Most recruitment teams are running two separate processes where there should be one. Skills test results sit in one tool. Personality or behavioural assessment data lives somewhere else. Recruiters then spend time manually cross-referencing candidate profiles that should never have been separated in the first place.
Selection Lab is built to fix this. It's a candidate assessment platform that combines skills tests, cognitive assessments, and personality/behavioural assessments into a single configurable selection flow, with every result landing in one unified dashboard inside your ATS.
Book a demo and see the combined platform in action.
Selection Lab gives you access to over 200 types of skills tests alongside validated personality and behavioural assessments, all from a single platform. There's no bundle to buy in full. The approach is "pick what you need, skip what you don't" so you build selection flows that match the role, not the other way around.
For skills, that means hard skills (technical, language, role-specific) and soft skills (communication, problem-solving, situational judgement). For personality and behaviour, the platform includes Big Five personality assessments, Motives, Workplace Ethics, and a Culture Fit Game, each designed to give recruiters a real read on how a candidate is likely to behave on the job.
Candidate experience matters too. Every applicant gets a response within 10 seconds, in any language, via WhatsApp or browser. That speed alone drives measurably better completion rates: DPD achieved an 89% completion rate using Selection Lab's intake and assessment flow.
The flow follows four stages: Engage, Assess, Decide, Schedule.
It starts with SmartChat, Selection Lab's AI-driven intake tool. Candidates respond to screening questions covering eligibility, availability, or any other qualifying criteria you set. Those who pass move automatically into the assessment phase, where you've already configured the sequence: skills test first, then a personality or behavioural assessment, or whichever order works for your process.
A practical example for a client services role might look like this: SmartChat intake quiz to screen for availability and right-to-work, followed by a verbal reasoning test, followed by a Big Five personality assessment and a Workplace Ethics module. Once complete, the recruiter sees one candidate report combining all outputs, not three separate scores from three separate tabs.
Recruiters configure this once. After that, it runs automatically, with no manual chasing and no extra logins required.
The unified reporting dashboard is where the combined platform proves its value most clearly. Rather than switching between tools to compare a candidate's skills score against their personality profile, recruiters see a single candidate view that covers competency results, behavioural and personality outputs, and suggested interview questions generated from the results.
That last point matters: the platform produces a structured interview guide based on what the assessments surfaced, so hiring managers walk into interviews with targeted questions rather than generic ones. Dentons saw a 13.5% increase in quality of hire after adopting this approach. Handhaving Support cut training costs by 83%.
Across the platform, teams are saving 15 minutes per applicant (Selection Lab, December 2025), seeing 27% fewer drop-offs (March 2025), and reporting 21% lower early turnover (January 2024). Those aren't incremental gains. They compound across hundreds of hires.
Selection Lab connects with nearly every major ATS. Candidates and their reports appear directly inside your existing workflow, so there's no separate tool to manage and no new login to remember. Email notifications include calendar invites and candidate reports automatically, keeping hiring managers up to date without recruiter admin.
The WhatsApp and browser-based intake also means candidates don't need to download anything or create an account to complete their assessments. That removes a common drop-off point that silently kills completion rates on other platforms.
Privacy and compliance concerns kill more platform decisions than pricing does. Selection Lab is GDPR-compliant by design, aligned with the EU AI Act, and stores all personal data in Frankfurt. The platform uses local LLMs to strip personal information from conversations, operates with explicit candidate consent and configurable retention periods, and is backed by an independent data protection officer.
For procurement teams that need to sign off on an AI-integrated assessment tool, that's a complete answer. Not a "we're working on it."
If your current process has skills tests in one place and personality data somewhere else, Selection Lab closes that gap. One platform, one flow, one report that gives you everything you need to shortlist with confidence before the first interview.
CoBuilders increased candidate placements by 30% after switching. The platform isn't just easier to manage; it produces better hiring outcomes.
Book a demo to see the combined skills and personality assessment flow. Or explore our impact stories to see what teams like yours have achieved.
