Kaizen Assessment Online Feature by Adam Milo

At Adam Milo, our goal is not only to accurately assess candidates' suitability for roles and organizations but also to provide our clients with precise, fair, and data-driven tools. This, in turn, streamlines and optimizes your recruitment decision-making processes.

Editorial Team
Kaizen Assessment Online Feature by Adam Milo

Adam Milo’s online assessment offers a wide range of insights into the alignment between individuals, roles, and organizations. This feature ensures your assessment process includes a variety of assessment tools that evaluate a candidate’s skills, personality traits, and reliability.

What Is the Kaizen Process?


To maintain the high professional standards of Adam Milo, we consistently work on improving the accuracy of our assessment tools. We understand that accurate predictions are heavily influenced by the alignment between the assessment tools and the specific role requirements, organizational characteristics, and the relevant population’s traits. To help you achieve all three aspects with ease and sophistication, we have developed Adam Milo’s Kaizen feature.

As its name implies, Adam Milo’s Kaizen tool is derived from the Japanese word “Kaizen,” which means continuous improvement. This feature not only predicts precise outcomes, but also fosters knowledge sharing, resulting in continuous improvements to your organization’s assessment and recruitment processes.

This is achieved through user-defined status updates of candidates in two stages:


Stage 1. After Evaluation Status: Hiring Status


This update can be performed within two weeks of the assessment. Users, specially chosen from within your organization, can select the appropriate status for each candidate (In Process, Hired, Rejected, Withdrawn, Position Closed). This status is a reflection of each candidate’s status.

Stage 2. After Employment Status: Long-term Performance Analysis


If the candidate’s status has been updated as “Hired,” updates can be made from three months after the initial assessment to reflect the level of satisfaction. We will send you a monthly email reminder to update the candidates’ statuses. The link provided in the email will direct you to your organization’s candidate list, where you can assign the appropriate status (Low Satisfaction, Medium Satisfaction, High Satisfaction, Terminated, Resigned, Promotion).

What’s In It For You?


Now that you implemented a candidate’s initial hiring status as well as their long-term performance updates, your organization is well positioned for success. Adam Milo R&D team will help you analyze the key success factor for each position you recruit candidates to, and also in the all organization perspective. By closely monitoring the essence of what makes an employee successful in your organization, You can recruit more adequate employees in the future.

Example Case Study


A large finance company was struggling to find the best professional support employees . Since Data was gathered throughout a year in order to identify the core parameters that predicts a successful professional support employee.

After thorough research, Adam Milo identified 4 personality traits that made a difference: Modesty, Trusting others, Moral values and orientation toward teamwork.

This example clarifies why the specific organization methods we took in establishing the Adam Milo Kaizen feature is so important. Initially, the trait of trusting others is not required in the finance field and sometimes even the opposite, you don’t want your insurance representative to follow any client request. But the organizational culture in this organization was so unique, that this trait really made a difference.

The Benefit of Knowledge Sharing in Process Improvement


If a candidate is marked as “Low Satisfaction” or terminated, you can specify the reason (e.g., Lack of Professional Fit, Interpersonal Issues, Reliability Concerns, Safety Concerns). This helps to enhance the assessment process by identifying negative candidate traits.

Through knowledge sharing, Kaizen leads to a continuous improvement cycle in your assessment process, dynamically improving your hiring process. This ensures that the assessment aligns accurately with your requirements and assists you in selecting the most suitable candidates.

Additionally, the information derived from Kaizen can provide you with added benefits, such as contributions to employer branding, reward and benefit programs, career development within your organization, and more.

Our success is intertwined with yours, and our collaboration will undoubtedly bring Kaizen into your organization’s practices as well.


Kaizen Assessment Online Feature by Adam Milo