Yes, career assessments can guide one to understand their capabilities, based on which they can choose a suitable career option or be provided with suitable career choices.

Career assessments are always helpful to understand the potential a person carries in a specific area. With experience and developed skills, a person may become more suitable for some other work other than a routine task. In such situations, career assessments can be found very useful for reskilling or redeployment adding to job satisfaction and increasing employee retention rate.
The most appropriate time to start career guidance can be considered from 8th std. However, an individual of any age can take career guidance tests to understand their career path.

During assessment construction, in order to make a standardized test, certain norms have to be followed. Test created at NEA Life Behavioral Science Research Center follows strict statistical norms, making them both reliable and valid over time.

The in-depth research work at NEA Life Behavioral Science Research Center assures the stability of the test over time, which means that our predictions for a person’s performance rely on a stable and firm research-grounded test.

Psychometrics is the standardized scientific method to measure the cognitive abilities and behavioral style of a person. This becomes very important as this information enables to assign a person as per its suitability for the job role, based on required personality characteristics and aptitude (cognitive abilities).

These are the tests to evaluate cognitive abilities, and personality characteristics like attitude, motivation, interest, needs, emotional intelligence, and other related features of an individual.

Career assessments are specially designed psychometric tests which evaluate specific mental abilities and personality characteristics for a particular job role. This helps to avoid the costly judgment errors which can occur while assessing a person’s suitability for a given position, relying on their CV or interview alone.


The skill test helps in evaluating the prospective candidates with the right skillsets for the job roles. This not only increases the employee retention rate but also increases productivity and efficiency at the job. Skillset test helps to conduct large-scale recruitment drives and select the right candidate in a short span of time.

Personality is the behavioral characteristic of individuals that influences their life. The assessment helps in identifying the behavioral patterns to understand how a person will react in a particular situation. It also helps to understand if the prospective candidate holds the necessary eligibility to be the right fit for the job role.

Yes, there are such assessments. In fact, they are one of the most important assessments that must be used in a workplace. For the same, NEA Life has developed the Coping assessment, Resilience assessment etc. to help corporate spaces to gain a better understanding of the stress levels experienced by their employees.

Yes, assessments can be very useful in understanding the work life balance. To gain a better understanding of the same, NEA Life has developed the Quality of work life assessment. This tool can help individuals understand if there is an imbalance between their work and personal life.

Workplace stress has scientifically proven to be a major cause that severely effects an employee’s mental health, social and personal life. NEA Life’s Mental Health scale not only helps to understand workplace stress but also provides necessary information to introduce interventions to cope with the stress.
Psychometric assessments have proved to be very helpful in measuring the competencies of candidates for a job role. NEA Life has developed the Campus hiring, as well as the Pre-recruitment assessments that aid companies in hiring individuals in accordance with the industrial requirements and hence improving the quality of hiring.
Yes. Higher authorities are the policy and decision makers in any organisations. Therefore, it is necessary for them to have the best value systems. NEA Life has created tests to measure the necessary value systems in a person required to hold the senior job role positions by measuring some of their personality characteristics such as integrity, resilience etc.


Abilities are the innate capacities to learn which are also, a medium to know one’s capabilities, strengths, and shortcomings. NEA Life’s assessments evaluate abilities to suggest the right career option.
Personality is a measure of a person’s behavioral characteristics, which are often considered dominant factors in a person’s life. You can use the NEA Life CMS test to understand your career preferences based on your personality.
Choosing subjects after 10th std. can be a daunting task for students. To ease this process NEA Life has developed Career After-10th assessment to measure interest areas and preferences. It helps students to make informed career choices.
Decisions made after 12th std. have a significant impact on one’s career for life. This decision should be taken with the utmost care and deliberation. To assist with the same, NEA Life’s Career After 12th assessment can be helpful.
Choosing the right branch or stream for higher studies could be a great step towards a promising career path. To get a better understanding of how to choose the right knowledge streams you can explore the NEA Life education products to know about various assessments such as CMS, Engineering Stream Selector, MBA Stream Selector, etc, that can be used for making career choices.


Yes, NEA Life has developed the Skill Gap Analysis which is guided by the National Skills Qualifications Framework and the New Education Policy to aid in the selection process of Government Sector employees. Along with this, NEA Life has also developed trait-based competency assessments for government sector employees.

There are 37 sector skill councils (SSCs) developed by the Government of India. They are as follows: 

  1. Aerospace and Aviation Sector Skill Council  (AASSC) 
  1. Agriculture Skill Council of India (ASCI) 
  1. Apparel Made-Ups & Home Furnishing Sector Skill Council  (AMHSSC) 
  1. Automotive Skills Development Council  (ASDC) 
  1. Beauty & Wellness Sector Skill Council  (BWSSC) 
  1. BFSI Sector Skill Council of India  (BFSISSC) 
  1. Capital Goods Skill Council  (CGSC) 
  1. Construction Skill Development Council of India  (CSDCI) 
  1. Domestic Workers Sector Skill Council  (DWSSC) 
  1. Electronics Sector Skills Council of India  (ESSCI) 
  1. Food Industry Capacity & Skill Initiative  (FICSI) 
  1. Furniture & Fittings Skill Council (FFSC) 
  1. Gem & Jewlery Skill Council of India (GJSCI) 
  1. Handicrafts and Carpet Sector Skill Council  (HCSSC) 
  1. Healthcare Sector Skill Council  (HSSC) 
  1. Hydrocarbon Sector Skill Council  (HSSC) 
  1. Indian Iron and Steel Sector Skill Council   (IISSSC) 
  1. Indian Plumbing Skills Council (IPSSC) 
  1. Infrastructure Equipment Skill Council  (IESC) 
  1. Instrumentation Automation Surveillance & Communication Sector Skill Council  (IASC) 
  1. IT-ITeS Sector Skill Council  (SSC NASSCOM) 
  1. Leather Sector Skill Council(LSSC) 
  1. Life Sciences Sector Skill Development Council  (LSSSDC) 
  1. Logistics Sector Skill Council(LSC) 
  1. Management & Entrepreneurship and Professional Skill Council(MEPSC) 
  1. Media & Entertainment Skill Council  (MESC) 
  1. Paints and Coatings Skill Council  (PCSC) 
  1. Power Sector Skill Council(PSSC) 
  1. Retailers Association’s Skill Council of India (RASCI) 
  1. Rubber Skill Development Council (RSDC) 
  1. Skill Council for Green Jobs  (SCGJ) 
  1. Skill Council for Mining Sector  (SCMS) 
  1. Skill Council for Persons with Disability   (SCPwD) 
  1. Sports, Physical Education, Fitness & Leisure Skills Council  (SPEFL-SC) 
  1. Telecom Sector Skill Council  (TSSC) 
  1. Textile Sector Skill Council  (TSC) 
  1. Tourism and Hospitality Skill Council  (THSC) 
As the National Skills Qualification Framework encompasses of both, general education and vocational education, it can lead to the development of workers who are adequately skilled to meet the industry’s needs and requirement.
Digital hiring process enables recruiters to connect with candidates more quickly and efficiently as well as helps to identify candidates for designated job offers. This also helps to evaluate a large pool of candidates in a short span of time.
Assessments provide a thorough understanding of a candidate with regard to their abilities, strengths, shortcomings, etc. Thus, reducing the scope of human bias made during the conventional hiring process.

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