How to choose which assessments to combine for a role

You already understand that an assessment combines several tests, not just one. The practical question is: which ones, and for this role? This guide gives a simple method to choose, plus a shortcut if you prefer to start from something already built.

Step 1 — Start with the role’s pain

Ask yourself what makes someone fail in that position. Do they get overwhelmed under pressure? Make careless mistakes? Fail to connect with the customer? That pain defines which competencies are critical.

Step 2 — Translate the pain into competencies

Each pain points to an assessable competency:

• “Gets the numbers wrong” → attention to detail, numerical reasoning.
• “Can’t keep up the pace” → stress management.
• “Doesn’t understand the customer” → customer orientation.
• “Doesn’t lead the team” → leadership.

Step 3 — Choose the tests that measure them

With the competencies clear, you choose the tests. The general rule of a good combination:

• A cognitive base (almost always) — to reason and learn the role.
• The role’s behavioral competencies (several).
• A technical or personality test, depending on the role.

Step 4 — Balance coverage and experience

Cover what matters without making it too long. An overly long assessment hurts the candidate experience; an overly short one doesn’t cover the role. The library calibrates this in its suggested combinations.

The shortcut: ready-made combinations

You don’t have to build it from scratch. Each role in the library comes with a suggested combination explaining the reason for each test:

In short

Choosing which tests to combine means going from the role’s pain to the competencies, and from there to the tests — balancing coverage and experience. Or start from a ready-made combination in the library and adjust it. Review the available roles to get started.