Some employers choose to provide feedback reports to candidates and others choose not to. If a Revelian feedback report is available, you will receive an email with instructions for accessing your results.
If a Revelian feedback report is not made available to you, you can contact the employer to inquire as to whether feedback will be made available.
If you’ve released your previous assessment results and achieved a different score, it is most likely due to the group your score is compared with.
To arrive at the percentile score presented in your feedback report, your performance on the assessments is compared to that of others who have also previously completed the same assessment. This comparison group may change depending on the position you have applied for and therefore you may see differences in your percentile scores.
If you would like feedback on your results, please contact the recruiting organisation with your request. Revelian is unable to provide feedback to candidates during an open recruitment process due to the potential advantage this would provide a candidate over others.
Revelian is not able to provide a copy of the tests to ensure the security of our assessments is maintained. We do not allow our assessment questions to be viewed other than when a candidate is completing the assessment for a recruitment process.
To ensure that all candidates have an equal opportunity to perform and that no one is advantaged by practice, you won’t be able to complete a Revelian recruitment assessment again if the system identifies these results as valid.
Candidates are provided with clear instructions prior to completing assessments regarding appropriate test conditions (e.g. feeling well, completing in a quiet area etc) and that assessment results remain in place for up to 12 months. We are not able to accommodate requests for resits whilst your responses are still valid. After your results are no longer considered valid, you will be able to complete the same assessment again for any new positions you apply for.
Candidates are provided with clear instructions prior to completing assessments regarding appropriate test conditions (e.g. feeling well). Revelian is not able to allow candidates to complete assessments again due to feeling unwell. You may choose to raise your concerns with the employer for their consideration.
Please ensure that you read your feedback report carefully including all information provided and the report interpretation modules. It’s common for candidates to complete many different types of assessments and for results to vary from test to test. Performing well on one particular test doesn’t mean you will perform well on every test that you complete.
You may choose to raise your concerns with the employer for their consideration.
If you no longer wish your results to be accessible by an employer you can withdraw from a position by accessing your Revelian account.
By withdrawing your application your results will be removed from the position and the employer will no longer be able to view them.
To help us better understand how your disability may affect your assessment experience, we normally request that you provide us with further information. This information will enable us to understand your personal circumstances. With your consent we may discuss with the recruiter how we can best accommodate you within the existing recruitment process.
We understand that the following requested information is sensitive in nature and that you may prefer to disclose this information directly to the recruiter instead. Please note that all information provided to Revelian is treated with strict confidence and will only be reviewed by a registered psychologist, in consultation with the recruiter.
Normally we will ask for information such as:
- The name of condition, disability, impairment, illness or personal situation (if applicable)
- A description how your condition, disability, impairment or personal situation will impact your ability to complete the assessments
- Medical certification to confirm your condition and how this may impact your ability to complete the assessment.
- Whether you give us permission to discuss these matters with the employing organisation/s on your behalf. (If you have multiple applications pending, please let us know how many are impacted and who they are.)
- Any other information or documentation you can provide us that you think is relevant.
- Your best contact number.
Once we receive the above information along with your consent to discuss your circumstances, our psychology team will be in contact with the recruiter to discuss your application.
Understanding your Assessment Results
If you’ve completed the RCAT and have received your feedback report, this article helps you to understand your report.
What does the RCAT assess?
This assessment measures a person’s critical thinking and problem-solving abilities, which research has shown are linked to job performance. Your report indicates the extent to which these abilities are likely to be strengths for you, or whether you’re more likely to apply other qualities to enhance your performance at work.
How are my results calculated?
Your score on the assessment (the number of questions you answered correctly) is compared to a relevant group that the employer has selected, such as an industry group, their own employees, or a general group. Your result indicates the percentage of people in this group your score exceeds. So, for example, if your report shows a result of 34%, it means your score has exceeded that of 34% of the people in the comparison group.
What should I do if I didn’t do very well on the assessment?
Firstly, it’s important to understand that this assessment measures a very specific set of abilities and whether or not they’re likely to be strengths for you. Everyone has strengths that they bring to a working environment; if problem-solving or critical thinking aren’t strengths of yours, it’s likely that you bring other attributes such as job knowledge, interpersonal skills, or commitment levels to your performance at work.
Secondly, we advise all employers that they should always consider your test results as one piece of information only, and use it in conjunction with all of the other information they have about you to make a selection decision.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your abilities, you’re welcome to raise your concerns with the employer for their consideration.
If you’ve completed the RART and have received your feedback report, this article helps you to understand your report.
What does the RART assess?
This assessment measures a person’s ability to see relationships and patterns in shapes and diagrams and indicates the extent to which these abilities are likely to be strengths for you, or whether you’re more likely to apply other qualities to enhance your performance at work.
