The assessment measures all 96 skills in SHL’s Universal Competency Framework, giving you a complete view of the workplace behaviors that drive performance across roles.
Bring Objective Skills Insight into Every Talent Decision
With one consistent framework before and after hire, you can use the SHL Global Skills Assessment in hiring, across your workforce, or both.
Embed in Hiring
Include the SHL Global Skills Assessment in role-specific hiring to identify your top candidates.
Reuse their skills profiles at onboarding to guide targeted development from day one.
Develop Your Workforce
Give the SHL Global Skills Assessment directly to employees.
In 15 minutes per person, you gain organization-wide visibility into capabilities through detailed reporting.
Inside the SHL Global Skills Assessment
In around 15 minutes, individuals compare short behavioral statements and select the ones most like them. This simple, forced‑choice format captures authentic workplace behavior while reducing response bias.
The assessment produces a range of reports tailored to your use case. Individuals receive development insights they can use for onboarding or growth. HR teams can view results for single candidates or aggregated groups, and—when used for selection—generate structured interview guides or role‑aligned talent profiles.
Alongside current strengths and gaps, the Reskilling Potential add‑on shows who has the willingness and ability to successfully upskill. This gives you a clearer view of who can grow into future roles, projects, and opportunities.
What Makes the SHL Global Skills Assessment Different?
Globally normed
Normed with global samples representative across job levels and geographies to enable consistent comparisons
EEOC compliant
Built to support fair practices grounded in EEOC guidance for equal opportunity
Legally defensible
Make decisions you can defend because you're using validated methods with documented job relevance
SHL Global Skills Assessment
Frequently Asked Questions
Most organizations have multiple frameworks—one for hiring, another for performance, a third for leadership. The UCF gives you a single, validated framework that works across all of them. You can map your existing frameworks to the UCF (we help with this), which means you finally get consistent, comparable data. Plus, the UCF’s Skills Taxonomy is normed globally and mapped to 600+ O*NET profiles and 55,000 job titles, something custom frameworks can't match.
The GSA reveals individual strengths and skills gaps, making it clear where development is needed. It also identifies employees with high adaptability and ability to learn, those most ready to reskill into new roles as business needs evolve. This turns skills data into targeted development actions at individual, team, and organizational levels.
Skills data collected during hiring remain accessible throughout the employee lifecycle. The same objective profile that informed the hiring decision becomes the foundation for onboarding conversations, development planning, and internal movement—no repeat assessment required.
Yes. 15+ independent validation studies across industries show GSA composites consistently predict supervisor-rated performance and productivity.
Global norms allow comparison across job levels, roles, and geographies using the same benchmark—whether you're assessing 50 people in one location or 50,000 across a global workforce.
