Health Candidates


Health Candidates offers a dynamic platform customized battery of assessments for the health sector with specialization in management positions to evaluate personality, behavioral abilities and health management knowledge and select the best candidate option.

A health organization may have all of the latest technology and the best physical resources, but if it does not have the right people it will struggle to achieve the results it requires. Health Candidates has been designed to assist organizations with the complex staffing selection process for health management positions. This tool will provide support in top talent hiring solutions through a number of pre-employment assessments that measure the skills, competencies and personality traits that fit better a successful managerial performance.

 Interviews, screenings and resumes can’t do the whole job when top talent hiring is needed—it is essential for the process to integrate an assessment tool that gives you the faculty to select the best candidate with certainty.

An assessment tool designed for the health sector

We designed a battery of assessments that will support organizations with a whole-person approach. According to The US Department of Labor (1999) one of the most important assessments principle is that “a single assessment instrument only provides you with a limited view of a person’s qualifications. Using a variety of tools to measure skills, abilities, and other job-relevant characteristics provides you with a solid basis upon which to make important career and employment-related decisions and minimizes adverse impact”.

Based on that idea, we have set up a customized battery or group of assessments according to the health management requirements and we have combined this level of specialization with the most advanced online technology to allow the implementation of a worldwide evaluation strategy.

Thanks to the development of this project hospitals and clinics, health centres, laboratories, health research centres, Ministries of Health, NGOs, among others will speed up and simplify such an important decision. By applying our assessments to your candidates we will identify the top talents for you.


Specific competencies measurements required for the success in the health management sector

A valid integrated selection process starts by defining what success looks like in a particular area of expertise and then delineating what capabilities or competencies contribute to a superior performance. Our talent evaluation resulted in the definition of the specific competencies required for the success in the health management sector. Once we determined those capabilities and skills we developed a specialized multi-component selection solution that will lead companies, organizations, health centers to take the most effective hiring decisions.


Battery of assessments

Our battery of tests includes personality assessments, behavioral abilities testing and an evaluation of health management knowledge exploring each candidate’s strong and weak points. We also conduct simulations presenting real-life on-the-job scenarios and situations your new manager may encounter. We have integrated research-validated assessments resulting in rapid, clear hiring recommendations that prioritize candidates according to their potential for success. This way; our pre-employment assessments match candidates’ skills, personality, and behavior to job requirements. When these three components are measured and stacked up against the health sector competencies needed, it leads to the most prediction possible.


Why is it important to measure Work-personality traits?

  • Personality assessments can be a strong predictor of job performance. The duties and responsibilities of each occupation require people in those roles to behave in specific ways for successful performance. Because personality helps determine preferences, temperaments, and behavior, personality influences job performance by determining whether an individual has a natural inclination for job duties and/or will enjoy the job.
  • Personality assessments that measure traits are appropriate for selection purposes. Appropriate validated personality assessments are attractive selection tools because they provide a data-based, non-subjective method for identifying high-potential employees who will also fit well within a particular work environment.
  • Personality assessments make inferences about who is more likely to become a successful performer. These inferences are based, in part, on the results of validity studies. The purpose of validity studies is to demonstrate the accuracy and job relevance of assessment scores.

Our assessment: Work Personality- Job Match

Our Work Personality Assessment focuses on the traits that are important in the work environment and provides a measure of how potential healthcare managers work with people, approach their tasks, communicate, approach change, and deal with stress. This means that our assessment measures personality traits for adult population but does not examine clinical or mental health related issues. As a result, low scores on the scales are not indicative of pathology, but rather, different preferences and motivations for working. These different preferences and motivations influence the type of work people are successful at and what they enjoy doing. With the Job Match System we have specified the importance of the 17 WPI traits and the ideal scores that candidates should receive. These ratings are then used to examine how well a candidate’s work style fits with the requirements of the job. The Survey defines each of the 17 Work personality traits and describes how different scores influence a person’s work performance.

Our Work Personality- Job Match assessment has demonstrated:

  • Reliability
  • Validity
  • No significant gender and ethnic differences. The strength of the reliability coefficients indicates that the WPI is relatively free from external errors that could negatively impact the measurement of personality traits. This allows the assessment to provide a close estimate of each individual’s true score on the 17 scales. The assessment can be useful in comparing the personality traits for people from ages that range from 15 to over 60.

