Screen thousands of freshers. See individuals.
Every fresher resume looks the same — that’s the problem. 5Profiler’s graduate battery measures what resumes can’t show: real subject depth, learning ability, workplace readiness and the values that predict who stays.
Vetted battery bank
1,900+ items
Full battery
90 min max
Answers
3 per candidate
Four moves from applications to offers
1 · Configure
Pick the stream battery — subjects, aptitude, English, work-style — from 1,900+ vetted items, adaptive throughout.
2 · Assess
One browser sitting per candidate, proctored to the tier the stakes demand — nothing to install.
3 · Rank
Merit lists per stream and college, ready for the committee, exportable as a workbook.
4 · Interview
Shortlists flow into scheduled interviews with probes generated from each profile.
What separates freshers when everyone clears the bar
Above the cut-off, aptitude stops discriminating. Subject depth, judgment and work values are where the offer decisions actually live.
- Stream-wise subject depth — electronics is not computer science — batteries respect the discipline.
- Adaptive aptitude — converges on true level in fewer items — respectful of candidates, ruthless on leaks.
- Workplace readiness — the floor every early-career hire needs, measured, not assumed.
- The stay signal — work values under forced choice — which offers will still be employees at month twelve.
The tie-breaker that mattered
Two ECE freshers both scored 80+ on aptitude. Subject depth split them by 14 points; work values split them further — one ranked achievement and growth, matching the role’s reality, the other ranked security and support, matching a different seat. Both got offers. Different roles. Both stayed.
Questions we always get
How long is a fresher battery?
Typically 60–90 adaptive minutes covering subjects, aptitude and English — one sitting, one link.
Do you handle walk-in-scale volume?
Yes — bulk enrolment, per-candidate credentials, live monitoring and same-day merit lists at thousands of concurrent sittings.
Is it fair to candidates from smaller colleges?
The bar is the same adaptive bar for everyone, accommodations are built in, and outcomes are monitored across groups — fairness by measurement, not assertion.
Go deeper in the research library: campus hiring at scale · interests versus ability.
People also evaluate
This season, rank on evidence.
A 30-minute walkthrough with your roles, not a canned deck — and a sample report to keep.