Why should we assess a candidate before retraining them into ICT?

Before investing in retraining, it is important to confirm if the person has the motivation, behaviour patterns and cognitive capacity needed for ICT roles. This reduces the risk of training dropout and ensures the retraining leads to a successful career transition.

What types of assessments are used for ICT retraining?

For retraining into ICT, organisations typically use both a career choice test and a cognitive ability test. A career choice test helps understand interests and potential job fit, while a cognitive ability test measures problem-solving and learning ability relevant to ICT training.

How can the 4 color personality test help with retraining?

A 4 color personality test provides insight into how a person prefers to communicate, make decisions and work with others. This information supports better career guidance and helps match retraining paths to someone’s natural strengths.

What is a 4 color team report and why is it useful?

A 4 color team report shows how people with different personality patterns work together. When planning retraining, it helps teams, managers and HR understand how someone will fit into new ICT teams and work environments.

Can an assessment predict success in ICT retraining?

Yes. Assessments give objective insight into interests and abilities that correlate with success in training and on the job. They are not guarantees, but they significantly improve your ability to choose the right candidates for retraining.

How long does it take to complete these assessments?

The duration varies by test type. Career choice and cognitive ability assessments are designed to be completed online at a pace comfortable for the candidate. Most organisations plan assessment completion within a few days as part of the retraining process.

What is an assessment for retraining into ICT?

An assessment for retraining into ICT is a structured way to determine whether an employee or job candidate has the right interests and abilities to successfully transition into a new role in information and communication technology. It helps organisations make better decisions about training needs before enrolling someone in an ICT retraining programme.

Assessment for retraining into ICT

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4 color personality test

Saturday 10 January 2026

Before candidates can be retrained into ICT, it is important to determine whether they possess the right interests and capabilities. You can use a career choice test (The Bridge Career) and a cognitive ability test (The Bridge Ability Suite) for this purpose.

Assessment for retraining into ICT

When retraining personnel, it is most effective to strike a balance between knowledge that an employee already has and the new knowledge that they will obtain. A new job often requires different competencies. Therefore, training is often necessary, especially for a new position in ICT.

With retraining, an employee or job applicant consciously chooses to follow an education or training program that helps them move into a different role or even a completely new profession. This step is often taken when someone wants more job security, feels less energy in their current role, or sees better long-term opportunities elsewhere. Retraining is not just about learning new skills, it is also about understanding what kind of work truly fits someone’s natural behavior, motivation, and way of working.

This is where tools such as a 4 color personality test and a 4 color team report add real value. These insights help people understand how they prefer to communicate, make decisions, and work with others. When combined with retraining, this makes it easier to choose a direction that genuinely suits the person, rather than just picking a course based on job availability. Organizations can also use these insights to guide employees more effectively, reduce the risk of a poor career match, and support smoother transitions into new teams or roles.

Reasons for retraining:

There are no options for growth within the current job;
The employee or applicant is no longer motivated within their current role;
There are more perspectives within other functions (think of ICT);
An employee can no longer perform the current function due to physical complaints.

Questions during assessment for retraining:

What position does the employee want to have?
Does the employee have the (cognitive) abilities to successfully complete the training?

A career choice test for retraining

To determine where an employee's interests lie, it is best to administer a career choice test. The Bridge Career is a scientific, professional career choice test that thoroughly investigates career options. After completing the test, the candidate receives an extensive career choice report in which the most appropriate training and professions are discussed. The Bridge Career is available in a college/university version and a vocational school

An ability test for retraining

After the training has been chosen, it can be examined whether the candidate has the right (ability) level for the training. For example, an employee may once have followed a technical education, but the newly chosen (ICT) training requires a higher education level. To determine whether the employee has reached this level through work experience, a comprehensive ability test can be used to measure the employee’s education level.

More information

Want to know more about using our test in staff retraining? You can contact us here.

How to order

You can order an online assessment for your employee or candidate here.

Video: 4-Color Team Workshop Do-It-Yourself package

This Do-It-Yourself team workshop gives you everything you need to run an effective session on your own using the 4-color model or the 16 Jung types. Each team member receives a personal personality report, and you get a clear team report that shows how the team works together. Presentation slides are included, so you can start immediately without extra preparation.

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Frequently Asked Questions – Assessment for Retraining into ICT

Why should we assess a candidate before retraining them into ICT?
Before investing in retraining, it is important to confirm if the person has the motivation, behaviour patterns and cognitive capacity needed for ICT roles. This reduces the risk of training dropout and ensures the retraining leads to a successful career transition.

What types of assessments are used for ICT retraining?
For retraining into ICT, organisations typically use both a career choice test and a cognitive ability test. A career choice test helps understand interests and potential job fit, while a cognitive ability test measures problem-solving and learning ability relevant to ICT training.

How can the 4 color personality test help with retraining?
A 4 color personality test provides insight into how a person prefers to communicate, make decisions and work with others. This information supports better career guidance and helps match retraining paths to someone’s natural strengths.

What is a 4 color team report and why is it useful?
A 4 color team report shows how people with different personality patterns work together. When planning retraining, it helps teams, managers and HR understand how someone will fit into new ICT teams and work environments.

Can an assessment predict success in ICT retraining?
Yes. Assessments give objective insight into interests and abilities that correlate with success in training and on the job. They are not guarantees, but they significantly improve your ability to choose the right candidates for retraining.

How long does it take to complete these assessments?
The duration varies by test type. Career choice and cognitive ability assessments are designed to be completed online at a pace comfortable for the candidate. Most organisations plan assessment completion within a few days as part of the retraining process.

What is an assessment for retraining into ICT?
An assessment for retraining into ICT is a structured way to determine whether an employee or job candidate has the right interests and abilities to successfully transition into a new role in information and communication technology. It helps organisations make better decisions about training needs before enrolling someone in an ICT retraining programme.