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Online personnel assessment service for small and medium-sized businesses

HRSCANNER helps entrepreneurs and HR managers evaluate a job candidate in 4 minutes, measure the engagement of your current employees in 15 minutes, and automate the interview process

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Selection of candidates

Candidate
assessment

Online testing allows you to evaluate the professional productivity, skills and personal qualities of dozens of candidates without your participation. Make your decision based on objective data, not the “essay” on your resume.

Automation of interviews

Video interview

Conduct any number of interviews, saving time and not adjusting to candidates. Write down the necessary questions, send interviews to all candidates in one click, and watch the candidate’s ready-made video response at a convenient time.

For current employees

Engagement Score

Is your team looking bleak and your business performance declining? In 10 minutes, you will find out the level of employee engagement based on 12 parameters and identify the company’s “sore areas” that reduce productivity.

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is an automated system for hiring productive employees.

The HRSCANNER service solves the main problems in the recruiting process: it helps to accurately identify the most effective candidates and automate the hiring process, significantly saving the time of the HR manager and directors.

HRSCANNER is a cloud platform with access through any browser that allows you effectively evaluate an unlimited number of candidates, conduct video interviews without wasting your personal time, and receive test results in one click in a convenient interface from any device.

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How to recruit champions?

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The hiring process can be compared to predicting the future. The task of an HR manager or leader is to predict whether the candidate will be able to effectively implement the valuable end product of his position and be useful to the company.

In order to increase the accuracy of their decision, many companies evaluate the candidate's resume. But is this object of analysis objective?

Most of the time, a resume lists only the responsibilities of previous jobs, but does not indicate results and data on actual productivity. In addition, candidates like to hide their shortcomings and exaggerate their achievements.

If you want to obtain objective data about the skills, personal qualities and professional productivity of a candidate,
our platform has a test system that will improve the accuracy of hiring and weed out ineffective applicants.

The assessment system is a funnel, at each stage of which we weed out unsuitable candidates, and at the end we get only those whose results suit us.

No company can grow sales faster than its ability to hire the right people.

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David Packard
co-founder of Hewlett-Packard

Productivity
assessment

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At the first stage of selection, all candidates are sent the “Result” test, which evaluates the employee’s productivity at previous places of work. It consists of 20 questions,
and the candidate spends only 10 minutes to complete it.

Productivity s not about being busy, but about getting results.

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Timothy Ferriss
investor, writer, consultant for Uber, Twitter and Facebook.

Imagine you are hiring a medical device sales manager.
In the resume, the candidate indicated that at his previous place of work his sales volume was 2.5 million rubles. Is this a lot or a little?

If his colleagues sold for 10 million, and he only
sold for 2.5 million, then this must be a weak result. But if this is a newbie, and for his position the sales plan was
1 million, and he sold for 2.5 million, this
becomes an excellent result. The same result can be interpreted differently depending on the given context.

The test results will provide you with an objective picture of the candidate's productivity and significantly reduce the likelihood of making an erroneous assessment of his actual performance.

This is how the candidate’s answers to the “Result” test questions are displayed.

One report - one page
A report on any testing takes no more than one page, so you only need a couple of minutes to analyze the results.
From the test you will learn:
Does the person understand what the employer expects from them and what they think they get paid for?
How did the level of responsibility and job responsibilities change at previous places of work?
Does the candidate measure the results of his/her work, is he/she able to provide accurate indicators of the work?
What achievements, hobbies, things to be proud of, success in sports and life does our candidate have outside of work?
Does our candidate compare his or her results with those of others in similar positions?

Personal
qualities assessment

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If you are satisfied with the results of the productivity test, then in one click
you can transfer it to the next stage of selection and send the candidate a “Tools” test, which evaluates personal qualities.

It consists of 200 questions and the candidate spends about 35 minutes
completing it. It allows you to assess the applicant’s personal qualities (soft skills), which are not directly related to his competence and professional skills, but largely determine his ability to organically and involvedly cope with the nature and nuances of work responsibilities in your company.

