01 Key Takeaways
Two very different ways
to understand a candidate.
| Comparison | Harver | TaTiO |
|---|---|---|
| What candidates do | Answer psychometric questions and behavioral scenarios about themselves | Perform a realistic, role-specific job simulation |
| What you get | A personality and traits profile | A performance score built from 150+ real behavioral data points |
| Basis for the score | Self-reported answers, interpreted against a general competency model | Actual decisions, speed, accuracy and safety choices, measured against your own top performers |
| Candidate experience | Feels like a test | Feels like a preview of the job |
| Format | Multi-step questionnaire | 3 to 7 minute simulation, mobile, no download |
| What it predicts | Traits correlated with performance in general | Whether this candidate can do this specific job |
In one line Harver tells you what a candidate says about themselves. TaTiO shows you what they actually do.
02 The deep dive
Self-report or
real evidence?
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01Objectivity
Self-reported traits vs. observed performance
The questionnaire approachPsychometric and behavioral questionnaires, Harver's core model, ask candidates to answer questions about how they would act, what kind of worker they believe they are, or how they typically respond to a scenario. That data is self-reported by design. Candidates learn what a ‘good’ answer looks like, and the more a role is in demand, the more coached and polished those answers get. The test is not measuring the candidate directly. It is measuring how well the candidate can answer a questionnaire about themselves.
The TaTiO approachTaTiO removes the self-report layer entirely. A virtual job simulation puts candidates inside a realistic day in the life of the role and captures 150+ behavioral data points as they work: speed, accuracy, safety decisions, communication quality and sustained attention. Every score is calibrated against a gold standard built from the client's own successful hires, not a generic personality framework. The result is not a trait label. It is a measurement of how someone performs against people who already succeeded in that job.
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02Candidate experience
A test vs. a job preview
The questionnaire approachA psychometric questionnaire reads as exactly what it is: a test. For high-volume roles, hourly workers and candidates weighing multiple offers, an abstract battery of personality and behavioral questions can feel disconnected from the job. That disconnection drives drop-off before a recruiter ever sees the candidate.
The TaTiO approachTaTiO is built to be completed, not endured. A branded simulation delivered as a job link, social ad or SMS lets candidates try the job itself in three to seven minutes, on mobile, with no download. TaTiO simulations see completion rates of 55 to 87%, compared with roughly 8% on standard application forms. Candidates self-select in because they are interested in the work and can do it, not because they guessed the ‘right’ questionnaire answer.
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03Predictive validity
General traits vs. this job, at this company
The questionnaire approachPsychometric assessments like Harver's are typically validated against broad competency models built for a general working population. That produces a trait score associated with performance in the abstract, but leaves a gap between scoring well on a general model and being able to perform a specific role for a specific employer today. The test is built once and applied widely.
The TaTiO approachTaTiO simulations are calibrated per client against the client's successful hires, so the match score is built to predict performance in that job. Award Staffing saw a 74.2% simulation completion rate, roughly one-third fewer candidates requiring manual screening and about 33% more placements after replacing a multiple-choice test with TaTiO. The Lee Group saw fewer workplace injuries after moving from a passive safety video and quiz to TaTiO's interactive safety simulation. That is predictive validity tied to hiring and workplace outcomes.
Performance evidence
03 The TaTiO advantage
See whether they
can do the job.
Harver tells you what kind of person a candidate is. TaTiO shows you whether they can do the job you are actually hiring for.
Instead of a questionnaire candidates answer about themselves, TaTiO gives them a realistic simulation of the role. You get a performance score built from what they actually did, calibrated against the people who already succeed at your company, not a general personality model.
The result is a hiring process candidates finish because it feels like the job, and a hiring decision recruiters can trust because it is built on evidence, not self-report.
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