17 Work Personality trades grouped into 5 components:

Working with Others. These personality traits show how an individual interacts with others. They help you identify individuals who are outgoing, warm and consultative, and those who are quiet, reserved and independent. Traits measured: Teamwork, Outgoingness, Democratic, Concern for Others

Energy and Drive. These personality traits explain how individuals set goals, work to achieve those goals, and move forward in their careers. They show you which people are energetic, persistent, and ambitious and who gravitate toward leadership. Traits measured: Ambition, Persistence, Energy, Leadership.

Work Style. This category sheds light on peoples’ dependability, attention to detail, and desire for structure and guidance. Traits measured: Attention to Detail, Dependability, Rule-following.

Problem Solving. These personality traits describe how people analyze information and develop solutions. Traits measured: Innovation, Creativity, Analytical Thinking.

Dealing with Pressure and Stress. The traits in this area show how people deal with pressure and stress. People who have a high level of self-control and can cope with many demands work well in high pressure jobs. Traits measured: Stress Tolerance, Self-Control, Emotional Resiliency.

Identifying and Managing Change. These personality traits tell you how an individual takes initiative and deals with change. Traits measured: Initiative, Flexibility.


How do we measure competencies such as behaviors?

For this purpose we have designed Simulations and Situational Judgment Assessments to provide a format for obtaining a work sample. The engaging nature of Web design principles allows for the development and deployment of work sample experiences via the Internet. By exposing applicants to the types of events, scenarios, and challenges confronted on the job, job simulations help applicants determine if the job is well suited to their knowledge, skills, abilities, and interests. These assessments has a positive Applicant Perceptions: Because job simulations replicate the types of tasks performed in the actual job, studies have found that applicants are more likely to view them as being fair and job-related.

In this particular type of assessments, we will present candidates with realistic, job-related situations and documents their behaviors to help determine their qualifications for the job. The test is designed to provide information on typical behavior within work situations. Recent studies indicate that Job simulations and Situational Judgment test are good predictors of job performance.  The estimated population validity of such measures is .34 across a wide range of measures and samples. This level of validity is comparable to such commonly used selection measures. Besides this, research generally supports the premise that job simulation assessments have lower rates of adverse impact (i.e., a different rate of employment selection that works to the disadvantage of members of a race, sex, or ethnic group), as well as a lower degree of exposure to discrimination lawsuits based on the selection procedure.


What do our knowledge quizzes and case studies assess?

Our case studies will guide candidates through the case with a series of questions that will allow them to display a full range of managerial knowledge to solve problems in the health sector. This assessment will start the case by giving a brief overview of the context.  At the end of the description candidates will have the task of answering several questions to show their understanding and application of managerial principles.

Quizzes are based on health management principles, guidelines, policies, procedures, management trends to assess knowledge in different areas such as Quality Systems, Health, Safety and Environment, Conflict Management, Providing Direction (Assessing, Planning, Monitoring and Evaluation) and Risk Management


Online dashboard to manage the selection process

After sign in, a dashboard will be displayed which will show the selection progress and status. There will be a group performance status of the candidates that have been selected to become part of the assessment. It will include information about the candidates who have done the tests and their final results. Those results will be displayed in a ranking list to identify the most successful candidates, who will be the potential candidates to be hired. The platform also allows access to individual information regarding each candidate: data about their assessments results with a brief description of the assessed competences and a score explanation.

From this dashboard, the election of assessments that will be part of the personalized battery will be carried out and candidates can be invited to participate.


Benefits and features of Health Candidates

  • Time-saving: HC was designed with the aim of providing agile tools for hiring. The process comprises a quick assessment of a candidate’s ability to follow written business procedures, immediate score with online scoring, and systematic and standard information about each applicant and information that is not learnt from a resume or an interview.
  • Money-saving: It lowers costs by hiring employees who can do the job quicker and in a more accurate way and reduce employee turnover as well.
  • Increase Productivity and Accuracy: HC provides the opportunity to hire employees able to learn and remember written business procedures without constant guidance.


Specialized Assessment

    •  Customized battery of assessments for the health sector
    • Specialization in management positions
    • Integral assessment comprising three areas according to the competences identified for these positions.



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