Identifying burnout risks at both individual and team levels
reducing employee turnover in 12 months
68%
X2
increase in team efficiency
Skillsy conducts a thorough assessment of your employees' personal and professional qualities, predicts their behavior, and provides recommendations for managing each employee and entire teams.
>2K
regular users
See how Skillsy operates to meet your hiring and team management needs
Our interactive questionnaire invites your candidates and employees to take an engaging test on our platform, which includes a series of statements and Situational Judgment Tests (SJTs) crafted to reveal authentic behavior patterns, avoiding socially-desirable responses.
For hiring
We analyze the responses to offer a comprehensive profile of the candidate's values and personality traits, job behavior forecasts, competency mapping, along with tailored interview questions and Employee Value Proposition (EVP) strategies.
For teams
We generate a team report detailing team values, cohesion, roles, growth areas, crisis management, motivational drivers, each member’s team role, potential burnout risks, aspirations, and a behavior forecast, coupled with extensive management and development recommendations considering each member's unique traits.
For employee development
We provide an in-depth personalized report that encompasses their values, strengths and weaknesses, thought patterns, team roles, crisis behavior, conflict strategies, feedback response, uncertainty behavior, reputation, optimal performance conditions, challenging conditions, and areas for growth, complete with a full set of actionable insights for managing and developing them in the workplace.
Why should you try
Build resilient teams
Receive forecasts of each team member's behavior and acquire the tools to manage them effectively.
Don't miss a talented professional
Enhance your EVP and offer the candidate terms that align with their values, making them an offer they can't refuse.
See the real person behind the resume
We offer a solution that enables you to understand a candidate's personality, which is always more important than a set of skills and points on a CV.
Create a personalized development track for each employee
Use the data on an employee's personality to craft a tailored development path within your company.
Reduce the time it takes to hire suitable candidates for your positions
Our solution enables you to cut down the hiring time for the right employee by more than half, thanks to rapid screening and matching between the suitable candidate and the required position.
See how deeply we can delve into an employee personality
Group identity
This person's identity is largely shaped by their group affiliation. They experience a strong need to belong and conform. Their sense of self is closely tied to their perception of how others in their group see them. They have a strong sense of responsibility and duty to their group, often putting the needs of the group above their personal interests.
Social Intuition
They might rely on social intuition to understand and fit into group norms. They might have a knack for picking up on subtle social cues and adapting their behavior to align with group expectations. They might instinctively know how to behave in different social situations to gain approval and avoid conflict.
Conformity to norms
They strictly adhere to the norms, rules, and roles established by their group or society. They believe these norms are universal and tend to judge others by the same standards.
Reliance on authority
They rely heavily on outside authority to make decisions and determine what is right or wrong. They respect hierarchy and expect others in their group to do the same.
Core Values manifest themselves in all areas of a person's life and determine their choices and decisions.
Core Values
Meet Andy
By looking at his report, see for yourself the depth of insight you can gain about your employees.
Attentive Assistant
In the team, your candidate/employee is likely to take on the role of an attentive assistant, capable of assessing the situation, and forecasting outcomes and consequences of actions (both their own and others') in the long term. Their task may involve exploratory work (not necessarily scientific) like searching for and creating new meanings that may not be obvious to others, as well as studying people and situations.
Leader, Expert, or Confident Team Player?
The team role of your candidate/employee may differ from their formal role, but it is essential to understand what kind of implementation they truly aspire to within the team.
Team role
Guide and Inspire Others
This candidate/employee is inspired by strong leaders capable of guiding and directing; they deeply respect authoritative people with significant experience. An important motivating factor for them is the idea of one day becoming such a leader themselves, to share their approaches, inspire, and guide other people
Employees are often motivated to work by more than just salary size and financial benefits.
Consider the primary motivation of your candidate/employee to inspire them, and present your company's HR brand, and EVP (Employer Value Proposition).
Motivation
Capacity for Reflection
Your candidate/employee's key meta-skill is the capacity for reflection. They have the ability to deeply contemplate and reconsider past experiences, extracting the most important and valuable lessons to apply to current tasks. They seek causal relationships in the course of events and possess the skill to construct complex logical sequences. In these connections, they find answers to many questions and feel satisfaction when their hypotheses are justified and reinforced by logic. Prone to prolonged observation of processes, they can make concise and considered conclusions from their observations. The capacity for reflection enables them to find meanings that may not be obvious to others.
What is your employee's 'superpower'?
Meta-competencies are high-level skills that contribute to the personal and professional development of your candidate/employee and enable them to succeed in new areas of knowledge.
Meta-Competency
Taking Personal Responsibility
A crucial aspect of this individual's personal development is the ability to take full responsibility for their actions, without attributing them to chance or the actions of others.
Respecting Personal Boundaries
Another significant area for growth is establishing and respecting one's own and others' personal boundaries, as well as distinguishing between areas of responsibility at work and the ability to keep personal and professional relationships separate.
Nobody is perfect!
Each of us has areas of growth, and by developing these, we become more resilient and effective.
