's evaluation, candidates take the tests, and you get a comparable ranking: the p…
6 min Read →
LATAM and portals To solve
How to assess candidates connected to the portal you already use
You already post vacancies on a job portal and get the flow there. We explain how to add assessments to the same flow…
5 min Read →
LATAM and portals To solve
How to assess candidates who apply through elempleo (Colombia)
Post your opening on elempleo, activate the Kokoro assessment, candidates take it, and you get a comparable ranking:…
6 min Read →
LATAM and portals To solve
How to evaluate candidates who apply through Laborum (Chile)
You post on Laborum, activate the Kokoro evaluation, candidates take the tests and you get a comparable ranking: the…
6 min Read →
LATAM and portals To solve
How to evaluate candidates who apply through Tecoloco (Central America)
Post on Tecoloco, activate the Kokoro evaluation, candidates take the tests, and you get a comparable ranking: the po…
6 min Read →
Combined competencies To solve
What to assess in leadership competencies
Leadership is made of observable competencies (decision-making, communication, team management) that can be assessed…
6 min Read →
Roles and industries To solve
What to assess before interviewing a driver
For drivers, responsibility and judgment matter more than the license on the resume.
6 min Read →
Roles and industries To solve
What to assess before interviewing a dispatch coordinator
A dispatch coordinator organizes and prioritizes under pressure: operational judgment you can assess.
6 min Read →
Roles and industries To solve
What to assess before interviewing a Customer Success role
Customer Success lives on relationships and proactivity, not on what the resume says.
6 min Read →
Roles and industries To solve
What to assess before interviewing a software developer
In development, reasoning and the way of solving problems matter more than the list of technologies on the resume.
6 min Read →
Roles and industries To solve
What to assess before interviewing a teacher
In teaching, vocation, communication and classroom management do not appear on the diploma.
6 min Read →
Roles and industries To solve
What to assess before interviewing a customer service representative
Customer service rests on empathy and emotional management, which can be assessed before interviewing.
6 min Read →
Roles and industries To solve
What to assess before interviewing a collections agent
Collections demands firmness with empathy and handling rejection, not just experience on the resume.
6 min Read →
Roles and industries To solve
What to assess before interviewing a B2B sales representative
B2B sales demand reasoning and consistency across long cycles, not just charisma on the resume.
6 min Read →
Roles and industries To solve
What to assess before interviewing a nursing professional
In nursing, emotional management and rigor matter as much as the qualification.
6 min Read →
Roles and industries To solve
What to assess before interviewing a security guard
Integrity, stress management and sustained attention define a good guard, not their resume.
6 min Read →
Assess before interviewing To solve
How to assess real skills beyond the résumé
Assessing real skills beyond the résumé means asking the candidate to demonstrate the competency, not declare it. A g…
7 min Read →
Roles and industries To solve
What to assess before interviewing an operations manager
An operations manager balances efficiency, team and hard decisions: leadership you can assess.
6 min Read →
Roles and industries To solve
What to assess before interviewing a warehouse operator
In a warehouse, attention to detail and reliability matter more than listed experience.
6 min Read →
Roles and industries To solve
What to assess before interviewing a heavy equipment operator
In heavy equipment operation, safety and sustained attention matter more than stated experience.
6 min Read →
Combined competencies To solve
What to assess in customer focus and service
Customer focus is a competency you can assess, not a quality you guess at in the interview.
6 min Read →
Roles and industries To solve
What to assess before interviewing a QA tester
In QA, a detail mindset and reasoning matter more than the tools on the resume.
6 min Read →
Roles and industries To solve
What to assess before interviewing a receptionist
Reception is the first impression: communication and customer focus above all.
6 min Read →
Roles and industries To solve
What to assess before interviewing a recruiter
A good recruiter combines judgment, communication and a results focus, not just years in HR.
6 min Read →
Integrity and trust To solve
Evaluating without an in-person interview without losing confidence in the result
You can evaluate remotely without losing confidence: integrity controls, transparency and human review keep the resul…
6 min Read →
Roles and industries To solve
What to assess before interviewing a call center supervisor
A call center supervisor holds a team together under metric pressure: leadership you can assess.
