The five assessment types — overview

Jadiroon supports five assessment types. They share one schema and one set of mechanics — every result lands in the same competency profile, weighted by fidelity and decayed by recency — but the runners and the data they produce are different. Picking the right type for the question you are asking is the most important assessment decision you make.

The five types

• Behavioural — forced-choice items that surface personality patterns and behavioural tendencies. Used for fit, working style, leadership preference. Mid fidelity.
• Cognitive — a timed test of reasoning, problem-solving, and learning agility. Used to predict who will adapt and learn quickly. Mid fidelity. The narrative is interpretation; the score is what matters.
• Technical — self-rating against the role's required competencies, validated by the line manager. Used to map current technical depth honestly. Lower fidelity than the above when the self-rating stands alone, higher when paired with manager validation.
• Structured interview — a rubric-driven assessment conducted by a human, recorded against pre-defined questions. Used to evaluate the things only conversation can evaluate (judgement, communication, framing). Mid-high fidelity.
• Simulation — a branching situational judgement exercise where the candidate or employee makes choices and the platform records their path. Used to evaluate decision-making under realistic constraints. Highest fidelity in the v0.5 set.

When to use which

A short cheat sheet:

• Hiring a senior individual contributor — behavioural plus structured interview plus a technical self-rating that the new manager validates after their first weeks.
• Hiring a new graduate — cognitive plus behavioural plus a simulation. New graduates have less proven track record; structured signal beats interview impressions.
• Annual development review of an existing employee — technical self-rating plus a structured interview with the line manager. The technical reads where they are; the interview reads how they are growing.
• Succession planning for a critical role — simulation in the role's actual decision space, plus a cognitive on the cohort being considered.
• Fast-cycle screening of a hundred applicants for a junior role — cognitive only, with the auto-advance threshold doing the bulk of the lift.

What every type has in common

• Bilingual. Every assessment runs in Arabic and English. The runner adapts to the assignee's locale.
• Competency-tagged. Every item is mapped to one or more competencies in your taxonomy. The result is therefore not just a single overall score, but a per-competency contribution.
• Versioned. When a template is updated, existing assessments retain their original items. Comparing this year's result to last year's is meaningful.
• Auto-narrated. After completion, the platform generates a short narrative explaining the result. The narrative is reviewable by HR before release.
• Time-bounded. Assessments expire 30 days after assignment unless taken. Expired ones are not deleted; they are marked EXPIRED for audit.

What every type does not do

• Replace the interview. The numbers do not tell you whether you want this person on your team.
• Predict performance with certainty. They contribute signal; performance prediction is a multi-factor process where assessments are one input.
• Stand alone for a hire decision. A hire is the integral of CV, screening, multiple interviews, technical evidence, and assessment data. No single number is the answer.

Next

The next five pages cover each type in turn — what it measures, what its items look like, how to assign it, and how to read the result.