Skill assessment for the roles ahead

A skill assessment measures what a person can do now in a specific task, tool or subject, such as a spreadsheet exercise or a coding test. It confirms readiness for current work. It says far less about who can learn the skills your roles will need next.

Skills are what someone has already learned. Potential is how well they are likely to learn, adapt and perform in work they have not done yet. Skills date as roles change, so potential is the better basis for reskilling and mobility decisions. For future leaders, see high-potential talent.

No. Our assessments measure behavior and reasoning, not knowledge of a software package or subject. Where a role needs a technical skill, test it alongside ours. A technical test shows who can do the job today. Ours shows who is likely to keep growing as the job changes, and that is what protects your investment once today's skills date.

We compare each person with a role success profile using behavioral and cognitive ability assessments. Behavioral results are reported against twelve skills potential areas, showing strengths and challenge areas, and every participant receives feedback they can use in their development.

Yes. Ricoh used behavioral, cognitive ability and workplace English assessments to choose employees for a nine-month digital skills program, and around 60% of the first cohort moved into new digital roles. Internal mobility shows how this works across a workforce.

Start with the Candidate area. It explains what to expect, how to prepare and how to reach practice tests for Saville assessments. If the invitation came from another provider, contact the employer who sent it.