6 min Read →
Roles and industries To solve
What to assess before interviewing a security supervisor
A security supervisor combines leadership, integrity and judgment under pressure, not just years in the field.
6 min Read →
Roles and industries To solve
What to assess before interviewing a production supervisor
A production supervisor balances targets, team and safety: operational leadership you can assess.
6 min Read →
Roles and industries To solve
What to assess before interviewing a maintenance technician
A maintenance technician solves problems under pressure and safely: judgment you can assess.
6 min Read →
Roles and industries To solve
What to assess before interviewing a store salesperson
A store salesperson lives on customer focus and sustained energy, not on their resume.
6 min Read →
Assess before interviewing To understand
Evidence vs claims: why assessing gains relevance in the age of AI
In the age of AI, claims become cheap and assessed evidence becomes valuable. Why assessing before interviewing gains…
6 min Read →
Reports and decision To solve
How to reduce subjectivity in the interview with prior evidence
The interview concentrates subjectivity in impression. A common criterion and prior evidence help control it, even th…
6 min Read →
Integrity and trust To solve
How a well-designed assessment improves the candidate experience
A well-designed assessment isn't just more reliable: it respects the candidate's time and dignity. Clarity, consent,…
6 min Read →
LATAM and portals To solve
How to filter the high volume of applications from a job portal
You get hundreds of applications from your job portal and don't know where to start. How to order that volume with a…
5 min Read →
Combined competencies To solve
Soft skills: how to assess them with evidence
Assessing soft skills with evidence means translating them into observable competencies and measuring them with the s…
7 min Read →
AI and hiring To solve
AI interprets, the person decides: the right role of AI in selection
The right role of AI in selection is to interpret and organize evidence, not to decide or predict. How to split tasks…
6 min Read →
Assess before interviewing To solve
How to verify technical skills before hiring
Verifying technical skills means having the candidate perform the role's real task under the same conditions for ever…
7 min Read →
AI and hiring To understand
AI in hiring: how to use technology without losing human judgment
AI helps interpret and sort; the final decision is always the human team’s.
6 min Read →
Integrity and trust To solve
How to protect that the person taking the test is the real candidate
Protecting identity in a remote assessment means confirming, with consent, that the test-taker is the applicant. Done…
6 min Read →
Combined competencies To solve
Intelligence vs personality: what each assessment tells you
A cognitive test measures reasoning aptitude; a personality test describes behavioral styles. What each tells you and…
7 min Read →
Combined competencies To solve
How to read a personality test without overinterpreting
How to read a personality test in hiring without overinterpreting: what it really describes, mistakes to avoid, and h…
6 min Read →
Reports and decision To solve
How to read an assessment report before interviewing
You read the report to prepare the interview: where to confirm and where to dig deeper for each candidate.
6 min Read →
Reports and decision To solve
How to know if your candidate screen is working
Knowing if your candidate screen works means checking it lets the right people through and discards those who don't f…
7 min Read →
Combined competencies To understand
Cuál es la mejor prueba de personalidad para selección en LATAM
No hay una única mejor prueba de personalidad para selección: DISC, Big Five y 16PF describen estilos con distinto ni…
7 min Read →
Combined competencies To understand
The OCEAN model explained: the 5 factors of the Big Five
The OCEAN or Big Five model describes personality across five factors. What each one means and how to read them in hi…
6 min Read →
LATAM and portals To solve
High volume, few who fit: how to find signal in the volume
Your job portal brings tons of applications, but few seem to fit. How to find real signal within the volume, without…
5 min Read →
Reports and decision To solve
Key recruiting metrics every team should track
Key recruiting metrics measure how long, how much, and how well your process selects. Which to track, what each says,…
7 min Read →
Assess before interviewing To understand
Why assessing before interviewing gains value in 2026
With AI-inflated résumés and higher application volume, assessing before interviewing gains value in 2026 as a trust…
6 min Read →
Reports and decision To solve
How to build interview questions from the evaluation
Turn the evaluation report into concrete questions: confirm strong signals and explore the doubts of each candidate.
