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Applicant Evaluators


We value personal integrity. We want to be able to identify applicants who can demonstrate that they are truly committed and willing to be accountable so we can count on them to do what they say.


A person’s accountability is a universal indicator of their self-efficacy when evaluating applicants, whether for school, employment, housing, credit, or insurance.
  • Everything on a résumé is meaningless if a person cannot be relied upon to deliver on our expectations. A résumé tells us nothing about the person’s character.
  • Is the person trustworthy and reliable?
  • Do they have integrity and honor their word?
  • What is their level of commitment to a stated purpose or cause?
  • Are they the kind of person who can be counted on to deliver what is expected of them, on time?

A person’s character is a universal factor when evaluating applicants, whether for school, employment, housing, credit, or insurance.

However, neither a résumé, LinkedIn profile, interviews, references, nor even a credit score, provide sufficient visibility into a person’s true character.

“There are many reasons:”

  • The information we rely on is biased, since it is typically based on the self assertions or self selected sources provided by the applicant.
  • Most of the information talks about the applicant’s accomplishments, but doesn’t provide much insight into how they “played the game” to get the results.
  • Young people and newcomers who lack relevant experience are most difficult to evaluate, and we have to rely more on their soft skills to adjudicate risks, which is time consuming and costly – especially because they are often lower-value contributors to our business.
  • It is difficult to assess how much unrealized value we are leaving on the table because we cannot accurately identify the trustworthy invisible.
  • We have no objective evidence of relevant aspects of a person’s life, hence we lack hard evidence of an applicant’s behaviour patterns.
  • We rely on a person’s official record, without considering their progress, because we have no way of tracking recent changes in their behavior patterns.
  • We, therefore, tend to rely on risk mitigating measures, such as extended probationary terms, security deposits, bonding, higher prices, lower compensation, etc. that introduce self-imposed barriers to our business and can be perceived as being discriminatory.
  • There is no standardized methodology or criteria for measuring and reporting on how we adjudicate an applicant’s character.


“We want people with integrity.We value personal integrity and want to be able to identify applicants who can demonstrate that they are truly committed to their purpose and that we can count on to do what they say.”
It’s difficult to screen applicants who don’t have a proven track record, such as recent school graduates or newcomers
Your decisions rely more on the person’s character and soft skills than any tangible differentiating accomplishments that can only be assessed in a personal interview or a referral from someone you trust.
This lack of objective information about the applicant’s self and social worth excludes many good candidates, and could inadvertently even be discriminatory.


School Admissions

Accept RelablyME Portfolios to assess how they earned their volunteer hours. Can the student provide evidence that they have the required level of relevant interest and commitment to successfully complete the academic program?
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Accept RelablyME Portfolios to assess a graduate's level of engagement and diligence in pursuing personal, academic, and co-curricular interests. Instantly, determine the person's character and whether colleagues and supervisors will be able to rely on him/her.
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Accept RelablyME Portfolios to determine whether he/she is likely to pay their rent on time and maintain the residence in good order. Determine to what extent the applicant is rooted in and supported by the neighbourhood in order to mitigate flight risk.
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Accept RelablyME Portfolios to identify the "credit invisible" based on their track record of keeping their promises. Integrity is an important first step in assessing a person’s character. Determine the person's ongoing commitment to building accountable relationships.
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Accept RelablyME Portfolios to assess their level of diligence in reducing insurance risks, such as health benefits. Keep track of their ongoing commitment to low-risk behaviours.
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