Talent mobility enables long-term success

If you want to keep your employees around for the long haul, you'll need to give them room to grow and develop their own careers. By allowing your employees to find their niche in your organisation, you provide them with much-appreciated opportunities to hone their skills.

With Criteria’s assessments, particularly cognitive aptitude tests, you can get a much clearer understanding of an employee’s abilities. These assessments can also determine their potential for success in future roles. The goal is to increase talent mobility. That means finding the right internal advancement and career progression pathways for your employees so that they remain with your company (and out of the reach of your competitors).


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Encourage growth and development from the bottom up

Many employers recognise and appreciate when an employee is performing strongly in a role. You might be tempted to keep them in that role for as long as possible, knowing they’ll continue to do a great job.

But smart employers are already thinking ahead, planning what other roles that strong performing employee may be able to undertake. Good employees enjoy being challenged and extending their skills so they achieve in different fields and roles. And good employers look to challenge and develop them.

Understanding how to utilise employee skillsets in different roles is the key to maintaining employee satisfaction and ultimately improving workplace performance. Since different roles require different strengths, it’s important that employers don’t just take any high-performing employee out of one role to fill a need somewhere else. This band-aid solution will not necessarily solve the issue at hand, and may even lead to larger problems down the road.


Assessments identify skilled employees

Cognitive aptitude tests have proven to be the single most accurate predictor of future job performance. As a measure of general intelligence, these assessments can benchmark abilities that are critical to many roles. The skills they measure include problem-solving, critical thinking, attention to detail, and the ability to learn, digest and apply new information.

Criteria boasts a range of cognitive aptitude tests, including the traditional Criteria Cognitive Aptitude Test (CCAT), game-based assessments Cognify and GAME, and more specialised tests like the Criteria Attention Skills Test (CAST) or the Criteria Mechanical Reasoning Assessment (CMRA).

Additionally, other assessments such as the Employee Personality Profile (EPP), Emotify (emotional intelligence test), and our Workplace Alignment Assessment are useful tools for determining if a person has talents that are suitable for other internal roles.


Our customer's results speak for themselves

Criteria has partnered with hundreds of organisations to help them better understand the talents and skills of their current employees. But don’t just take our word for it. See our clients' results for yourself.

A large federal regulatory authority wanted to understand the link between employees’ cognitive abilities and their job performance, employee movement, and career progression.

Using the CCAT, our team of I/O psychologists analysed the test results of more than 500 employees, and then measured them against manager performance ratings and promotion prospects. This study found that employees with above-average cognitive aptitude scores were five times more likely to receive a promotion. Employees who were rated as strong or outstanding by their managers were also found to score 16% higher on their cognitive tests on average. You can read the full case study here.

A large manufacturing client wanted to improve the performance and retention of technicians. As technicians are skilled machine operators controlling high-end equipment, significant training is provided. The client wanted to improve training pass rates and subsequently employee tenure at the company.

Criteria administered two different assessments to the cohort of technicians: the Criteria Mechanical Reasoning Assessment (CMRA) and the Workplace and the Workplace Productivity Profile (WPP). The results from these tests were impressive. Technicians who met the CMRA benchmark were 2.3 times more likely to complete all the required training modules. Those with higher CMRA scores had 2.8 times longer tenure than those with lower scores. The WPP results established that employees who received a rating of “recommended“ or above were 58% less likely to be terminated than those who received lesser ratings. You can read the full case study here.


Talent mobility is a powerful staff retention strategy that can help your company keep its strong performers happy and engaged long-term. Criteria assessments are a great way to get a clear picture of your workforce’s current talents and their potential career developments.

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