6 min Read →
Integrity and trust To solve
Why result reliability matters before speed
Evaluating fast is worth little if the result isn't reliable. Why reliability should come first and how to sustain it…
5 min Read →
LATAM and portals To solve
Job portal + assessment: why they complement each other
A job portal and candidate assessment don't compete: each solves a different part of the process. How they complement…
5 min Read →
LATAM and portals To solve
How to prioritize who to look at first among hundreds of applicants
Hundreds of applicants and little time. How to prioritize who to look at first with comparable signal, without ruling…
5 min Read →
AI and hiring To understand
Why a validated test is the anchor of trust when the CV no longer suffices
When CVs are inflated with AI and everyone looks perfect, a validated test gives a comparable, reliable signal again…
6 min Read →
Combined competencies To solve
How to use a cognitive test without making it exclusionary
A cognitive test shouldn't filter candidates on its own. How to use it as an input, calibrate it to the role, and kee…
7 min Read →
Reports and decision To understand
What is role fit (suitability for the position)
A short definition of role fit: how closely a candidate matches what the position needs. Kokoro's selection glossary,…
3 min Read →
Reports and decision To understand
What is a norm table and what is it for
A norm table is the reference table that converts a test's raw score into a relative position, comparing it against a…
5 min Read →
Combined competencies To understand
What is a test battery in selection
A test battery is a set of combined assessments applied together to describe a candidate from several complementary a…
5 min Read →
Combined competencies To understand
What is the emotional quotient and how is it assessed
What the emotional quotient (emotional intelligence) is, which dimensions an EI test describes, and how to read its r…
5 min Read →
Combined competencies To understand
What is a behavioral competency
A behavioral competency is an observable behavior relevant to performance —like customer orientation or teamwork— tha…
5 min Read →
Reports and decision To understand
What test reliability is
Reliability is the degree to which a test measures consistently: under similar conditions it gives a similar result,…
5 min Read →
Combined competencies To understand
What DISC is and how it helps when hiring
DISC is one of the most widely used behavioral models in hiring. What it describes, how it is used to understand a ca…
6 min Read →
Combined competencies To understand
What is competency-based assessment
Competency-based assessment measures candidates by the behaviors a role needs, instead of by credentials or general i…
6 min Read →
Assess before interviewing To understand
What is a pre-employment assessment
A pre-employment assessment is a test applied to candidates before hiring to get a comparable signal on competencies,…
5 min Read →
Combined competencies To understand
What is a percentile in a selection test
A percentile places a result against a reference group; it doesn't measure how much someone knows. What it means, how…
6 min Read →
Combined competencies To understand
What a cognitive or aptitude test is
A brief definition of a cognitive or aptitude test: it measures reasoning and the ability to learn, not prior knowled…
3 min Read →
Combined competencies To understand
What a workplace intelligence test is and what it's for
A workplace intelligence test measures a candidate's reasoning aptitude at a given moment, comparably. What it evalua…
7 min Read →
Combined competencies To understand
What a technical test is in hiring
Brief definition of a technical test: it measures concrete knowledge and skills of a role, not general reasoning or p…
3 min Read →
Reports and decision To understand
What is psychometrics
Psychometrics is the discipline that studies how to measure psychological characteristics —aptitudes, personality, co…
5 min Read →
Reports and decision To understand
What is a candidate evaluation report
An evaluation report is the document that translates a test's results into readable information to support the hiring…
5 min Read →
Reports and decision To solve
What is time-to-hire and how to improve it
Time-to-hire is the time between opening a search and the candidate accepting the offer. What it measures, where it s…
7 min Read →
Reports and decision To understand
What is the validity of a selection test
Validity is the degree to which a test actually measures what it claims to measure and lets you draw useful conclusio…
6 min Read →
Combined competencies To solve
What the BIS-11 impulsivity scale measures
What the BIS-11 (Barratt) scale measures, which facets of impulsivity it describes, and how to read its result in sel…
5 min Read →
Combined competencies To understand
What the Wonderlic test measures and how to read its result
What the Wonderlic test measures, the general cognitive ability it evaluates, and how to read its result in selection…
5 min Read →
Reports and decision To solve
What to ask in a competency-based interview
Competency-based questions that ask for real past behavior, not opinions, and how to anchor them in each candidate's…
6 min Read →
Combined competencies To understand
Qué son las competencias conductuales y cómo se evalúan
Una competencia conductual es un comportamiento observable en el trabajo. Qué son, cómo se evalúan y en qué se difere…
7 min Read →
Combined competencies To solve
What behavioral competencies are and why they matter when hiring
Behavioral competencies are observable behaviors that the resume does not show but can be assessed.
