Situational judgment scenarios, behavioral competency questions, and work-style evaluation — built for measuring how candidates actually respond at work, not their personality traits.
Your manager assigns you a project with a deadline that feels impossible given current workload. What's your first move?
A teammate consistently misses commitments that affect your work. The first thing you do is —
A frustrated customer demands a refund you can't authorize. The customer is becoming hostile. You —
Personality assessments answer the question "what kind of person are they?" Behavioral assessments answer "what do they actually do at work?" Both are valid, but they measure different things — and most hiring managers care more about the second.
Skolarli's behavioral assessments use situational judgment scenarios, behavioral competency questions, and work-style evaluation to surface signal that predicts on-the-job behavior. Calibrated rubrics, role-specific scenarios, and integrity-protected delivery — so what you see in the dossier is what you'll see in the role.
Mix and match the formats that fit the role. Each assessment type uses calibrated scenarios, structured rubrics, and time-tracked responses.
Workplace scenarios with multiple response options. Measures decision-making, prioritization, and judgment under realistic conditions. The most validated approach for predicting workplace behavior.
Structured questions tied to your competency framework. Tests how candidates demonstrate competencies like ownership, collaboration, and decisiveness in real situations.
Forced-choice preferences across collaboration, autonomy, structure, and pace. Surfaces whether a candidate's working preferences match the role's day-to-day reality.
Scenario-based EQ measurement across self-awareness, empathy, regulation, and social skills. Strong predictor of leadership and customer-facing role success.
Role-play and decision-making scenarios for first-time managers and senior IC-to-manager transitions. Measures readiness for ambiguity, delegation, and feedback delivery.
Map candidate values, working norms, and motivators against your organization's culture profile. Honest fit signal — not a personality scoring exercise.
Most platforms test "communication" and "leadership" as binary checks. Skolarli measures the underlying competencies that make those abilities real — and benchmarks them against your industry, role, and seniority level.
How candidates show up, work with others, and respond under pressure.
Department-specific capabilities that signal hands-on readiness for the role.
Domain knowledge across engineering, technology, and business functions.
Every competency is benchmarked against a 3-axis matrix — Industry × Role × Seniority Level. A "Drive" score of 7 means something different for an entry-level analyst versus a strategic senior leader. Skolarli configures this for you.
Most behavioral assessments leak signal because candidates can game the answers, retake the test, or have someone else complete it. Skolarli closes those gaps.
Voice fingerprinting and facial recognition confirm the same person is taking the entire assessment. No coached cousins, no swapped chairs, no friend completing the social-skills section.
Tracks how long a candidate spends on each scenario. Snap answers and overlong deliberation both surface as flags — useful context for human reviewers reading the dossier.
Work-style and values items use forced-choice paired-comparison format that resists social-desirability bias. Candidates can't just pick "all the good answers" — they have to trade off.
Each scenario has a documented best-answer rubric grounded in I/O psychology research and validated against role-specific outcomes. Hiring decisions backed by behavioral data become legally defensible.
Where competency questions allow free-text answers, SkoAI provides quality scoring, recommended marks, and identified themes — as inputs to your human evaluator, never as the final decision.
Behavioral scores, response timing, integrity context, and any free-text responses with rubric-backed scoring — bundled into a single export-ready candidate brief.
Book a 30-minute walkthrough. We'll show you situational judgment, behavioral competency, and work-style evaluation running on real scenarios — no scripts, no fluff.