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Talent Basics Report

An integrated report taking cognitive ability, a person's employability and organisational fit into account.

Meta-analytical evidence (Hunter & Schmidt, 1998; and Sackett et al, 2021) suggests that cognitive ability, personality, and career interest (occupational fit) are critical for job performance. Based on this foundational evidence, JVR Psychometrics developed a solution integrating the afore mentioned to assist Professionals to make better talent decisions.  

Talent Basics aims to provide professionals with an affordable assessment solution for both selection and development. This is done by drawing on information from a cognitive assessment, interest questionnaire, and personality assessment. This solution automates the complex process of combining multiple assessment results. It furthermore creates an output aligned to the most recent meta studies (mentioned above) shown to best predict work performance.    


The solution is role-specific; and the type interests considered to be important will be dependent on the job-role that individuals apply for.


The Talent Basics comprises two reports:

  1. Practitioner Report: This report provides practitioners with information to be considered in talent selection and development processes. It integrates information from cognitive ability, personality, and career interest, which are some of the most predictive psychometrics of workplace performance. This in-depth practitioner's report helps with cross-scale interpretations by means of composite traits for additional development insights.

  2. Candidate Report: This report is designed to provide candidates with information and advice on their career development journey by combining information from personality and interest assessment results.


The Talent Basics Report provides information on personality facets, potential, and occupational fit. On a scale level, the following scales are reported on:

  • Occupational Fit: A single score integrating ability, some elements of personality, and overall interest congruence.  

  • Integrity: Based on facets of Conscientiousness, Agreeableness, and Neuroticism that influence work behaviour.  

  • Flexibility: Based on facets of Openness to Experience and Extraversion that influence work behaviour.  

  • High Potential: Based on facets of personality that best influence one’s tendency to pursue change and development.  

  • Receptiveness: Based on personality facets that best predict how open to feedback one would be.


Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107(11), 2040–2068.

Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274.

Product Info



Age range

18 yeals and older

Administration time

90 minutes


South African



Administration Platform

JVR Online

Integrated reports



JVR Psychometrics


JVR Psychometrics. All rights reserved.

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