A potential candidate looked good on paper. They interviewed well. Then the till is short, stock goes missing, or they stop pitching up. Most hiring only checks what people say about themselves, not what they can actually do.
Think about your last bad hire and what it cost you. A quick check costs less.
Till shortages and missing stock
A new hire who leaves in the first weeks, and the whole process starts again
Shifts covered by people who are already stretched
A dismissal when it ends badly
Checks need a South African ID number.
The assessment works for any candidate.
Register your company and buy credits as you screen.
1 Credit = R1
JobFIT™ + CustomerFIT assessment
R500
JobFIT™ assessment
R300
Matric check
R299
Risk check
R199
Credit + ID check
R49
STEP 1
Register
Free company account
No sales call
STEP 2
Select
Choose ‘Screen candidates’
Select checks and assessments
STEP 3
Send
Add their details
Email or SMS
Top up if prompted
STEP 4
Review
Everything in one view
Add credits whenever you like, or top up at the moment you send. 1 credit = R1, they never expire, and they're only used once the request is sent.
Credit checks come back in under 60 seconds. Matric checks take 48 hours and Risk checks 24 to 72 working hours, so send those when you shortlist, before you make an offer. Assessment results show up as soon as your candidate finishes.
Make a considered and informed decision
with pre-employment checks.
Matric check
Time to results: 48 hours
Determine if an applicant has passed their exam and received their Matric Senior Certificate. The check determines if a candidate has passed their exam, not just an exam attempt.
How the assessments predict talent
JOBJACK’s psychometric assessments are purpose-designed for the South African store-level sector, using real South African norm groups of 500,000 and upwards. Include assessments as a structured step in your hiring process that measures a candidate's ability to perform job-related tasks, not when they are at their best, but when it gets really hard. You use the results to compare every candidate against the same objective bar, giving you a complete, unbiased picture of their strengths.
The assessment battery was developed to assess job seekers’ propensity to perform well in a store-level position in South Africa and provides a foundation for quality, consistency, and predictability.
Components: Problem solving, numeracy, literacy, conscientiousness and performance detractors
Predicts strongly: Task quality, following instructions, reliability and consistency and low rule-breaking risk
Profit impact: Fewer errors, reduced counterproductive behaviours and faster time to productivity
Best fit for roles where the job requires consistent and reliable execution.
The assessment battery provides an understanding of an applicant’s natural orientation toward customers’ needs, warmth and service consistency.
Components: Customer and sales orientation building on JobFIT™ to assess customer-centricity
Predicts strongly: Customer empathy, self-assurance, emotional regulation and resilience to continue despite difficult customer interactions
Profit impact: Higher sales and conversion, customer retention, higher customer satisfaction and fewer service level customer complaints
Best fit for sales assistants, sales consultants, customer service agents, the sales floor, in-store service and after-sales roles.
RECOMMENDED ADD ON
The Assessment Hub makes use of the same JobFIT™ that Smollan, Food Lovers Market, PEP and KFC already use. Same tool, same predictive results.
FAQ
Find answers to common questions about assessments
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