How are my results calculated?
Your score on the assessment (the number of questions you answered correctly) is compared to a relevant group that the employer has selected, such as an industry group, their own employees, or a general group. Your result indicates the percentage of people in this group your score exceeds. So, for example, if your report shows a result of 34%, it means your score has exceeded that of 34% of the people in the comparison group.
What should I do if I didn’t do very well on the assessment?
Firstly, it’s important to understand that this assessment measures a very specific set of abilities and whether or not they’re likely to be strengths for you. Everyone has strengths that they bring to a working environment; if abstract reasoning ability isn’t a strength of yours, it’s likely that you bring other attributes to your performance at work.
Secondly, we advise all employers that they should always consider your test results as one piece of information only, and use it in conjunction with all of the other information they have about you to make a selection decision.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your abilities, you’re welcome to raise your concerns with the employer for their consideration.
If you’ve completed the RNRT and have received your feedback report, this article helps you to understand your report.
What does the RNRT assess?
This assessment measures a person’s ability to analyse and solve problems involving numbers, and indicates the extent to which these abilities are likely to be strengths for you, or whether you’re more likely to apply other qualities to enhance your performance at work.
How are my results calculated?
Your score on the assessment (the number of questions you answered correctly) is compared to a relevant group that the employer has selected, such as an industry group, their own employees, or a general group. Your result indicates the percentage of people in this group your score exceeds. So, for example, if your report shows a result of 34%, it means your score has exceeded that of 34% of the people in the comparison group.
What should I do if I didn’t do very well on the assessment?
Firstly, it’s important to understand that this assessment measures a very specific set of abilities and whether or not they’re likely to be strengths for you. Everyone has strengths that they bring to a working environment; if numerical reasoning isn’t a strength of yours, it’s likely that you bring other attributes to your performance at work.
Secondly, we advise all employers that they should always consider your test results as one piece of information only, and use it in conjunction with all of the other information they have about you to make a selection decision.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your abilities, you’re welcome to raise your concerns with the employer for their consideration.
If you’ve completed the RVRT and have received your feedback report, this article helps you to understand your report.
What does the RVRT assess?
This assessment measures a person’s ability to analyse and solve problems involving words, and indicates the extent to which these abilities are likely to be strengths for you, or whether you’re more likely to apply other qualities to enhance your performance at work.
How are my results calculated?
Your score on the assessment (the number of questions you answered correctly) is compared to a relevant group that the employer has selected, such as an industry group, their own employees, or a general group. Your result indicates the percentage of people in this group your score exceeds. So, for example, if your report shows a result of 34%, it means your score has exceeded that of 34% of the people in the comparison group.
What should I do if I didn’t do very well on the assessment?
Firstly, it’s important to understand that this assessment measures a very specific set of abilities and whether or not they’re likely to be strengths for you. Everyone has strengths that they bring to a working environment; if verbal reasoning isn’t a strength of yours, it’s likely that you bring other attributes to your performance at work.
Secondly, we advise all employers that they should always consider your test results as one piece of information only, and use it in conjunction with all of the other information they have about you to make a selection decision.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your abilities, you’re welcome to raise your concerns with the employer for their consideration.
If you’ve completed the RVI and have received your feedback report, this article helps you to understand your report.
What does the RVI assess?
This assessment measures the degree of match between your work-related values and the values of the organisation you’ve applied for a job with. Your work-related values are the aspects of an ideal job that are most important to you. The higher the degree of match between your values and the values of the organisation, the more likely you are to feel positive and committed to the organisation.
How are my results calculated?
During the assessment, you were asked to rank 20 values in order of their importance to you. Your report shows how you have ranked each of those 20 values.
What should I do if I didn’t do very well on the assessment?
It’s important to understand that there are no right or wrong answers for this assessment, since it simply indicates which work-related values are most important to you.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your values, you’re welcome to raise your concerns with the employer for their consideration.
If you’ve completed the RWPP and have received your feedback report, this article helps you to understand your report.
What does the RWPP assess?
This assessment measures the degree of match or fit between the kind of work a person prefers doing (their work preferences) and the requirements of a particular position. Research has demonstrated that not only do people whose work preferences align more closely with the requirements of a particular role tend to have higher levels of job satisfaction in that role, but also that job satisfaction is linked to both employee turnover and work performance.
How are my results calculated?
During the assessment, you answered a series of questions about which types of tasks you would prefer. Your report shows which areas and types of tasks you most prefer, based on your responses.
What should I do if I didn’t do very well on the assessment?
It’s important to understand that there are no right or wrong answers for this assessment, since it simply indicates which types of work tasks you prefer.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your work preferences, you’re welcome to raise your concerns with the employer for their consideration.
If you’ve completed the RWSA and have received your feedback report, this article helps you to understand your report.
