Candidate and Employee Registation Section

Registration Requirement for Job Opportunities

At APromise International, only candidates who have completed the Candidate and Employee Registration process are eligible to receive job opportunities and services offered by the organization.

Upon successful registration, each individual is assigned a unique identification number. This number is permanently linked to their Employee Performance Score (EPS), which is calculated out of a maximum of 800 points.

The EPS reflects key performance and behavioral factors such as attendance, communication, work quality, and professionalism.

  • Candidates with a high EPS will be given priority access to better roles, projects, and exclusive opportunities.

  • Candidates with a low EPS may receive limited or no access to job opportunities and services, depending on the severity of their score.

Note: Registration is mandatory to be part of the APromise International network and to maintain eligibility for job placements and related benefits.

Register now

APromise International Candidate & Employee Performance Score (EPS)

The Candidate and Employee Performance Score (EPS) is a standardized 800-point system used by APromise International to evaluate both candidates and employees. It measures key factors such as attendance, communication, behavior, work quality, and professionalism. The EPS promotes fairness, accountability, and consistent performance standards across the organization, ensuring that reliable and responsible individuals are recognized and rewarded.

Impact of a Lower EPS for Candidates :
Candidates with a lower Employee Performance Score (EPS) may face certain disadvantages that reflect concerns about reliability or professionalism. These negative points can include:

1. Reduced Hiring Chances:
Employers may view low EPS as a sign of inconsistency or unreliability.

2.Limited Job Opportunities:
Candidates might be shortlisted less frequently for key positions or trusted
roles.
3.Reputation Risk:
A lower score can indicate poor behavior, communication issues, or failure to meet
commitments.

4.Longer Verification Process:
HR teams may require additional background checks or references before
hiring.

5.Lower Priority for Projects:
In cases of contract or freelance work, low-EPS candidates may be assigned less
critical projects.

6.Need for Re-evaluation:
Candidates may be asked to undergo a performance review or probation period
before full employment confirmation.

Benefits of a Higher EPS Score:
Candidates with a higher Employee Performance Score (EPS) enjoy several advantages that highlight their reliability, professionalism, and commitment to excellence. These positive points can include:
1.Stronger Hiring Advantage:
Increases chances of selection and shortlisting for job opportunities.

2.Positive Professional Image: Demonstrates reliability, commitment, and professionalism to employers.

3.Faster Recruitment Process:
High scores can reduce the need for extensive background checks or
verifications.

4.Access to Better Roles:

Candidates with higher EPS are more likely to be offered senior or trusted positions.