Revelian is the people analytics company. The ‘people’ are employees, jobseekers, leaders, teams and peers who are in work or are seeking to be.  The ‘analytics’ is the output of each assessment we administer and interpret – aptitude, culture fit, personality, emotional intelligence, skills, resilience, role fit, engagement, behaviour and propensity for risk.

Revelion Psychometric Assessments are now available in United Arab Emirates, Saudi Arabia, Qatar, Pakistan, MENA and GCC.

When combined, people + analytics means that Revelian has unique, data-driven insight into human behavior at work.  And when we share this insight with our clients, we give them powerful understanding to make effective people decisions.


Revelian makes use of people-data across the entire employee journey to help your business succeed!

Get the people data you need to drive your organisation forward

 

1. Identify top performers with aptitude testing

Identify people who will learn quickly, reason effectively and solve problems.

Choose between an up-to-the-minute game-based assessment that candidates love, the traditional, 20-minute cognitive ability assessment, or a separate ability test that measures verbal, numerical or abstract reasoning.

 

2. HIRE AND NURTURE FUTURE LEADERS

The right leaders can make or break an organisation. Identify future leaders who have the aptitude to think strategically to motivate and inspire their teams.

 

3. Identify safe and reliable employees

Promote workplace safety initiatives by identifying people who will take responsibility for safety at work and avoid risky behaviour.

Minimise risk and counterproductive behaviours by identifying people who will be trustworthy and reliable.

 

4. ENHANCE CULTURE AND ENGAGEMENT

Hire people who are more likely to be engaged at work with  values and work preferences.


Why Revelian?

Organisations and government departments across Australia and internationally, trust Revelian to enable them to make more effective people decisions, such as:

  • Who to hire
  • Who to promote
  • How to identify the skills and talent currently existing in their business
  • How to manage their existing employees
  • How to work together as a stronger team
  • Who their future leaders are

This results in:

  • Happier employees
  • Inspiring leaders
  • More courageous thinking
  • Alignment with values
  • Great culture
  • Stronger purpose
  • Strategic alignment
  • Enhanced employer brand
  • Better productivity
  • Enhanced innovation
  • Improved engagement
  • Stronger teams
  • Reduced time to hire
  • Improved retention
  • Risk mitigation

 



Used for Talent Acquisition, Development & Bench-marking


So Whats So Special About Us? 

We provide human insight and guidance to some of Australia’s most well-regarded employers

We’ve assessed 185, 000 people in the last 12 months

That’s 2% of the Australian working population!

Our assessments are developed, reviewed and interpreted by experienced registered psychologists

But our reports are straightforward and easy for any people manager to understand.

We’ve been around for more than 15 years

In fact, you may be familiar with our previous name, Onetest.

We’re constantly innovating

We were the first to market in Australia with un-proctored online testing, and the first to market with games-based cognitive assessment.

We’re quality assured and have a strong data security focus

We’re the only provider with a 12 month testing policy

This means people cannot sit the same assessment more than once in 12 months – so they can’t ‘practice’.  This produces more robust results.

We provide 7-day support to customers and test-takers alike – from Australia

We provide measurable, useful insights… not just theory

Talent Acquisition Inventory

Psychometric tests, skills tests and technology for assessing candidates

Do you feel excited about hiring and talent acquisition? You should. It’s all about connecting with new and talented individuals keen to join your company, with new skills and ideas to make your business more productive.

If instead you feel as though it’s a lucky dip, a tentative reach into the great unknown, or just a hassle coupled with a burden – maybe it’s time to rethink the way you recruit.

Revelian gives you greater confidence by making it easy to collect and interpret information about candidates. That means you can shortlist more quickly and make the right decision sooner.


Psychometric Assessments for Talent Acquisition

Making a poor choice in hiring can have consequences which last for years and cost the company many times the salary involved. We can recall the employee whose finest hour was in the interview. You can help to avoid these costly mistakes by assessing all candidates, to understand who is likely to perform best in the role and stay longer. Revelian can help by assessing candidate: Aptitude, Personality, Emotional Intelligence, Risk Behaviour, Culture and Role Fit and Technical Skills.

