DEUS Human Capital Services

Improve time to hire professionals & executives

The number one reason why people turn down job offers is because they are offered another. 26% of candidates say they left the hiring process because it “took too long”. In the competitive market, first-to-offer has the first pick of talent. If you move slowly, you don’t just lose the best candidates – you also lose revenue.

Evaluation that works

Surface the qualities that matter

Interview flexibility

Their timing, on their device

Better job fit

Better fit, longer stay

First to talent

Secure top candidates quicker

Improve time to hire professionals & executives

The number one reason why people turn down job offers is because they are offered another. 26% of candidates say they left the hiring process because it “took too long”. In the competitive market, first-to-offer has the first pick of talent. If you move slowly, you don’t just lose the best candidates – you also lose revenue.

Evaluation that works

Surface the qualities that matter

Interview flexibility

Their timing, on their device

Better job fit

Better fit, longer stay

First to talent

Secure top candidates quicker

Improve time to hire professionals & executives

The number one reason why people turn down job offers is because they are offered another. 26% of candidates say they left the hiring process because it “took too long”. In the competitive market, first-to-offer has the first pick of talent. If you move slowly, you don’t just lose the best candidates – you also lose revenue.

Evaluation that works

Surface the qualities that matter

Interview flexibility

Their timing, on their device

Better job fit

Better fit, longer stay

First to talent

Secure top candidates quicker

Our Science

Reliable

The extent that an instrument has same results over multiple trials

Valid

The extent to which a tool measures what it’s supposed to measure

Inclusive

Does not exclude any groups of people, equal access to the assessment opportunity

Development of model

Based on research into the existing body of knowledge.
Utilising insights from existing psychometrics including the Big5 model of personality
Creation of an innovative new model based on the latest findings

Validation of model

Distribution of survey questionnaires
Results statistically analyzed through SPSS
Items iteratively developed to improve statistical results

Game-based questions

A tailored questionnaire containing narrative questions within our gamification framework.
Identifying the relationship between game-based questions and traditional questions through further analysis
Resulting in a questionnaire that blends seamlessly into our gamification narrative while retaining the validity of our core model

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