What does the RWSA assess?
This assessment measures your beliefs and attitudes regarding a variety of safety-related issues, by assessing your answers to a range of questions on topics such as accidents, risks and stress. Based on your answers, the assessment can place your focus on safety on a scale ranging from relatively low to relatively high.
How are my results calculated?
Your responses to the assessment are compared to a relevant group that the employer has selected, such as an industry group, their own employees, or a general group. Your result indicates the percentage of people in this group your score exceeds. So, for example, if your report shows a result of 34%, it means your score has exceeded that of 34% of the people in the comparison group.
What should I do if I didn’t do very well on the assessment?
Firstly, it’s important to understand that this assessment only measures your beliefs and attitudes towards safety-related issues and doesn’t attempt to measure other qualities that are important in determining your overall suitability for a particular role.
Secondly, we advise all employers that they should always consider your test results as one piece of information only, and use it in conjunction with all of the other information they have about you to make a selection decision.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your attitudes towards safety, you’re welcome to raise your concerns with the employer for their consideration.
If you’ve completed the RWRS and have received your feedback report, this article helps you to understand your report.
What does the RWRS assess?
This assessment looks at your beliefs and attitudes regarding a number of work-related issues, including issues such as theft and honesty. Some people might have quite lenient beliefs towards such issues in certain situations, while other people might be very strict in their attitudes.
How are my results calculated?
Your responses to the assessment are compared to a relevant group that the employer has selected, such as an industry group, their own employees, or a general group. Your result indicates how strict your attitudes and beliefs are compared to the people in the comparison group. So, for example, if your report shows a result of 34%, it means your attitudes and beliefs are more strict than 34% of the people in the comparison group.
What should I do if I didn’t do very well on the assessment?
Firstly, it’s important to understand that this assessment only measures your beliefs and attitudes towards work-related issues and doesn’t attempt to measure other qualities that are important in determining your overall suitability for a particular role.
Secondly, we advise all employers that they should always consider your test results as one piece of information only, and use it in conjunction with all of the other information they have about you to make a selection decision.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your attitudes towards work-related issues, you’re welcome to raise your concerns with the employer for their consideration.
If you’ve completed Cognify and have received your feedback report, this article helps you to understand your report.
What does Cognify assess?
This assessment measures a person’s critical thinking, ability to work with numbers and problem-solving abilities which research has shown are linked to job performance. Your report indicates the extent to which these abilities are likely to be strengths for you, or whether you’re more likely to apply other qualities to enhance your performance at work.
How are my results calculated?
Your score is calculated by combining information from your gameplay across all of the Cognify games together, and then comparing that to a relevant group that the employer has selected, such as an industry group, their own employees, or a general group. Your result indicates the percentage of people in this group your score exceeds. So, for example, if your report shows a result of 34%, it means your score has exceeded that of 34% of the people in the comparison group.
What should I do if I didn’t do very well on the assessment?
Firstly, it’s important to understand that this assessment measures a very specific set of abilities and whether or not they’re likely to be strengths for you. Everyone has strengths that they bring to a working environment; if problem-solving or critical thinking aren’t strengths of yours, it’s likely that you bring other attributes such as job knowledge, interpersonal skills, or commitment levels to your performance at work.
Secondly, we advise all employers that they should always consider your test results as one piece of information only, and use it in conjunction with all of the other information they have about you to make a selection decision.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your abilities, you’re welcome to raise your concerns with the employer for their consideration.
If you’ve completed Emotify and have received your feedback report, this article helps you to understand your report.
What does Emotify assess?
This assessment measures a person’s ability to identify emotions in people’s faces and understand how different events and situations influence emotions. Your report indicates the extent to which these abilities are likely to be strengths for you, or whether you’re more likely to apply other qualities to enhance your performance at work.
How are my results calculated?
Your score is calculated by combining information from your gameplay across all of the Emotify games together, and then comparing that to a relevant group that the employer has selected, such as an industry group, their own employees, or a general group. Your result indicates the percentage of people in this group your score exceeds. So, for example, if your report shows a result of 34%, it means your score has exceeded that of 34% of the people in the comparison group.
What should I do if I didn’t do very well on the assessment?
Firstly, it’s important to understand that this assessment measures a very specific set of abilities and whether or not they’re likely to be strengths for you. Everyone has strengths that they bring to a working environment; if identifying and understanding emotions aren’t strengths of yours, it’s likely that you bring other attributes to your performance at work.
Secondly, we advise all employers that they should always consider your test results as one piece of information only, and use it in conjunction with all of the other information they have about you to make a selection decision.
If, for any reason, you feel that your assessment results don’t provide an accurate reflection of your abilities, you’re welcome to raise your concerns with the employer for their consideration.