The test evaluates 10 parameters:
Attentiveness
Positivity
Self-control
Responsibility
Confidence
Activity
Perseverance
Objectivity
Sensitivity
Sociability
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85% of success at work is achieved thanks to developed soft skills, and only 15% thanks to professional competencies.
Research by Harvard University, the Carnegie Endowment and the Stanford Research Center
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In the screenshot you see the results of testing a candidate for the position of Marketing Director. We see that his strengths are self-discipline, perseverance and objectivity, and a low indicator of responsibility indicates that the candidate has low initiative.

Why is it important to assess a candidate's personal qualities?

Each employee comes to us with a set of specific tools for personal effectiveness, developed over their lifetime.

An employee can be highly productive and fulfill their job responsibilities, but still have a bad temperament and exhibit signs of toxicity. Would you hire an accountant who balances perfectly and prepares all reports on time, but at the same time creates confusion in the team, and all colleagues avoid communicating with him?

The test results will indicate potential problem areas of the candidate and help identify risks at the selection stage.

There are no right or wrong answers in the Tools test - the results only show strengths and weaknesses. For example, a candidate for an aeronautical design engineer position may not need to be empathetic or outgoing, but a high level of attentiveness would be an obvious necessity. A good support specialist, on the contrary, should be sociable and able to understand the feelings of other people, but at the same time he does not have to have increased focus.

Clear interpretation of results

Based on the candidate’s answers, the system will automatically generate and send you a concise report, in which it will evaluate each of the 10 points in simple and understandable language. All you have to do is decide whether the candidate’s personal qualities match the vacant position.

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You will weed out
95%
of unsuitable candidates based on test results, saving dozens of precious hours
I spend only 2 minutes studying the test results, and the candidate spends about 40 - and that’s fair.
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Oleg Torbosov, entrepreneur, Founder of the Whitewill Real Estate Agency and the HRSCANNER service.

Profile tests

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The assessment system has two additional profile tests: the “Logis” test to assess the level of intelligence, which is used to test candidates for managerial and especially important positions, and the “Sales” test to evaluate sales managers.

More information about the “Logis” test

Intelligence level
assessment

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Intelligence quotient (or IQ) helps assess a candidate's analytical abilities and shows how capable they are of thinking intelligently and making accurate decisions. For this purpose, our system has the “Logis” test. It consists of 80 questions and the candidate spends up to 30 minutes to complete it.

Typically, this testing is used when hiring for management and critical positions in a company, but you can use it at your discretion when searching for an employee for any position. We recommend sending this test to applicants who have already taken productivity and personality tests and whose results satisfied you.

Why is it important to measure candidates' IQ?

The IQ indicator gives a fair assessment of a person’s ability to correctly and quickly find similarities, differences and identities, building logical chains and cause-and-effect relationships.

a manager with a high level of intelligence will be able to quickly find the relationship between previously made ineffective decisions and current poor performance and correct it. And a leader with a low IQ will make wrong decisions over and over again, having incorrectly analyzed the data.

Also, the level of intelligence directly determines how quickly a person is able to understand the product and the features of the company. If you hire an employee with a low IQ, be prepared for the fact that you will have to spend more time setting the task, and the number of repeated mistakes will reduce the company’s performance.

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monthly salaries on average, it costs a company to hire an ineffective employee
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Test results

As a result of testing, we will receive the candidate’s numerical IQ and a transcript with a description and recommendation as to whether a job that requires quick and error-free decision-making that is important for the company is suitable for them or not.

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Example result of the "Logis" test for assessing intelligence level.
More about the "Sales" test

Sales manager assessment

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Most often, companies require sales managers, and a universal test of 120 questions was developed specifically for their assessment, which takes the candidate approximately 25 minutes to complete.

