This app is really good for anybody who's hiring, this is the tool that you would use to conduct some foreshadowing, where you can figure out what might be some challenges in the future, or figure out some really strong skills that a person has that they might be short selling themselves on.

There's a lot that we love; Prevue is a psychometric testing app that you can use to test any new candidates, and as well your existing team. The best feature is that you can actually create your own benchmarking that is very specific to the role that you're hiring. Some of their other top features are that it's a reasonably short survey, so it's not something that's going to throw off candidates if they have to sit and spend a whole hour doing a test, it's quite quick to get through. They have their own standard benchmarking within the tool, but you can create your own and you can get your team to do it and create a benchmark based off of what your team is looking for. What’s really cool about this is that if you take something like an accountant role, if you were to take the standard benchmarking, your typical accountant might be a little bit more self-focused in their work and they might not be collaborating with other team members as much. Most accountants, people typically think are not as client facing, or independent workers. However, for Entreflow our accountants need to be client facing, they need to be well-versed with technology, and they also need to work collaboratively in a team. So we are able to create a benchmark for our instance of an accountant; what we want to have for an accountant versus what a typical accountant role might look like.

I don't think we actually have any. This app does what it needs to do, it's really easy to use. From an implementation perspective it's easy peasy so you actually get a dedicated implementation team that helps you to get it all set up and then as well that it helps you with the benchmarking if you need it.

We were able to quickly and effectively screen for a general technical aptitude level without implementing a highly complex or costly solution. It was a successful implementation into the assessments for our high volume candidates.

The demo and customer support team at setup was fantastic, understanding our needs and highlighting a few viable options for our assessment requirements. It was very easily and quickly implemented for use within our team. The pricing was extremely competitive and not being required to have a bigger enterprise style agreement in place was key to getting exactly what we needed implemented at the top of our process.

The lack of customizability in the actual assessments was a small drawback. There were some non-significant detail fields in our data-entry assessment that it would have been nice to swap out. US addresses for Canadian addresses for example.

Clean look, Organized, Good notes/status feature that allows us to see comments about applicants. Like that we can transfer candidate information across different applications

Appears to be issues with searching candidate name/history. will not let me add in applicant if it says already in system, but when searching that candidate, no results found

I've been using Prevue for over six (6) years, as a super administrator on the account. Having gone through my third full-cycle implementation recently, I can say with confidence that Prevue has really augmented their customer success game over the last few years, which had led to increased adoption, and anticipation of using the product across the entire organization. The validity and accuracy the platform produces have won over hiring managers who have traditionally been skeptical about like-products. The overall ease of use and ability to establish job-specific benchmarks within a few minutes has become invaluable. I just can't imagine my full-cycle talent acquisition function without Prevue.

Responsive sales and post-sales support. Excellent support for administrators, end-users, and customers/candidates.

Some limitations for custom sorting and displaying results.

I've moved to just the quick survey by the manager in the position to set it up as they just do not have the time to take the longer pre-assessment to help build them prior to assigning them to applicants.

We like the ability to gain insight into our applicants. It helps us gain a more holistic picture along with their application/resume when deciding who we would like to interview for the position.It is also a helpful tool to use when working on team building and trying to better understand how each of us works and communicates.

The tests are often difficult, long/time consuming, intimidating, etc. which has made some of our executive team question if we need the assessments in our recruitment process. I've countered with the benefits, but we may just start using them for high-level positions.