Theme Park Hero

These assessments feature robust psychometrics, but use a fundamentally new delivery method – gamification! Ideal for many roles and industries.

Cognitive Ability Test

This psychometric test assess numerical ability, verbal ability and abstract reasoning to predict future job performance.

Numerical Reasoning

When you’re hiring for a role that requires the ability to reason using numbers, the Revelian Numerical Reasoning Test is an excellent predictor of job performance.

Verbal Reasoning

Use the verbal reasoning test when you need employees that perform strongly in roles involving comprehension and analysis of written information.

Values Inventory

Identify candidates whose personal values match your organisational values, to develop a more committed, positive and productive workplace.

Abstract Reasoning

Recommended for testing and screening all applicants in complex roles that require the ability to work with conceptual information.

Work Safety Assessment

Identify individuals who are inherently more likely to take risks and ignore safety procedures and training using this psychometric test.

Work Reliability Scale

Identify those who are likely to engage in counterproductive work behaviours such as lying, theft and absenteeism with this integrity test.

Work Preferences Profile

Work preferences represent the extent to which an individual derives satisfaction from engaging in different tasks.

 

Create a company-specific benchmark

Use profiles of your existing team to enhance recruitment & development

 

Many companies work with us to create benchmarks or profiles of their existing team. A company specific benchmark can be used for valuable insight to drive HR initiatives or for specific candidate comparison in the recruitment process.

For example, you could use your company benchmark to:

Understand current level of ability, behaviour or culture to help inform training and development needs.

Compare candidates against your benchmark or profile in the recruitment process to ensure new staff either meet or exceed current levels of cognitive ability, safety or integrity - or align with the organisational culture and personality styles.

The compound effect of such initiatives over time will enable your business to see tangible enhancements.

A wide variety of benchmarks can be created.

We can develop the following benchmarks and profiles:

Cognitive ability benchmark: As general mental ability is one of the best predictors of job performance available, it makes sense to understand current levels across your organisation to support a more complete understanding of your team’s capabilities. Such a benchmark adds an important comparison tool to your kit when hiring, because it allows you to rate candidates against existing levels of cognitive ability in the organisation.

Work Safety and Reliability benchmarks:  We can assess current levels of safety behaviour and integrity in your business. This is an excellent starting point for organisations where safety and security are critical drivers of productivity. Get a clear picture of the current attitudes to risk and levels of reliability across your team and then use that to enhance your training or set a standard for recruitment.  Revelian clients that have used a safety benchmark as a shortlisting tool during recruitment have seen reductions in the number of incidents across the business.

Organisational Values Audit: Our values audit delivers a benchmark for the existing work environment and culture in your business. This can identify both company wide and unique departmental or team profiles. These profiles provide valuable insight to drive both HR strategy and to inform recruitment. The profile can be used to compare candidates in recruitment to help determine their potential fit.

How is a benchmark developed?

  1. Existing employees complete the relevant assessment or survey anonymously
  2. Revelian’s psychology team analyses the results
  3. A summary report is provided outlining the company benchmark or profile
  4. Use benchmark or profile to inform talent acquisition and management processes
  5. Conduct a benchmark annually to track improvements and ROI


Intuitive reports

Designed by Revelian’s team of registered psychologists.

Revelian provides a range of intuitive reports that are automatically generated when participants complete testing. These reports have been specially developed for recruitment or development purposes, depending on the assessments the individual completes.

Individual Reports

A combined report is available for each individual, combining their results for all assessments into a single document.

Position Reports

When recruiting, an overall position report is provided that ranks all candidates on their overall ‘suitability’ so you can see at a glance who the top candidates are for any position.

 

Feedback Reports

Importantly, participants also receive feedback reports as soon as they complete testing. This increases candidate and staff satisfaction and saves you valuable time because you don’t have to manually forward results to them.

Theme Park Hero

Mental Agility, Cognitive Speed, Attention, Spatial Aptitude, Numerical Reasoning (4 Games & 5 Associated Abilities)

games - the most versatile and engaging way to assess job candidates

Enhance candidate experience and develop your brand by adopting innovative testing practices. The scientific value of psychometric testing has been widely accepted in HR for many years, but new advancements like recruitment gamification allow you to optimise the benefits. View our latest recruitment game “Theme Park Hero“!

