Send the RIASEC (Holland Codes) from Lever in 10 minutes
When the Lever adapter ships (target H2 2026), RIASEC will work as the front-of-funnel interest screen via Lever's webhook + Feedback Forms architecture. Lever customers running high-volume customer-facing pipelines (sales, customer success, support) will benefit most — the three-letter Holland code surfaces obvious role-fit problems before the team-meet stage burns coordinator time. Lever's Feedback Forms are well-suited to RIASEC because the result reads as an interpretive narrative ("Investigative-Artistic-Social profile, fits research-and-discovery roles") rather than a pass-fail score, matching how recruiting teams actually use the data.
Validity
RIASEC measures vocational interest rather than performance. Tranberg, Slane & Ekeberg (1993) meta-analysis of 27 studies finds person-environment congruence positively correlates with job tenure and satisfaction (r ≈ .15-.20). The signal is in tenure prediction and early-attrition screening, not in capability filtering.
Send the RIASEC (Holland Codes) from Lever
From Lever admin to first scored candidate.
- 1
Add the JobCannon Lever integration
From Lever admin settings, add JobCannon as an Assessment Partner. Paste your Basic Auth credentials (sandbox first, production after the first test cycle). One-time setup, takes 3 minutes.
- 2
Create a Lever scorecard mapped to RIASEC (Holland Codes) dimensions
In your job template, create a scorecard section per RIASEC (Holland Codes) dimension. Each dimension maps 1:1 to a numeric attribute on the Lever scorecard — no provider-specific glue needed.
- 3
Trigger the RIASEC (Holland Codes) on the candidate's stage transition
Add "Send RIASEC (Holland Codes)" as an automatic action when candidates enter the assessment stage. The candidate receives a co-branded Lever email and completes the 10-minute form on mobile or desktop.
- 4
View the score envelope in the candidate profile
The full RIASEC (Holland Codes) score envelope (dimensions, bands, narrative summary) lands in the Lever candidate profile within 30 seconds of submission. Recruiters review without leaving Lever.
Sample score envelope
The exact JSON shape your Lever scorecard receives back. Every JobCannon assessment uses the same dimensions[].score envelope so ranking logic stays consistent across tests.
{
"test": "riasec",
"version": "v3.1",
"candidate_id": "lever_opp_2_b3f1a4",
"completed_at": "2026-05-16T10:38:42Z",
"duration_seconds": 604,
"holland_code": "IAS",
"holland_label": "Investigative-Artistic-Social",
"dimensions": [
{
"code": "R",
"label": "Realistic",
"score": 32
},
{
"code": "I",
"label": "Investigative",
"score": 82,
"primary": true
},
{
"code": "A",
"label": "Artistic",
"score": 71,
"primary": true
},
{
"code": "S",
"label": "Social",
"score": 68,
"primary": true
},
{
"code": "E",
"label": "Enterprising",
"score": 41
},
{
"code": "C",
"label": "Conventional",
"score": 35
}
],
"narrative_summary": "Investigative-Artistic-Social profile. Fits research-and-discovery roles with collaborative components — UX research, product management, teaching, consulting.",
"lever_feedback_form_id": "cf_riasec_v3"
}Other assessments for Lever hiring
Run a different cut on the same candidate by sending one of these from the same Lever pipeline.
Big Five (OCEAN)
personality test
Big Five conscientiousness has the strongest meta-analytic link to job performance of any single personality dimension — corrected ρ ≈ .31 across 117 studies (Barrick & Mount 1991, Personnel Psychology). The NEO-PI-R is the gold-standard instrument and forms the basis of JobCannon's 50-item adaptation, which returns five normalised dimension scores per candidate.
Send from Lever →
DISC
behavioural style assessment
DISC measures observable behaviour patterns (dominance, influence, steadiness, conscientiousness) rather than performance predictors. Its meta-analytic correlation with job performance is modest (~.10-.15, lower than Big Five). Use it inside Lever for team-fit and communication-style mapping at the interview-feedback stage, not as a primary hiring filter.
Send from Lever →
EQ (Emotional Intelligence)
emotional intelligence assessment
Emotional intelligence shows incremental predictive validity over cognitive ability and Big Five for jobs with high emotional-labour demands — corrected ρ ≈ .24 for customer-facing and people-management roles (Joseph & Newman 2010, Journal of Applied Psychology, k=88). Less informative for back-office, technical, or independent-contributor roles.
Send from Lever →
Frequently asked
When does the Lever integration ship?+
Target H2 2026. After Greenhouse, Ashby, and Workable adapters land first.
Can I send RIASEC from Lever today?+
Not natively. Bridge today via the JobCannon REST API. RIASEC is a particularly low-cost bridge to build because completion is short and the result envelope is small — typical bridge implementation 3-6 engineering hours.
How will RIASEC appear on the Lever candidate profile?+
As a structured Feedback Form: three-letter Holland code (e.g. ESC, IRC), six dimension scores (R/I/A/S/E/C 0-100), and a 1-paragraph narrative. Coordinators and interviewers see it inline with the rest of the candidate's feedback in Lever's panel coordination view.
Which Lever roles benefit most from RIASEC?+
High-volume customer-facing pipelines where retention matters — sales, customer success, healthcare, education, hospitality. RIASEC pays off most where mismatched candidates predictably attrit faster and the retention cost is measurable.
How long does RIASEC take?+
Median candidate completion is 10 minutes on JobCannon's 60-item form.
How do I express interest in early access?+
Email [email protected] with your Lever organisation slug.
Be first on the Lever integration with the RIASEC (Holland Codes)
Email [email protected] with your Lever tenant ID. We'll notify you when the Lever adapter ships and beta credentials are available.
Prefer to try the RIASEC (Holland Codes) first? Take it on JobCannon to see exactly what your candidates will see — or read the assessment API docs for the full envelope spec (Riasec).