The areas for development show which skills your candidate/employee should cultivate to perform their role more efficiently.
Growth Area
Your candidate/employee is more group-oriented than self-oriented; within the group, they are interested in specific individuals, their traits, and characteristics. Developing relationships, connecting with people, having the opportunity to feel their support, and participating in their lives are some of the most important professional path orientations for this candidate/employee, regardless of their position in the team.
Satisfies personal needs, cares for group Interests, or strives to combine both approaches?
This metric indicates your candidate/employee's commitment to either team or personal benefits.
Teamwork
This candidate/employee is more process-oriented than result-oriented. They are captivated by regularly recurring approaches, traditions, and rituals. Their ability to focus on the process enables them to maintain motivation and carry out even the tasks that do not inspire them greatly.
Process-driven, result-focused, or balanced?
This metric reveals how your candidate/employee typically behaves when tackling work tasks.
Result Orientation
Teamwork and Support
This candidate/employee feels comfortable in a collective setting and prefers tasks that involve collaborative work and consultations with colleagues. They may find it difficult to organize their activity independently, hence the importance of surrounding themselves with a small group of colleagues for support and guidance. They can achieve maximum results in their professional activities if these meet their need for support and mutual influence among significant team members.
Human Relations and Community
Their professional and personal lives deeply intersect, and they often struggle to separate the two. In colleagues and employees, they value, above all, human qualities and can engage in close and trusting relationships, communicating not just about work matters but also about each other's hobbies and life circumstances.
Mission and Belief in Their Work
Their interest in projects increases if they believe that their activities will benefit someone or solve an important problem. In the professional realm, it is vital for this candidate/employee to be confident that their work has profound meaning. They are willing to invest their knowledge and skills only in what they truly believe in.
Traditions and Rules
Adhering to established norms, traditions, and rules is a decisive factor for this candidate/employee when solving tasks. They are comfortable within familiar collectives but may find it challenging to integrate into new teams and quickly adapt to unfamiliar rules. They value established resources and are reluctant to abandon long-standing, effective approaches in favor of new and untested ones.
It can be challenging in practice to provide an employee with the full set of conditions for their optimal self-actualization.
It's worth considering this information to understand the situations in which your candidate/employee will be able to fully realize their qualities, and those in which they might feel constrained, procrastinate, or sabotage work processes.
Task Setting
What are your employee's strengths and which skills need development?
The competency map includes key skills significant for knowledge workers. Use this information to define a development track for your candidate/employee.
A score of less than 35% indicates a low level of skill development.
A score between 35% to 65% indicates a moderate level of development.
A score above 65% indicates a high level of skill development.
Competency Map
How This Candidate/Employee Thinks
This individual respects those with significant experience and values their feedback. They place great importance on meeting expectations and pleasing those in higher positions.
How It Manifests
They aim to closely interact with their manager or a strong leader within the team to gain support and approval. They may agree with them on important issues and even change their viewpoint to avoid causing disappointment and distrust.
What the Manager Should Pay Attention To
To properly direct this person’s efforts, it is essential to provide them with a guiding figure, such as a leader or an authoritative team member. Such a figure can serve as a role model and example for this candidate/employee, setting clear expectations and tasks.
How to behave with this employee? Offer freedom of action or control every step?
Consider this information as a guide to building a management style that allows your employee to be most effective in their professional activities.
Management Style
It all starts with people
See what new things people learn about themselves and their teams.
I see tremendous potential in the primary application of the service—teamwork. When you see reports from several employees, it becomes much easier to make decisions (whether to promote someone, which tasks to assign, handling product development, or customer communications, for example) and to structure conversations to more quickly achieve company goals.
And I'm already seeing results. There's less internal tension, and I've improved relations with a colleague with whom there was budding conflict until we discussed a new work format. Now, I want to use the service again in a few months. It will be interesting to see if the changes become noticeable.
Olga Oblozhkina, CEO
RDD Agency
I got some intriguing results. At first glance, you read it and think—No way, that's not me. But then it REALLY hits you!
Thank you for this service! It highlighted aspects that I will pay attention to in my decision-making!
Svetlana Korniyenko,
Producer, Expert in Creating Sales Funnels
As I was reading my report, I kept nodding, "Yep, yep, exactly, that's totally me!"
It was crucial for me to realize that I'm in the right place, progressing in the right direction, and I've chosen the correct professional path (this is important because I've been feeling uncertain lately—wondering if this isn't right, or maybe that, or perhaps this is all unnecessary).
I saw where I could dig deeper and strengthen myself. Also, I could see from an outside perspective what really holds me back and prevents me from reaching my full potential. Just from this understanding alone, it’s clear what I need to work on and what to do about it!!!
Alexandra Maslennikova, Market Research and Target Audience Analyst
Thank you so much for this service! It truly helps to understand employees, their motivations, challenges, and areas for growth!
Natalya Kharitonova, Entrepreneur, Founfer of a Chain of Beauty Salons
Our Clients
Result Orientation