Like all of our assessments, Revelian games feature robust psychometrics, but it uses a fundamentally new delivery method – gamification! It offers a highly versatile and engaging screening tool, ideal for many roles and industries.


These assessments feature robust psychometrics, but use a fundamentally new delivery method – gamification! Ideal for many roles and industries.


Whether you need to shortlist hundreds or just a handful of jobseekers, our game based assessments are an ideal starting point to help you measure essential and hard to judge qualities like efficiency, diligence, organisation and social skills.

Why injecting fun & games might make sense for you:

  • Objective insights into who will make a great employee
  • Reliable results, but a fun candidate experience
  • Reflect your modern brand in your recruitment process

How can a game deliver robust results?

When you play, you get immersed in the game (and trying to win!) and therefore respond naturally. Revelian games draw on this quality to immerse test-takers in activity while subtly capturing a complex mix of data. Understanding a person’s job skills from how well they play is based on an extensive body of psychometric research about how behaviour links to actual job performance.

Our games are also designed to ensure a high level of test security by presenting a unique candidate experience each time the game is played.  Recruitment gamification for the win!

Cognify

Problem Solving, Numerical Reasoning, Verbal Knowledge, Processing Speed (7 Games & 4 Associated Abilities)

7/10 candidates prefer game-based assessments

The new generation of candidate assessment is here! Revelian Cognify offers your candidates a positive, immersive experience with 7 short games that measure aptitudes like problem solving, numerical reasoning, processing speed and verbal knowledge. Based on the same science that underpins traditional psychometric assessments, Cognify is a new and engaging way to assess candidates and enhance your employer brand.

Abstract Reasoning Test

a good indicator of problem-solving potential

Some problems are not simple, and it takes high level problem solving skills to find a solution. If you need an employee that can quickly learn new information, understand concepts and develop creative ideas – the Revelian Abstract Reasoning Test is an ideal assessment.


Recommended for testing and screening all applicants in complex roles that require the ability to work with conceptual information.


People who score well on the test are more likely to:

  • Quickly grasp new, ambiguous and complex concepts
  • Effectively problem solve using nonverbal information
  • Make sound, logical decisions involving abstract information

Abstract reasoning becomes more important as a predictor of job performance as the complexity of the job increases, however it is useful for any occupation as a good indicator of problem-solving potential.

Abstract reasoning tests use pictures and shapes instead of words and numbers. As such, they are not dependent on language or numerical ability. Consequently, they are considered to be a culturally fair and unbiased assessment that can provide an indication of an individual’s potential without the need for such skills (e.g. language or numeracy).

Candidates who sit the assessment will receive a unique set of randomly streamed questions.

Questions: 32 Questions
Time: 10 mins (timed)
Measures: Abstract reasoning
Predicts: Abstract aspects of job performance

Numerical Reasoning Test

measure the ability to reason using numbers

When you’re hiring for a role that requires the ability to reason using numbers, a Numerical Reasoning Test is an excellent predictor of job performance.


When you’re hiring for a role that requires the ability to reason using numbers.


People who score well on the Numerical Reasoning Test are more likely to:

  • Quickly grasp numerical concepts
  • Effectively problem solve using numerical information
  • Make sound, logical decisions involving numbers

Assessing numerical reasoning is valuable when you need a team member that can develop sophisticated insights based on processing data, such as complex technical jobs.

Candidates who sit the Numerical Reasoning Test will randomly receive a unique set of questions, different to those streamed to other candidates.

Questions: 25 Questions
Time: 12 mins (timed)
Measures: Numerical reasoning
Predicts: Numerical aspects of job performance

Verbal Reasoning Test

predict verbal aspects of future job performance

Use the Revelian Verbal Reasoning Test when you need to identify candidates with strong comprehension ability. Such ability may be needed in roles requiring strong communication skills.


When you need employees that perform strongly in roles involving comprehension and analysis of written information.


