Before teaching anything,
Hypsen finds out what they already know.
A voice conversation reveals each employee's real level across every competency of their role. From there, each person receives a distinct path.
Hypsen's Skills Diagnostic evaluates by voice each employee's entry level in the competencies required by their role. Spoken answers are scored against a rubric derived from the role profile, assigning an independent level per competency. The result is a gap matrix per person that the platform automatically converts into an individual learning path, replacing manual needs assessments.
Training everyone on the exact same thing wastes almost everyone's time.
A new hire receives the exact same program as everyone else. The one who already knows gets bored. The one with a specific gap drags it along, because a general course only skims past it.
The reason isn't carelessness. It's that measuring each person's starting point, competency by competency, is a manual task no HR team has the capacity to do for an entire workforce.
That's why training needs analysis ends up being an annual survey sent to department managers. It asks for the solution instead of measuring the problem.
A conversation, not a quiz.
You define the role profile
What a person who does that job well needs to know how to do. Hypsen proposes competencies from your uploaded documents; you adjust them and set the required levels.
The employee has a voice conversation
This is not a multiple-choice exam. It's a dialogue where they must explain, apply, and resolve scenarios in their own words.
Hypsen scores each competency independently
Answers are evaluated against the rubric of each role competency. Levels are assigned competency by competency, not as an overall global grade.
Gaps are calculated and the path is built
Every module is mapped to a competency. Employees are assigned strictly the modules matching competencies where they fell below expected levels.
The savings come from not teaching what the person already knew.
An employee who masters product details but fails in objection handling receives objection handling. Nothing more. An in-person workshop or video course cannot make that distinction. Instead of eight hours where half was already known, everyone gets only what they lack.
By competency, not by average.
An employee with 95 in product, 90 in procedure, and 25 in objection handling averages 70 and shows as passing in most traditional systems. On the job, they will fail due to the third one —in front of a customer.
Equally valuable for senior 15-year veterans
The diagnostic isn't just for new hires. Tenured employees often carry major gaps in products or processes that changed long after their initial onboarding. Running this across your workforce produces the single most useful operational insight of month one.
What the Human Resources team receives
When to deploy the skills diagnostic
Onboarding new hires
To know the true starting point of every new hire instead of training blindly.
Product or process changes
To identify who needs immediate updating following operational changes.
Before a promotion
To pinpoint missing competencies before assuming higher responsibilities.
Deferred verification
Weeks after training, to verify what was actually retained in real operations.
Common questions about Skills Diagnostic.
It depends on the number of evaluated competencies. A diagnostic of 3 to 5 competencies takes just a few minutes per person.
Each competency has a rubric describing observable behaviors. Spoken responses are evaluated against those criteria, assigning a level per competency.
They must explain in their own words and solve spoken scenarios. There are no multiple-choice options to guess or answers to copy.
It covers the most expensive part —individual measurement— and turns it continuous instead of annual. Profile definitions and strategic prioritization remain company decisions.
They receive a longer path focused strictly on their specific gaps. The diagnostic produces a plan, not a verdict.
Yes, and it is highly recommended. Repeating it weeks after training reveals whether real learning occurred or just memorization.
Start measuring your team's real readiness today.
Book 15 minutes to see a live demo of Hypsen's AI voice diagnostic.