HiPeople builds assessments by combining two things. First, we draw on the best available research from IO psychology. This includes well known frameworks, validated tests, and published studies from leading universities and research groups around the world. These foundations give us a clear understanding of how different competencies and behaviors can be measured in a reliable way.

Second, we work closely with each customer to understand the specific skills, values, and expectations that matter for their roles. These inputs often include technical knowledge, cultural principles, and performance behaviors that are unique to the organisation. Instead of forcing companies into a generic model, we take these details and feed them into our assessment design process.

HiPeople’s AI brings both sides together. It selects and shapes the right items to match the customer’s needs while keeping the structure grounded in established science. The result is an assessment that feels highly tailored but is still built on rigorous foundations. This approach helps teams create tools that show clear job relevance, make sense to hiring managers, and remain cost effective to operate.

The final output is a set of assessments that capture the specific traits a role needs, presented in a format that is easy to interpret. Companies get a tool that reflects their culture and expectations, but with the scientific backing required for fairness, consistency, and strong face validity.

We take open source tests with exceptional metrics and make them available to our users. Examples include most personality tests as well as GMA assessments.

We co-develop new assessment tools in close collaboration with top researchers to bring cutting-edge science to the field more quickly. Examples include the HiPeople Diversity test.

We partner with leading researchers to make their tests available for HiPeople customers. Examples include all Soft Skill tests.

We develop new assessment tools based on existing frameworks or study findings. Examples include Hard Skill tests, or bespoke culture/value assessments.

Whenever research we can use does not provide us what we need or customers have hyper-specific testing needs, HiPeople develops custom tests.

HiPeople develops custom assessments by starting with the customer’s specific needs. Once we understand the requirements, we look at the relevant research and frameworks that fit the type of test needed.

From there, our team designs a tailored assessment that reflects those needs. After the test is created, we norm it first with an external sample, and then confirm the norm with the customer’s own employees to ensure it fits their organisation accurately.

For a large part of custom test development, HiPeople works with its proprietary technology and process.

HiPeople uses a mix of expert input and AI to build high quality test items.

The process begins with generating a large pool of draft items using domain expertise and AI assisted content generation. Our science team then reviews and refines these items for clarity, bias, and construct alignment.

Next, we run structured pilot testing with real participants. During this phase, each item is evaluated using psychometric and statistical techniques, including item difficulty and discrimination analysis, distractor analysis, and checks for differential item functioning (DIF) to detect unintended bias.

Once we have sufficient response data, our algorithms take over. We apply modern psychometric models such as Item Response Theory to estimate item parameters and identify which questions most reliably measure the target competencies. Advanced selection algorithms then assemble the optimal test form and maximize reliability, validity, and fairness.

The final assessment is a curated set of items that have been statistically validated, algorithmically optimized, and human reviewed for quality. This ensures accuracy, predictive power, and a strong candidate experience.