People who score well are more likely to:

  • Quickly grasp written concepts
  • Effectively problem solve using verbal information
  • Make sound, logical decisions involving words and verbal information

A Verbal Reasoning Test is an important predictor of job performance for complex roles that involve a high degree of communication, both written and verbal, as well as being able to understand and draw conclusions from information like technical reports.

Candidates who sit the assessment will receive a unique set of randomly streamed questions.

Questions: 35 Questions
Time: 10 mins (timed)
Measures: Verbal reasoning
Predicts: Verbal aspects of job performance

Cognitive Ability Test

one of the most powerful predictors of future work performance

The general cognitive ability test (also known as aptitude tests or general intelligence assessment) is one of the most powerful predictors of future work performance.

The Revelian Cognitive Ability Test (RCAT) comprises verbal, numerical and abstract reasoning questions and the resulting score reflects the person’s ability to acquire, retain, organise and apply information.

Hiring people with high cognitive ability gives your organisation the best opportunity increase business performance and decrease in involuntary employee turnover.


This psychometric test assess numerical ability, verbal ability and abstract reasoning to predict future job performance.


Candidates are presented with a unique set of randomly streamed questions. This is achieved through Revelian’s application of Linear-on-the-Fly (LOTF) item streaming. The questions become more difficult as the test progresses. .

This broad range of question types and difficulty levels means that the Revelian Cognitive Ability Test provides a comprehensive assessment of general cognitive ability. As candidates’ scores are compared to relevant normative groups, this test has been proven to accurately predict job performance across all role types.

People who score well on the Revelian Cognitive Ability Test are more likely to:

  • Demonstrate strong job performance
  • Make effective decisions
  • Successfully reason and solve problems
  • Respond appropriately to new or complex situations

Questions: 51 Questions
Time: 20 mins (timed)
Measures: General cognitive ability – verbal, numerical and abstract reasoning
Predicts: Future job performance

Values Inventory

reveal people whose values closely match the values of your organisation

Values are enduring, important and deeply held beliefs about what an individual needs from an organisation. They represent aspects of an individual’s ideal job that are most important to them. For example, some people may strongly value security of employment, while others may regard advancement as more important.


Identify candidates whose personal values match your organisational values, to develop a more committed, positive and productive workplace.


When the most important aspects of a person’s ideal job are provided and emphasised by the organisation, then that person is more likely to remain with the organisation, be committed and contribute positively in the workplace. Conversely, when the most important aspects of person’s ideal job are not provided or emphasised by an organisation, that person is likely to be less committed. Hiring people whose values closely match the values of your organisation can:

  • Increase productivity
  • Decrease voluntary turnover
  • Increase organisational commitment
The Revelian Values Inventory assesses the extent to which potential employees value 20 key work factors, which have been identified as key drivers of commitment and job satisfaction. Use as a primary assessment. Recommended for screening all applicants. All industries – All roles.

The Revelian Values Inventory assesses the extent to which potential employees value 20 key work factors, which have been identified as key drivers of commitment and job satisfaction. Use as a primary assessment. Recommended for screening all applicants. All industries – All roles.

 

Questions: 20 Questions
Time: 10 mins (untimed)
Measures: Cultural fit, Values alignment
Predicts: Organisational commitment

Work Preferences Profile

predict job fit and future satisfaction through work preferences

Work preferences represent the extent to which an individual derives satisfaction from engaging in different tasks. For example, some people are more satisfied working outdoors, while others are happy to sit at a desk.

Research indicates that job satisfaction is directly influenced by the degree of match between individual vocational preferences and specific job requirements (i.e. job fit).


Identify individuals whose work preferences match the requirements of the role, to maximise employee performance and job satisfaction.


Hiring people whose work preferences match a job’s requirements can significantly:

  • Increase job satisfaction
  • Increase productivity
  • Decrease employee turnover
 

The Revelian Work Preferences Profile assesses individual work preferences across the following eight areas, encompassing tasks that occur across a broad scope of occupational roles:

 

People completing the Revelian Work Preferences Profile are asked to indicate their preference for one of two tasks in a series of questions. Analysis across all items is conducted to identify their job preferences.

