Make every assessment more relevant
Competency mapping is the process of defining the specific soft skills, traits and behaviors required for a given role. Our I-O psychologists work with you to identify the competencies that align with your roles and business needs. Once defined, these custom competencies are mapped into the platform and reflected in every relevant assessment.
How it works
Our I-O psychology team works with you to identify the soft skills, traits, and behaviors that align with each role and maps them into Bryq to guide your assessments.
STEP 1
We define each role with you
Our I-O psychologists partner with you to understand the job’s requirements, capturing what drives success.
STEP 2
We build a competency profile
We translate these into a measurable competency model for the role, aligned with your goals.
STEP 3
You assess candidates
Candidates complete Bryq’s personality and cognitive assessment as part of your hiring process.
STEP 4
We compare results
Bryq scores each candidate against your custom competency profile, showing how closely they align with the traits required for the role.
What makes it different
How Bryq stands apart from other solutions:
Tailored models built for you
Our I-O psychologists collaborate with your team to create role-specific competencies based on your real-world needs—not a one-size-fits-all list.
Alignment before assessment
Competency mapping starts before a single candidate is evaluated. We work with you to establish shared criteria so everyone is on the same page from the start.
Backed by science, connected to action
Every competency is grounded in validated psychometric data and tied to measurable traits within Bryq’s assessment engine.
Built once, used to scale
They become a repeatable resource your team can rely on. Whether you’re hiring for one role or scaling across the organization.
Complete the picture with skills assessments
Competencies tell you what a role requires. Skills assessments show you whether a candidate can do the job. Use Bryq’s skills assessments to evaluate real-world abilities, so you’re not just hiring for fit, but for capability too.
