€ 59,- Per single assessment. Unlimited volume use with your own licence, up to 70% cheaper.
Vertrouwd door 1.200+ organisaties
The Job Profiler is presented to several respondent groups, such as role experts, role holders, stakeholders, employees and managers, to get a broad picture of a role.
From a selection of 50 competencies, respondents indicate per competency on a 6-point scale how relevant it is, from irrelevant to essential.
The Job Profiler is a competency-based profiler of roles: for each competency you set how important it is for the role. The questionnaire preview reflects this.
Additionally, the required working and thinking level and optional questions about risk factors, developments in the role and leadership styles are asked. The report collects all answers clearly with rankings, as input for the conversation about profiling a role.
This test measures Competency relevance, Working and thinking level, Multiple perspectives. You use it in the HR cycle: Selection → development → performance → appraisal. A report indicating per respondent group which competencies and behaviours they consider important. Completion takes 10 minutes (Multiple-choice questionnaire supplemented with open questions.) and you receive the results in your inbox, with no PDF to download.
Start nowThe core dimensions of this assessment, translated into work-related insights.
A preview of what this assessment looks like in practice. The questions below are illustrative - the actual questionnaire is more extensive.
Example questions
1 of 61How important is 'analytical ability' for this role?
2How important is 'customer focus' for this role?
3How important is 'planning and organising' for this role?
4How important is 'collaboration' for this role?
5How important is 'resilience under pressure' for this role?
6How important is 'working independently' for this role?
Preview only, the questions are not clickable
Answer scale: Not needed - Essential for the role
Order individually via the shop, or start with your own licensed portal for unlimited use.
Send a personal invitation link in one click. Candidates complete it online, in their own language.
Once the questionnaire is completed, the clear report is ready, immediately usable in your conversation or decision.
"Our instruments are scientifically validated and give organisations a reliable compass for selection and development."
Roles described in the competencies and levels that predict success in the role.
References illustrate the theoretical framework; hrmforce develops and validates the questionnaires in-house.
Score per dimension on a five-point scale, the dotted line is the required level
This creates a broad and supported picture of which competencies and behaviours are really important for the role.
As well-founded input for selection, development and appraisal.
Most assessments take 15 to 45 minutes. The exact time depends on the test type and number of sections; you work at your own pace and see an indication of the duration beforehand.
Our assessments are available in Dutch, English, German, French, Spanish and Romanian. Candidates choose their preferred language at the start, so language never gets in the way of a fair measurement.
After completion you receive a clear report with scores, charts and a plain explanation per dimension. The report includes concrete insights and, where relevant, recommendations for selection or development.
Yes. Our instruments are built on established psychological models and validated through norming studies. We support construct and criterion validity with periodically updated data.
The tests have high reliability coefficients (internal consistency and test-retest). This means the scores are stable and consistent and provide a solid basis for decisions.
Both are possible. You can buy a single administration for one candidate, or choose a subscription or credit bundle for frequent use with better rates and management via your own environment.
We process data in line with the GDPR. Data is stored encrypted, used only for the agreed purpose and not shared with third parties. Candidates have rights of access and erasure.
The assessments suit selection, career guidance and development, from starters to experienced professionals. Each test states the target group and level for which it is most appropriate.
Yes, tests combine well into a complete measurement. For example, you can pair personality with abilities or drivers for a broader and more reliable picture of a candidate.
We provide support with setup and interpretation and offer certification training for professional use. Documentation and personal advice are also available for any questions.
Fill in the form and get access within 24 hours.
Providing feedback (0 degrees) on the employee's own behaviour: how does one see oneself?
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Asking online in advance the questions that would ideally come up in the first interview, so that the interview really gains substance.
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Giving insight into the type of employee, based on how someone deals with dominance (influence versus collaboration) and emotion (feeling versus reason).
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