The "Sales" test evaluates the professional qualities of sales managers according to 12 parameters:

Organization
Stress resistance
Expertise
Devotion
Business acumen
Pffectiveness
Perseverance
Perfectionism
Dedication
Team game
Attraction
Retention
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Test results are displayed in the form of a graph consisting of 12 indicators and are available in your personal account immediately after passing the test.
What do the test results show?
  • The first block, marked in purple, concerns the inner filling of a person and his sense of himself in sales.
  • The second block, highlighted in yellow, shows how confident the candidate is and is results-oriented.
  • The third block talks about relationships with clients and colleagues and assesses how much the candidate is able to interact with other people.

Clear interpretation

Based on the answers, the system itself will generate and send you a concise report, in which it will evaluate each of the 12 points in simple and understandable language. All you have to do is decide whether the candidate’s professional qualities match the vacant position.

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Video interview — online system for automatic interviews

Remember the times when you invited a candidate for an interview, they confirmed the meeting, but disappeared on the road and did not show up. Or when, after 30 seconds of communication, you realized that the candidate is clearly not suitable, but out of respect for their time spent, you are forced to continue. Or when candidates, upset by a quick rejection, left angry reviews online and questioned the company's reputation.

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With the video interview system for HRSCANNER, you can conduct any number of interviews per day without wasting your time or adjusting to the candidates’ schedule.

Conducting a video interview is a simple thing:

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You indicate in advance the questions

you want to ask and set the maximum time for an answer

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In one click you send a link

to candidates by e-mail or messenger

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Rate video interviews,

share the results with colleagues and give feedback to applicants in one click

15 minutes to master the system

The system has an intuitive interface and is easy to learn. As a rule, after a 15-minute demonstration of the capabilities of a personal account, an HR specialist can comprehensively use all the capabilities of video interviews.

4 differences from Zoom

  • Neither you nor the applicant waste time adjusting schedules
  • The candidate records a video interview at a convenient time, without wasting time traveling to your office
  • You can selectively view answers to key questions, thereby saving time when making a decision on an applicant
  • In one click you can share a separate fragment of an interview or the entire recording with a manager or colleague

You can take a video interview from either a laptop or a phone without the need to install additional programs

By going through an assessment system of tests and video interviews, only candidates suitable for us reach the stage of personal interview, from whom we have the luxurious opportunity of choosing the best - this saves a colossal amount of time and energy. At the same time, all screened candidates receive a soft and environmentally friendly refusal, which helps preserve the company’s HR brand.

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Vyacheslav Del, Founder of the Academy of Entrepreneurship

How to evaluate a new employee using the HRSCANNER service?

The candidate applies to our vacancy and we receive their resume and email address
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We indicate the candidate’s email in the HRSCANNER account and the system sends them a letter with a link to the “Result" test
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Having received the letter, tthe candidate takes the test in 10-15 minutes, and we immediately receive their answers
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If we like the results of candidate’s test,
then we send the him/her a “Tools” test; if we don’t like it, we reject them with one click in the system
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The candidate receives a letter with a link to the second test and passes it in 30-50 minutes, and we immediately receive the results of their test in our office
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If the results of the second test suit us, we invite the candidate for an interview, if   not, we refuse the candidatewith one click
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Submit
HRSCANNER tests directlyhh superjobBg avito

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+ cloud HR systems

A special setting adds a button to send tests directly to your account on Headhunter, Superjob or in the Huntflow HR system. If you come across a resume of a suitable candidate on a job site, in one click you can send them any of the tests or a link to a video interview.

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The HRSCANNER widget is open on the hh.ru. Any tests can be sent directly from the candidate's page.

The most popular job sites are already connected. There are 44 million resumes posted on Headhunter, and another 5 million candidates are looking for work on Superjob. If you talk to a candidate and like him/her, send them a test in two clicks directly from your favorite site.
We will connect any of your systems within a week. Integration is implemented through an extension for the Google Chrome browser. We can connect HRSCANNER to any work site or cloud HR system you need within a week.

