Pre-employment testing that would survive a courtroom question.
“Why this candidate?” deserves better than a gut feeling. 5Profiler’s pre-employment tests resolve into three defensible answers — perform, fit, stay — each with its inputs, weights and caveats on the record.
Instruments
6 · one sitting
Personality depth
30 facets
Full battery
90 min max
One sitting. Three answers. Evidence attached.
Six instruments resolve into five fits against your role, and three answers your panel can act on — will they perform, will they fit, will they stay.
Every construct the role demands — nothing relabeled
One instrument per fit, so no score is a relabel of another: ability, typical behaviour, domain knowledge, judgment, values and what keeps them engaged.
- Adaptive throughout — question difficulty adjusts to every response — shorter sittings, tighter measurement, harder to leak.
- Role-referenced scoring — interpreted against the demands of your role, not a population average.
- Structured and mechanical — every candidate on the same evidence scale — no CV halo, no interviewer mood.
- Human decision, documented — no auto-rejection anywhere; verdicts and overrides are logged for review.
From invite to defensible decision
A retailer screening 2,000 applicants runs a 45-minute adaptive battery. Every candidate gets the same constructs measured to the same bar; the hiring team gets a ranked scorecard with three answers per person and an audit trail behind each one. When the equal-employment question comes, the answer is a report, not a recollection.
Questions we always get
Is this legally defensible?
The scoring is structured and mechanical, outcomes are monitored across groups, and no candidate is auto-rejected — a documented, advisory-by-design posture your legal team can review, with technical documentation available on request.
Do candidates need to install anything?
No. Standard tiers run entirely in the browser; even the dual-camera side view uses the candidate’s own phone.
Can we run just one test instead of the full battery?
Yes — every instrument runs standalone with its own report; run two or more and they resolve into one candidate view.
Go deeper in the research library: structured hiring reduces bias · resume screening accuracy.
People also evaluate
Evidence on your next 100 hires.
A 30-minute walkthrough with your roles, not a canned deck — and a sample report to keep.