Each individual’s job preferences are compared to a position profile, completed online by a supervisor or the position incumbent, and an overall match classification is calculated. The higher the percentage match, the more likely the individual will ‘fit’ the requirements of the job and be satisfied at work.

Questions: 84 Questions
Time: 15 mins (untimed)
Measures: Job Fit
Predicts: Job Satisfaction

Work Reliability Scale

the integrity test that predicts counterproductive workplace behaviour

Reliability beliefs and attitudes (i.e. integrity) consist of perceptions towards counterproductive behaviours such as theft, dishonesty, and absenteeism.

Research demonstrates that integrity tests predict counterproductive workplace behaviour. By assessing attitudes towards these behaviours, employers can identify individuals who have stricter attitudes and are inherently less likely to steal, lie or be absent from work. Such individuals are likely to contribute positively to a high reliability culture within the organisation, as they are less likely to condone or support counterproductive behaviour in others.


Identify those who are likely to engage in counterproductive work behaviours such as lying, theft and absenteeism with this integrity test.


Screening out applicants with lenient attitudes towards counterproductive behaviour (i.e. low levels of integrity) leads to:

  • Reduced shrinkage (i.e. theft)
  • Reduced absenteeism (e.g. non genuine sick leave)
  • Reduced 'white collar' crime
  • Lower levels of inappropriate workplace behaviour
  • Reduced involuntary turnover

The Revelian Work Reliability Scale assesses individuals’ attitudes and beliefs towards counterproductive behaviours such as theft, dishonesty and absenteeism.

Individuals completing the Revelian Work Reliability Scale are asked to indicate the extent to which they agree or disagree with a series of statements. Analysis across all question types generates an overall reliability score for each person and also identifies if they are attempting to distort or fake their responses.

Questions: 54 Questions
Time: 10 mins (untimed)
Measures: Integrity
Predicts: Counterproductive behaviours (e.g. theft, absenteeism, dishonesty)

Work Safety Assessment

recruit risk-adverse people, and manage current safety attitudes more effectively

Psychological research indicates that an individual’s attitudes and beliefs toward risk taking behaviour, personal responsibility for safety, stress management, drugs and violence are closely related to their likelihood of suffering a workplace injury or accident. Specifically, some individuals, by virtue of their attitudes and beliefs, are inherently more likely to take risks and ignore safety procedures and safety training. Enter the Safety Test.


Identify individuals who are inherently more likely to take risks and ignore safety procedures and training using this psychometric test.


Once an organisation has managed and controlled environmental risks, the next step is to screen out high risk individuals before they have a chance to injure themselves or others – irrespective of the environment – and manage existing high risk workers effectively.

Organisations that do this effectively can significantly:

  • Reduce lost time injuries
  • Lower workers' compensation costs
  • Reduce sick days
  • Reduce the risk of personal liability for directors and senior managers

The Revelian Work Safety Assessment measures overall safety attitudes and beliefs across five key safety risk sub-factors that predict actual safety behaviour – Safety Control, Risk Aversion, Stress Management, Drug Aversion and Attitudes Towards Violence.  A short form of the assessment that measures Safety Control, Risk Aversion and Stress Management is available if you choose to test now via our Express system.

Individuals completing the Revelian Work Safety Assessment indicate the extent to which they agree or disagree with a variety of statements regarding beliefs and attitudes about themselves, about others and about the environment.

This assessment also includes questions that assess the extent to which applicants may be distorting or faking their responses to appear more positive or safer than they really are. Based on their responses, an overall safety score is generated for each person, which is then compared to their relevant normative groups to assist in identifying those who are inherently high risk.

Recruitment use: Screen all applicants to identify degree of safety risk.

Development use: Assess existing workers to identify any individual safety development needs and tailor development programs.

This test is suitable for roles where safety is a key issue. Relevant to all industries but particularly those with a specific focus on safety such as mining, manufacturing, construction and heavy industry.

The difference between the long form (available to enterprise clients) and short form (for Express users) of the Revelian Work Safety Assessment is displayed below.

 

Questions: 77 Questions (long), 49 Questions (short)
Time: 15 mins (untimed)
Measures: Safety attitudes and beliefs
Predicts: Potential safety behaviour