Comparison between Alva Labs, Test Gorilla, Arctic Shores & Equalture

Comparison between Alva Labs, Test Gorilla, Arctic Shores & Equalture

Resume based hiring. The first professional CV was created nearly 600 years ago & guess what? Research has revealed that the correlation between past work experience and future job performance is only a shocking 16%.

So, if resume based screening is not the most reliable method – what other alternatives are there? Pre-employment tests. Pre-employment tests allow you took take a sneak peek into the future by providing an estimation on how well the candidates will do the job even before they get the job. However, as you can imagine, pre-employment tests need to be selected with utmost care – otherwise, their use might lead to adverse effects.

That’s why in this blog, we will focus on:

What are pre-employment assessments & what do they measure?

Pre-employment assessments (or pre-hire assessments) are tests/tools you can use to assess and compare different candidates. The focus of these assessments can range from personality and cultural fit to cognitive skills and intelligence. All with one goal: Getting to know your candidates.

The following are the most commonly used types of tests to assess candidates:

  • Job knowledge tests. Job knowledge tests assess candidates on specific job-related knowledge and elements. An example of such a test could be a Python test for a software engineer position.
  • Personality & behavioural tests. These types of assessments offer insight into whether a candidate’s personality can translate into job success, for example, the DISC assessment, Myers & Briggs’ 16 personality types indicator or the Big Five.
  • Cognitive ability tests. Cognitive ability tests focus on measuring someone’s general mental capacity which is the #1 most important trait determinant of job performance. For example, it can be a critical thinking test.


3 reasons why pre-employment tests should be your best friend

There are three main ways in which the use of pre-employment assessments can be very beneficial:

  • Efficiency. When working with pre-employment assessments you can more easily categorize your candidates, ranging from disqualified up to highly promising. This prevents you from spending your time on the wrong candidates.
  • Objectivity. Working with pre-employment assessments allows you to collect a broad set of data per candidate to objectively base your hiring decisions on. After all, the gut feeling shouldn’t be your only driver, right?
  • Quality. And last but not least, pre-employment assessments help you raise the quality of your hires by easily helping you find the very best candidate in terms of job fit and/or team fit.


The 7 factors to consider when choosing pre-employment screening assessment tools

In order to create a more structured overview of each option, we will focus on 7 factors: (1) types of assessments; (2) what’s being measured; (3) The position of the assessments in the hiring funnel; (4) candidate experience; (5) hiring bias & contribution to DE&I; (6) scientific validation/foundation; and (7) possibility to analyse the current team (yes/no). 

Reading tip: We wrote a blog explaining the 7 factors to consider when choosing pre-employment tests – you can read it here!


Comparison between Alva Labs, Test Gorilla, Arctic Shores & Equalture

Now that you are familiar with the 7 factors that you should consider when choosing a pre-employment assessment tool – let’s compare how Alva Labs, Test Gorilla, Arctic Shores & Equalture score on each of these factors.


Option 1. Alva Labs – Hire potential

Customer focus

Mostly big companies, a wide variety of industries:  retail, insurance, energy, tech

Types of assessments

Traditional assessments: Cognitive ability/logic tests & Personality tests

What do the tests measure?

General mental ability & the Five-Factor model of personality

Scientific validity

Created and validated based on scientific research

Position of assessment in the hiring funnel

Mid funnel

Candidate experience

Medium – candidates don’t like traditional tests, assessments can take up to 45min in total. Candidates do get their results back afterwards.

Hiring bias & contribution to DE&I

Low. Traditional personality tests enable people to decode and identify socially desirable answers.  Additionally, as the tool is introduced later in the process, the first filtering has likely been made already and first impressions have been created.

Is it possible to assess the current Team composition?

Yes. Job requirements and hiring needs are defined by the employer or based on predefined test profiles. Existing team members can complete a personality test (Team Insights/Team Fit) at the final stages of the hiring process, as suggested by Alva, to get a better understanding of the current team.


Option 2. Test Gorilla – Hire the best

Customer focus

Startups, scaleups or bigger companies from a wide variety of industries.

Types of assessments

Traditional assessments: Job knowledge tests; cognitive ability tests; personality tests.

What do the tests measure?

Personality; culture; situational judgement; role-specific skills; language skills.

Scientific validity

Algorithms used for tests are created and validated based on scientific research.