Convenient HR CRM system

Information on candidates is located in a single cloud storage, accessible 24/7 without the need to install additional programs. It will be convenient for even several HR managers to work in it at the same time.

The system interface is intuitive and convenient: in one click you can send the candidate the required test, view the results, send a polite refusal, or transfer the applicant to the next stage of selection.

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All the necessary information
s in the applicant card:
Test results
Recording a video interview
Summary
Contact Information
Notes

13 hours of educational content

In your personal account, you can go to the “Training” section, where educational and training materials are collected:

key
Access to useful webinars,
methodologies and tools
for hiring productive employees
system
System training
analysis
Training on analysis and
interpretation of test results
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Assessing the engagement of current employees

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How to measure desire, love and passion for work?

Involvement is the state of an employee when he feels passion for his work, is committed to the business interests of the company, is ready to connect his future with this company, recommend it to his environment as an employer, and identifies his goals and values with the interests of the company.

In businesses with low employee engagement, project deadlines are more likely to be missed, the number of absenteeism and sick days increases by 30%, and there are more dissatisfied clients who leave the company. HR managers and entrepreneurs can measure employee engagement. For this purpose, the “Regard” test has been developed in the HRSCANNER system.

The “Regard” test contains 88 questions that are aimed at drawing up a schedule in 12 areas of an employee’s life in the company. Six points about the attitude towards the company itself, the immediate supervisor, the entire team, between employees, plans and results, as well as the growth and development of the employee within the company. The other six points are about satisfaction with the workplace, position in the company, income, management assessment, responsibilities and oneself.

In one day, you will be able to measure the engagement of all current employees and understand the strengths and weaknesses in your company according to your team. The employees themselves will tell you what can be improved and where everything is going well. The test takes 9 minutes to complete.

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This is what the “Regard test” report looks like, obtained during an assessment of the staff engagement of one of our clients. We see that the employee is not entirely satisfied with their income and is not happy with themselves at work. At the same time, we see that he/she is completely satisfied with the status and position in the company, as well as the arrangement of their workplace. You see what worries them and what he/she is not entirely happy with.

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Why employees burn out
The metaphor with light bulbs shows two states of employees, one of which is “on fire” with work, is involved in the life of the company and sees its future in it, and the second is “burnt out”, does not feel passion for its work and does not share the goals and interests of the company. These are different indicators of engagement. The situation can be corrected if you understand what the employee does not like.
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Engagement affects company revenue
According to research by the American Gallup Institute, employees in companies with high involvement bring 12% more profit per year. At the same time, such companies record 30% less absenteeism and absences due to illness.
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Engagement influences company value and customer satisfaction
In a study, the American company Kinsentric calculated that companies with high involvement have 10% higher customer satisfaction. The price of shares of such companies turned out to be 12% higher than those businesses where employee engagement is not high.

Reports for each employee, for departments and for the entire company will be immediately available in your personal account. You will receive a graph of employee engagement in the context of twelve different areas of company life.

Testing can be done anonymously or openly. At the same time, a special lie scale was introduced into the test itself in the form of a battery. batterybattery battery This is a series of special questions showing how much the employee tried to deceive the test, whether they gave socially approved answers, fearing punishment for their sincerity.

From the report you will be able to find out whether employees are satisfied with their jobs, income level, position in the company, and you will understand their
attitude towards the manager, plans and product of the company. There are 12 indicators in total.

The “Regard” test report will allow you not only to see areas of growth and weaknesses, but also to formulate EVP - the employer’s value product and understand why current employees work for you in the first place.

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HRSCANNER allows you to conduct surveys anonymously
Some employees worry that their sincere answers will negatively affect their future work in the company or entail some kind of punishment. In an anonymous survey, an employee can express his/her opinion and share the concerns without fear. Managers do not see the authorship of the answers, but they receive truthful information.
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