Enterprise-ready people assessment
HRP combines abilities, motivation, personality, workplace behaviour, and role context to support selection, onboarding, development, coaching, mentoring, and internal mobility. Use it with candidates or existing employees, independently or within established HR environments.
ENTERPRISE-READY BY DESIGN
ISO 10667-aligned processes, clear responsibilities, GDPR-based data governance, and multilingual delivery.
Integrates with SAP SuccessFactors, Cornerstone and many other HRM systems.
SECURE AND EASY TO USE
An easy-to-administer, asynchronously proctored assessment environment where candidates can complete tests anytime and anywhere—and continue an interrupted assessment without starting over.
Microsoft Active Directory single sign-on means no additional login is required.
DEEPER EVIDENCE
Identify patterns related to Better onboarding, On-Job Learning and Adaptability, Organizational citizenship and Counterproductive workplace behavior.
See the differences hidden behind broad scores using 17 indicators and 42 subindicators, grounded in established psychological models and validation evidence.
MEASURABLE VALUE
Reduce costly mis-hires and premature departures, accelerate effective onboarding, and save repeated work for HR and managers.
See how quickly HRP pays for itself using your own recruitment, onboarding, lost-productivity, and replacement costs.
Research context
Published utility research helps explain why relatively small gains in selection validity can matter economically at organization scale.
“The gains from increasing the validity of hiring methods can amount over time to literally millions of dollars.”
Frank Schmidt and John Hunter were among the world's most influential researchers in personnel selection. Their landmark meta-analyses synthesized decades of evidence on how well different hiring methods predict job performance—and what that means economically.
This describes the potential economic value of more valid selection methods, not a guaranteed HRP outcome.
External methodological visibility through the International Personality Item Pool listing maintained by Oregon Research Institute.
Role profiling informed by O*NET® data
Connects assessment priorities with evidence-based occupational information.
Assessment delivery built on Cambridge Concerto
Provides an open-source platform designed specifically for online psychological assessment.
Start with your existing HR team
HRP makes assessments easy to administer through purpose-specific workflows, reports, guidance, and training. Where professional interpretation is required, an authorized HRP professional or partner can provide it.
Employee journey
Relevant insight can support later conversations and transitions across selection, onboarding into the role, development, coaching, mentoring, and internal mobility without always restarting from zero, provided the purpose, role context, and appropriate professional use remain aligned.
One insight.
Continuing value
across the
employee journey.
Support focused growth and development
Start where support is needed. The journey does not have to begin with selection.
How HRP supports better people decisions
HRP helps teams move from assessment insight to practical support faster and with less repeated work.
Start important people conversations with clearer structure and less repeated setup work.
Use practical prompts and guidance that keep the conversation tied to the role, the purpose, and the next action.
Relevant insight can support later employee transitions instead of forcing a full restart in every new process.
SUPPORTING REAL HR DECISIONS SINCE 2012
From industrial and financial services organizations to retail, hospitality, and professional services, HRP has supported selection and employee-development processes in varied organizational environments.
Ask us about relevant references for your industry or use case.
Audience paths
Each audience page acts as a role-selection hub and shows how HRP supports governed delivery, practical outputs, and continuing value in the next relevant stage.
Help HR, hiring managers, people managers, internal coaches, mentors, and assessment experts move from selection into onboarding, development, and mobility with less disconnected work.
See organizational rolesUse HRP within professional selection, onboarding, development, and client advisory services.
See agency rolesAdd finalist assessment and onboarding support to employer recruitment services.
See portal servicesSpend less time searching for the starting point and more time guiding practical coaching, mentoring, development, and transition conversations.
See coaching rolesBring real workplace assessment, structured reports, and practical cases into academic teaching and applied learning.
See university accessProduct outputs
Purpose-specific reports turn assessment evidence into practical next steps.
Role-alignment and finalist support for clearer hiring decisions.
Practical guidance for new team members, managers, and development conversations.
Structured themes, role-context questions, strengths, risks, and practical conversation focus.
Role-transition insight, comparison with the new role context, and onboarding priorities after the move.
Real experience
Long-term and recent users describe how HRP supports selection, employee development, and practical HR work.
"For five years, HR Potentials has helped us objectively assess candidates and employees, from operational roles to management. It supports effectiveness, satisfaction, and career development."
Majda Šraj Mihelčič
Former Head of HR, Kolektor d.d.
"At Alpacem, HR Potentials provides valuable insight for selection and employee development. The team is responsive, accessible, and focused on finding the right solutions."
Karmen Vovko
People Development Coordinator, Alpacem Cement d.d.
ACADEMIC USE
Give students hands-on experience with assessment methods, results and responsible interpretation, using a platform that is easy to introduce into practical coursework.
Academic use
“I’m really enjoying using the HR Potentials platform. It’s intuitive and makes the whole assessment process easy to manage.”
Serah Newfield, M.S., Adjunct Professor
Continuing value
Relevant insight may support later employee-journey stages when purpose, role context, recency, and appropriate interpretation remain suitable.
Start with the current use case and choose the simplest appropriate next step.