Most recruitment teams are running two separate processes where there should be one. Skills test results sit in one tool. Personality or behavioural assessment data lives somewhere else. Recruiters then spend time manually cross-referencing candidate profiles that should never have been separated in the first place.
Selection Lab is built to fix this. It's a candidate assessment platform that combines skills tests, cognitive assessments, and personality/behavioural assessments into a single configurable selection flow, with every result landing in one unified dashboard inside your ATS.
Book a demo and see the combined platform in action.
Selection Lab gives you access to over 200 types of skills tests alongside validated personality and behavioural assessments, all from a single platform. There's no bundle to buy in full. The approach is "pick what you need, skip what you don't" so you build selection flows that match the role, not the other way around.
For skills, that means hard skills (technical, language, role-specific) and soft skills (communication, problem-solving, situational judgement). For personality and behaviour, the platform includes Big Five personality assessments, Motives, Workplace Ethics, and a Culture Fit Game, each designed to give recruiters a real read on how a candidate is likely to behave on the job.
Candidate experience matters too. Every applicant gets a response within 10 seconds, in any language, via WhatsApp or browser. That speed alone drives measurably better completion rates: DPD achieved an 89% completion rate using Selection Lab's intake and assessment flow.
The flow follows four stages: Engage, Assess, Decide, Schedule.
It starts with SmartChat, Selection Lab's AI-driven intake tool. Candidates respond to screening questions covering eligibility, availability, or any other qualifying criteria you set. Those who pass move automatically into the assessment phase, where you've already configured the sequence: skills test first, then a personality or behavioural assessment, or whichever order works for your process.
A practical example for a client services role might look like this: SmartChat intake quiz to screen for availability and right-to-work, followed by a verbal reasoning test, followed by a Big Five personality assessment and a Workplace Ethics module. Once complete, the recruiter sees one candidate report combining all outputs, not three separate scores from three separate tabs.
Recruiters configure this once. After that, it runs automatically, with no manual chasing and no extra logins required.
The unified reporting dashboard is where the combined platform proves its value most clearly. Rather than switching between tools to compare a candidate's skills score against their personality profile, recruiters see a single candidate view that covers competency results, behavioural and personality outputs, and suggested interview questions generated from the results.
That last point matters: the platform produces a structured interview guide based on what the assessments surfaced, so hiring managers walk into interviews with targeted questions rather than generic ones. Dentons saw a 13.5% increase in quality of hire after adopting this approach. Handhaving Support cut training costs by 83%.
Across the platform, teams are saving 15 minutes per applicant (Selection Lab, December 2025), seeing 27% fewer drop-offs (March 2025), and reporting 21% lower early turnover (January 2024). Those aren't incremental gains. They compound across hundreds of hires.
Selection Lab connects with nearly every major ATS. Candidates and their reports appear directly inside your existing workflow, so there's no separate tool to manage and no new login to remember. Email notifications include calendar invites and candidate reports automatically, keeping hiring managers up to date without recruiter admin.
The WhatsApp and browser-based intake also means candidates don't need to download anything or create an account to complete their assessments. That removes a common drop-off point that silently kills completion rates on other platforms.
Privacy and compliance concerns kill more platform decisions than pricing does. Selection Lab is GDPR-compliant by design, aligned with the EU AI Act, and stores all personal data in Frankfurt. The platform uses local LLMs to strip personal information from conversations, operates with explicit candidate consent and configurable retention periods, and is backed by an independent data protection officer.
For procurement teams that need to sign off on an AI-integrated assessment tool, that's a complete answer. Not a "we're working on it."
If your current process has skills tests in one place and personality data somewhere else, Selection Lab closes that gap. One platform, one flow, one report that gives you everything you need to shortlist with confidence before the first interview.
CoBuilders increased candidate placements by 30% after switching. The platform isn't just easier to manage; it produces better hiring outcomes.
Book a demo to see the combined skills and personality assessment flow. Or explore our impact stories to see what teams like yours have achieved.
