Before teaching them anything,
Hypsen finds out what they already know
A voice interview reveals each person's actual level in every competency their role demands. From there, everyone gets a different path.
What is Voice Skills Diagnostics?
Hypsen's diagnostic assesses each employee through a voice or text interview covering four things: prior experience, knowledge of procedures, judgment in specific situations, and the ability to explain what they claim to know. The output is a skills map: a 1-to-10 polygon by competency, where 10 represents expected performance for that role. Topics where the person shows mastery are pre-approved and drop out of their training path.
Training everyone on the same thing wastes almost everyone's time
New hires get the same program as everyone else. Whoever already knows it gets bored and disengages. Whoever has a specific gap carries it forward, because the general course only touches it in passing.
The reason isn't negligence. It's that measuring each person's starting point, in each competency, is work no HR team has the capacity to do by hand for an entire workforce.
That's why training needs analysis ends up being a survey of department heads once a year. You're asking about the solution instead of measuring the problem.
An interview, not a questionnaire
The diagnostic measures against what that role demands in your company, not against a generic syllabus. See job profiles →
Four dimensions are explored:
- • Prior experience: what they've done before and in what context
- • Procedures: whether they know how things are done in your company
- • Situational judgment: what they'd do in a specific case, not what definition they know
- • Self-explanation: whether they can explain in their own words what they claim to know
A 1-to-10 polygon by competency. The 10 is expected performance for that role; the distance between the person's score and that 10 is their concrete gap.
Topics where the diagnostic shows mastery are pre-approved: the person doesn't see them again. And the instructor can edit any topic in the syllabus if what the AI proposed doesn't look right.
The output isn't a grade
It's a polygon with a value from 1 to 10 in each competency of the role. That allows three readings an average doesn't:
Not just for new hires
A long-tenured employee can have large gaps in products, systems or processes that changed after their initial training. And nobody has measured them since.
When to run it
Key moments in talent management where voice assessment brings maximum certainty.
