Behavioral assessment: 90% less bad-hire risk

1 in 5

The odds of a mis-hire. Make that 1 in 50 with a behavioral assessment powered by Wave®.

27/30

Independent test review score from the British Psychological Society.

65%

Better at identifying key leadership traits, helping organizations identify potential more accurately.

Talent and motive together

Most questionnaires tell you what someone is good at. This one also reads what they want to do more of. The gap between the two is where development conversations get useful, because a manager stops guessing what will motivate someone and starts with what already does.

Strongest predictor of performance

Predictive validity is how closely a score tracks what a person actually goes on to do at work. Ours leads the market and has been independently reviewed by the British Psychological Society. The numbers sit on the science page, if your team would rather check than take our word for it.

Answers you can trust

Candidates rate each statement, then rank the ones they scored the same. Claiming to be strong at everything forces a trade-off, so what comes back is closer to the truth.

Run it on a role you are hiring

Book a demo, bring a live vacancy, and we will show you the profile, the ranked candidates and the report the hiring manager would open. Then you can decide whether the 90% is worth your time.

Book a demo Calculate your ROI

1. Behavioral Snapshot

Early careers and high-volume entry roles. About six minutes, and enough to show how someone will work before they have a track record to point at.

2. Behavioral Essentials

Professional and specialist roles. Thirteen minutes, and the default for most hiring and development decisions, with a report for everyone who has to act on it.

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3. Behavioral Deep Dive

Leadership and senior appointments. Thirty-five minutes, and the read you want before a decision you cannot afford to get wrong.

Screening at volume

Thousands of applicants, AI distortion, and no time to interview your way through them all. Saville Screener sifts the top of the funnel in two minutes per candidate, ranking everyone against the role rather than against the keywords in their resume. The shortlist that survives then gets the full assessment.

Screening with confidence

Senior appointments

The hires where the cost of getting it wrong can go far beyond the financial implications. The deepest read shows what a leader will drive, where they will strain, and what that does to the team under them.

See our leadership assessment solutions

Assessment where your team already works

Frequently asked questions

If it is not here, ask us. You will get a fast response from an expert member of the team.

Talk to us Explore Support

What is a behavioral assessment?

A behavioral assessment, sometimes called a personality assessment, measures how someone works: how they solve problems, influence others, adapt and deliver. Ours goes further than most by reading motive as well as ability, so you see what a person will do at work, not only what they are capable of.

Can we use it with people already in the business?

Yes, and most clients do. The same questionnaire that sits in your hiring process works for development, internal moves and succession, so a profile taken at interview keeps earning its keep years later rather than being filed and forgotten.

Can candidates fake it?

It is designed to make that expensive. Candidates rate each statement, then rank the ones they scored the same, so claiming to be strong at everything forces a choice. A consistency check flags profiles that still read as overly positive or negative.

How long does a psychometric assessment take?

Between six and 35 minutes. Behavioral Snapshot is about six minutes, Behavioral Essentials is 13, and Behavioral Deep Dive is 35. The Deep Dive is untimed, so nobody is scored on how fast they read.

Will it hold up if a candidate challenges a decision?

That is what the evidence base is for. Group differences by gender and age are small to none across every dimension, the questionnaire is untimed and screen-reader compatible, and every score traces back to a published validity study you can hand to legal.

Bring us a role you are hiring for

Tell us the role and the level. We will show you what the assessment would say about your shortlist.

Behavioral assessment that cuts bad-hire risk by 90%

Why it outperforms

1 in 5

27/30

65%

What makes this behavioral assessment different

Talent and motive together

Strongest predictor of performance

Answers you can trust

Run it on a role you are hiring

Match the read to the role level

1. Behavioral Snapshot

2. Behavioral Essentials

3. Behavioral Deep Dive

From resume screening to leadership development

Screening at volume

Senior appointments

What changes on the ground

Assessment where your team already works

Frequently asked questions

What is a behavioral assessment?

Can we use it with people already in the business?

Can candidates fake it?

How long does a psychometric assessment take?

Will it hold up if a candidate challenges a decision?

Bring us a role you are hiring for

Where to look next

Reduce the Risk of a Bad Hire: Shining a Spotlight on Candidate Faking

The truth about candidate assessments

Perfetti Van Melle: one approach to hiring and development

10 Ways Wave® Drives Development