Master Solutions follows ISO standards in recruitment
Master helps you build structured recruitment process using applicable standards ISO 30405:2016, ISO 30405:2023 (update). Following these standards for recruitment ensures a structured approach to recruitment and thereby elevates the quality of the process, focusing on the candidate experience, and ensuring an evidence-based process.
Master solutions and system are certified conformity with NS-EN ISO/IEC 17065:2012.
Master International forward looking vision
All Master solutions are developed with the focus of increasing positive candidates and employer branding, aligned with the latest ISO 2016.
"Organisation needs, HR policies and objectives, and the legal and social environment, including labour relations and workforce planning may contribute to the identification of the recruitment need and how the recruitment is carried out.", "Anything an organisation does can impact its employer brand and its attractiveness to candidates.", ISO 30405:2023 Guidelines on Recruitment.
"We are happy that ISO 2013 version has included a strong focus on a positive candidate experience. In the 2016 version, there was already a focus towards Employer branding, and it is nice that this focus has been strengthened. This is very much in line with Master International's vision, and the focus we also have when we develop our solutions", Psychology team of Master International. See our assessment tools White Paper and Factsheet.
Master Solutions are developed to help efficiency and effectiveness in recruitment.
World Federation of People Management Association showed that the organisation ranked in the top 20% in terms of ability to deliver on effective recruiting experienced up to 3.5 times revenue growth! (source: ISO 30405:2016)
If you know what is best recruitment method, why not use them now?
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Help you select the right person for the job by matching cognitive potential with job complexity. Links a candidate's score with job performance and job related learning. Help create a structured recruitment processes.
Trust science and the fact of research. Stop paying unexpected 'Wrong hire' cost from today!
HR professionals from the study falsely believed future job performance could not be predicted at all. - What HR research and science has shown us for decades and recommendations on how to effectively implement the results and findings.
Using GMA tests in recruitment is considered the best practise and give high accuracy for predictor of job performance!
Research showed that a wrong hire cost is approximately USD63,000 each.
HR professional or organisations are unnecessarily creating a competitive disadvantage for themselves, why not use them?
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