AssessFirst Pricing Overview

Using Assessfirst for recruitment can offer several advantages.

-The very first one is the reports matching the predictive model that each company can create for each job, value, status, etc... that can help identify candidates whose personality traits align with the role and company culture.

- It also helps reducing bias Reducing Bias as the reports can provide a more objective assessment of candidates, helping to reduce unconscious biases that can arise from interviews or resume reviews.

- The reports also helps the Managers to define more precisely their personnality search depending on the team members they already work with.

-Finally, Assessfirst also offers a "talent mapper" tool that helps teams to better work together. Review collected by and hosted on G2.com.

I do not use the "Campaign tool" a lot and I am pretty sure it can be very useful. Review collected by and hosted on G2.com.

I appreciate the quality and relevance of the tools made available to recruiters. We can finally move away from the simple impressions of an interview lasting several dozen minutes to refocus on objective elements that will both make recruitments more reliable and allow for better understanding and support of the selected candidates. The results of the three questionnaires are also usable in internal mobility, whether chosen or not, as well as for potential detection, particularly managerial. The ergonomics of the tools is a strong point, as is the completeness of the reports generated from the candidates' responses, who mostly share their positive feelings with us once the stress of taking a "test" is over. The customer support is very responsive. And the teams are really professional and friendly. I have been working with Assess First for over 12 years and have been able to appreciate the continuous evolution of the tools, innovative and powerful. Sometimes it is necessary to be tenacious internally to convince of the relevance of the tools given the cost of the solution, but also and especially to change habits and avoid cognitive biases during interviews. The attachment to the CV and cover letter remains well entrenched among some department heads, even though they provide no guarantee on the soft skills, which are at the heart of the failures and successes of our recruitment. Review collected by and hosted on G2.com.

Not really any drawbacks to note. One can make improvement suggestions on practical or visual aspects. For example, it is necessary to be very precise in the construction of predictive models and have a very clear vision of the employee's daily tasks. I would have liked to be able to assign more significant coefficients to two or three selection criteria, but it doesn't impact the final result too much. It has the merit of encouraging real reflection with the recruiting service. Review collected by and hosted on G2.com.