Adam Milo has developed a unique service that empowers employers to craft an online assessment array tailored to their needs. This convenient, efficient, and secure method is driven by data and advanced algorithms alongside innovative tools developed by decades of experience and extensive knowledge in the field.
The system variety of tools empower the recruiter with a fuller and more accurate picture of the applicant, for the most comprehensive and precise hiring decision for the organization.
Due to the importance of benchmarking in the field of human resources, Adam Milo offers a detailed examination of the applicant’s profile in the context of the labor market, empowering decision-making with comparative data.
The system derives in-depth applicant insights, assisting in comparing his thinking abilities and personality patterns to:
All other applicants in the organization.
Applicants for the same position (or similar positions) in other organizations in the relevant market.
Applicants for the same position in other organizations with the same classification in all markets.
All applicants’ achievements, characteristics, and data are displayed on a graph for easy visual comparison.
In addition, the system saves the videotaped interview for future re-watching, further analysis, and sharing with other parties in the organization.
Adam Milo’s toolbox empowers clients to deepen and refine their acquaintance with the applicant and to comprehend the applicants without meeting them.
Our tailored assessments
igAMe
The new world of work demands innovative assessment, adapted to the spirit of the time, ensuring a positive, interactive, and innovative experience for the applicant.
igAMe replaces standard Psychometrics questions with mind sports that utilize the most advanced technology to create a unique, intriguing, engaging, and easy-to-use assessment environment.
Why igAMe
Assessment checklist
English Proficiency
The innovative English proficiency utilizes AI and in-depth linguistic research to examine the extent of the applicant’s English proficiency in oral expression, grammatical control, and listening comprehension.
The adaptive assessment determines the applicant's level by their performance and adapts the questions’ level accordingly. i.e. the topic for the applicant’s oral expression will vary according to their English proficiency.
The test’s adaptivity provides a more accurate assessment to the employer and a less frustrating user experience for the applicant. The system records the applicants' answers, analyzes them using AI, and records the analysis in a report according to the CEFR (Council of Europe Framework of Reference for Languages) guidelines for language learning, teaching and assessment. These guidelines have been compiled by the Council of Europe and are increasingly used in European countries and other countries.
CEFR
Service and sales test
On Service Skills Tests & Sales Skills
These tests are designed to assess sales and service orientation and skills, consisting of three tests that can be conducted jointly or separately: Sales Orientation Test, Sales Skills Test, and Service Skills Test.
These tests are designed to assess an applicant’s ability to provide a sales and service solution.
The tests are simulated work samples - presented in an experiential format of a video or drawing that illustrates a situation. Their purpose is to simulate the experience of providing the service or the actual sales situation, as much as possible.
Service Skills –
Assessment data is obtained about the service skills required to effectively deal with service situations, such as maneuvering between customer needs and system needs, regulating empathy towards the customer and identification with them, the ability to promote an optimal solution in a short time, etc.
Sales Skills -
The qualifications and skills required in sales positions, such as the ability to connect with various people, persuasiveness and negotiation management, the ability to handle rejection, the ability to deal with clear demands and goals with tangible results, etc.
The personal perceptions and attitudes regarding the sales profession, such as personal values and needs from the job, aspirations, attitude to customers, etc.
The motivating factors for activities involved in sales roles, such as deriving pleasure from exciting and persuading others, satisfaction from achieving goals and meeting deadlines, attaching great importance to financial rewards, being driven by competition, etc., as well as factors that hinder activities involving sales roles, such as disappointed by rejection, a reluctance to work with a variety of people, refraining from committing to deadlines, reluctance to interfere in the lives and decisions of others, etc.
Service and sales test
This test independently examines an employee’s consciousness of service and the ability to provide a service solution appropriate to the organization.
Sales orientation test:
This test measures the occupational tendency toward sales positions. The test is based on the perception of the tendencies that underlies the Dutch tendencies questionnaire, while adapting to the field of sales, on the aspects that affect a professional tendency towards it.
A test for the roles of caring for the helpless
VERITAS test for positions of caring for the helpless:
In response to severe cases of abuse of the helpless, Adam-Milo has developed a dedicated test designed to minimize the risk of recruiting unsuitable and dangerous applicants to care for helpless patients.
The assessment draws on years of accumulated knowledge to examine personality, honesty, and the tendency to occupational crime as detailed in the attached document.
The assessment sheds light on several important issues, such as:
What is the applicant's style of care?
Does the applicant tend towards addiction?
Does the applicant tend towards violence?
How does the applicant perceive the role of caregiver?
The assessment results are detailed clearly in the employer’s report, which also serves as a guide to the interview process on how to question and examine the applicant.
The parameters:
What we screen for
AgiliTest - an adaptation test for changes in the world of work
The world of work is undergoing many changes at an accelerated pace:
To gain competitive advantages organizations are investing heavily in development and innovation, to adapt or even anticipate changes, positioning themselves as market leaders.
Employees’ relationship to change is critical for organizations. The ability to adapt to changes, respond to them well, continue to be productive and even spearhead innovation, is vital to the organization’s survival and success. This ability differs between employees, as it is based on a combination of personality and behavioral traits.
The AgiliTest test maps the organization’s employees by their potential for adaptation to changes. AgiliTest locates employees with the highest potential for adaptation to changes in the work environment such as remote work, changing responsibilities in the job, changing the format of communication with interfaces, changing the organization's business focus, etc. AgiliTest also assists in optimizing the organization’s configuration by locating employees that require more support in adapting to change. AgiliTest is also suitable as part of an assessment array of applicants for a specific position.
The assessment includes the following characteristics which are assessed using overt and covert questions:
What are we assessing?
Talk to an Expert
Would you like to know more about our products? We are happy to be at your service for any questions, support, advice, and guidance.