Position of assessment in the hiring funnel

Mid funnel

Candidate experience

Medium – candidates don’t enjoy traditional tests or hard skill tests, additionally, these assessments can take between 10-30min in total. However, they do receive their results after completing the assessment.

Hiring bias & contribution to DE&I

Low. Traditional personality tests enable people to decode and identify socially desirable answers.  Additionally, as the tool is introduced later in the process, the first filtering has likely been made already and first impressions have been created.

Is it possible to assess the current Team composition?

No option of team analysis is available to benchmark candidates against, thus, objectively assessing hiring needs before assessing candidates is not possible.


Option 3. Arctic Shores – For believers in human potential

Customer focus

Mostly big companies, a wide variety of industries (the set up on average can take up to 5 weeks).

Types of assessments

Game-based psychometric assessments

What do the tests measure?

Cognitive abilities and personality traits

Scientific validity

Games are developed based on neuroscience and are validated as novel scientific instruments.

Position of assessment in the hiring funnel

Post-application stage (after candidates have submitted initial application).

Candidate experience

Games are more enjoyable to take part in than traditional assessments and create a more engaging experience. Candidates receive their results after completing the assessment.

Hiring bias & contribution to DE&I

High in terms of fighting hiring bias, as gamified assessments inhibit people from decoding favourable outcomes and focus more on playing upon the aspects of an individual subconscious behaviour. Low contribution to DE&I, as the tool, is introduced later in the process, which means that the first filtering has likely been made already and first impressions have been created.

Is it possible to assess the current Team composition?

No option of team analysis is available to benchmark candidates against, thus, objectively assessing hiring needs before assessing candidates is not possible. There is an option to use standardized job templates.


Option 4. Equalture – Objective hiring through gamification for growing companies

Customer focus

SMBs

Types of assessments

Game-based psychometric assessments

What do the tests measure?

Cognitive abilities (flexibility, problem-solving ability and accuracy) & personality and behaviour.

Scientific validity

By making use of one/more statistical methods, such as Pearson and Spearman Rank Correlation Coefficients, multiple regression analyses, exploratory and confirmatory factor analyses, and network analysis, construct validity is determined. And, thus, the games validated.

Position of assessment in the hiring funnel

Ideally at the start of the hiring funnel

Candidate experience

Games are more enjoyable to take part in and reduce anxiety, as the level of immersiveness makes candidates forget that they are being assessed. Takes between 10-15 minutes to complete. Upon completing the games, candidates receive their results with interpretations.

Hiring bias & contribution to DE&I

High, as gamified assessments inhibit people from decoding favourable outcomes and focus more on playing upon the aspects of an individual subconscious behaviour.

High, as Equalture is introduced right away, therefore allowing you to base your first impression on objective data. Additionally, allows for the Blind Hiring function which blinds out information about candidates such as name, age, gender, etc.

Is it possible to assess the current Team composition?

Existing team members complete a set of neuroscientific games to reveal existing skill gaps, top-performer indicators. This allows you to know exactly what to look for in the next hire.

Curious about what Equalture’s gamified psychometric tests are like?


The main takeaway when it comes to choosing pre-employment assessments

Now, I want you to know that I am not writing this blog to try to convince you to buy our product. The reason why I am writing this blog is that I firmly believe that hiring decisions can only become better if we begin to use the tools that are available for us, such as pre-employment assessments. What I’d like to remind you though, when choosing what tool you’ll use when assessing your candidates, ask yourself the following questions:

  • What is it that you want to measure when assessing & evaluating candidates?
  • Do you care about creating the right first impression of a candidate from step 1?
  • Do you want to boost your employer brand by creating an unforgettable candidate experience?
  • Are you capable of preventing hiring bias from affecting your hiring decisions without any help?
  • Do you genuinely care about ensuring equal opportunities and DE&I?
  • If you’re choosing a pre-employment assessment, would you choose one that is not scientifically validated?
  • Do you know what will make someone a successful hire within YOUR company?

Most importantly – there are no good or bad solutions. There are just solutions that might fit your needs more and there are solutions that might fit your needs less.

Meanwhile, if you have any more questions – feel free to reach out to us and we’ll be glad to tell you more about how using pre-employment assessments can take your hiring process off the ground!

Cheers, Anete

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