6 min Read →
Reports and decision To solve
How to reduce subjectivity in personnel selection
Subjectivity never fully disappears, but it can be controlled. Equal rules, a common standard and comparable signal m…
6 min Read →
Reports and decision To solve
How to reduce time-to-hire without lowering quality
Reducing time-to-hire without lowering quality means attacking process delays, not the controls that ensure a good de…
7 min Read →
Roles and industries To solve
How to hire better in banking and finance before interviewing
In banking, errors are costly and trust is everything: assess rigor and integrity before interviewing.
6 min Read →
Roles and industries To solve
How to hire better in BPO and contact center before interviewing
BPO hires at scale with little time: a comparable signal speeds things up without losing quality.
6 min Read →
Roles and industries To solve
How to hire better in education before interviewing
In education, vocation and communication matter as much as the qualification: assessable before interviewing.
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Roles and industries To solve
How to hire better in logistics before interviewing
Logistics does not forgive errors or delays: assess judgment and reliability before interviewing.
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Roles and industries To solve
How to hire better in manufacturing before interviewing
In manufacturing, safety and reliability are critical and can be assessed before interviewing.
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Roles and industries To solve
How to hire better in mining and energy before interviewing
In mining, safety and judgment under pressure are non-negotiable and can be assessed.
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Roles and industries To solve
How to hire better in retail before interviewing
Retail lives on volume and turnover: assessing first sorts out who to interview first.
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Roles and industries To solve
How to hire better in healthcare and clinics before interviewing
In healthcare, human care and rigor go together: assess both before interviewing.
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Roles and industries To solve
How to hire better in security and surveillance before interviewing
In security, integrity and judgment are non-negotiable and can be assessed before interviewing.
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Roles and industries To solve
How to hire better in technology and SaaS before interviewing
In technology, resumes all look alike: assessing reasoning translates into common criteria.
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Integrity and trust To solve
What integrity signals are and why a person reviews them
Integrity signals are observations recorded during the assessment that support human review. They don't disqualify or…
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Reports and decision To understand
Common hiring biases and how to control them
Halo effect, similarity, first impression: hiring biases are inevitable but controllable. Equal rules and a common st…
7 min Read →
Combined competencies To solve
How to detect skills gaps in your candidates
Detecting skills gaps means comparing what the role needs with what each person demonstrates, by the same yardstick.…
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Reports and decision To solve
What the offer acceptance rate says about your process
The offer acceptance rate is the share of candidates who accept your offer. What it reveals about your process, why i…
6 min Read →
Integrity and trust To solve
What a candidate's response time on a test tells you
Response time and latency are context signals, not verdicts. What they offer, what they don't, and why they always su…
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Combined competencies To understand
Logical, verbal and numerical reasoning: what each one evaluates
Logical, verbal and numerical reasoning measure distinct aptitudes. What each one measures, which roles it matters mo…
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Combined competencies To understand
Personality, aptitude, and technical knowledge: what each layer adds
Personality, aptitude, and technical are three layers that describe different things about a candidate. What each add…
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Combined competencies To solve
Why a single test isn't enough to decide who to hire
A single test measures one slice of the person. Combining tests per role gives a fuller signal to support the decisio…
6 min Read →
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Start with what you need to solve today.
I have many candidates Filter with evidence when dozens of applicants arrive. See resources → I want to compare better Compare candidates with common criteria. See resources → I want to assess a role What to assess before interviewing, role by role. See resources → I want to understand the reports How to read the report and use it in the interview. See resources → I want to protect integrity Integrity controls and candidate experience. See resources → I want to integrate with my portal Assess inside your country’s job portal. See resources →
Decide who to interview, with evidence
Assess your applicants before the interview and compare them with common criteria. You decide; Kokoro gives you the support.