An integrated platform for assessing competencies and supporting talent decisions
Mijhar brings selection, assessment, structured interviews, 360 feedback, leadership development, succession planning, training needs analysis and impact measurement into one Arabic-first environment, giving decision-makers documented, evidence-based results.
Trusted by leading government and private organisations
How can we help your organisation?
Every assessment project, followed live through to approval
Competency averages
Leadership assessment centre
Latest updates
The platform builds competencies and questions on recognised professional references and shows every result with its evidence and confidence level, and it issues no hiring, rejection or promotion decision without a documented human approval.
Eleven services in four areas
From the first CV to proving training impact, each service has its own page, method and outputs.
Recruitment and selection
From CV to hiring decision
Candidate Selection and Matching
Matching CVs to role requirements and ranking candidates with clear rationale.
Service page ›
Skills Assessment and Testing
Technical, behavioural and situational tests built on recognised references.
Service page ›
Structured Interviews and AI Interviewer
Competency-based questions with an assessor or the AI interviewer, analysis approved by the assessor.
Service page ›Assessment and development
Measuring competencies with behavioural evidence
Assessment and Development Centres
Simulation exercises, assessors, wash-up session and individual and group reports.
Service page ›
360-Degree Feedback
Manager, peer and direct-report views in one report with rater confidentiality.
Service page ›Integrated competency profile
Linking Results with Global Assessments
Analysing the global assessment results you hold and linking them with platform results in one integrated profile.
Service page ›Leadership and succession
Identifying leaders and building successor pipelines
Needs and impact
From measuring the gap to proving the impact
Training Needs Analysis
Measuring technical, behavioural and leadership competencies and turning gaps into development and training plans.
Service page ›
Training Impact Measurement
Measuring programme impact on four levels: reaction, learning, behaviour and results.
Service page ›
Social Impact Measurement
Impact chain, change indicators and net impact for social and development programmes.
Service page ›A first interview built on the role's competencies, analysed for the assessor to approve
A first-round voice or text interview with standard questions; analysis with quotes and confidence goes to the assessor.
Assessment tools that work together
CV matching
Reading CVs against role requirements, with a fit score, confidence level and rationale for each recommendation.
Situational judgement tests
Realistic work situations where the participant chooses the best response, built on the role's competencies.
Technical tests
Technical questions built on recognised references such as the Saudi occupational classification, each approved before publishing.
AI interviewer
A first-round voice or text interview with standard questions; analysis with quotes and confidence goes to the assessor.
Assessment-centre exercises
In-tray, role play, group discussion and case study, with observation forms and a wash-up session.
360 survey
Multi-source feedback with confidentiality rules, comparing self-ratings with others.
Talent card
One card per employee combining assessment results and comparing them with the group benchmark.
9-box grid
Talent review on performance and potential through management-led calibration sessions.
Competency library
A competency dictionary with behavioural levels that can be aligned with the organisation's own framework.
Manager survey
A survey built in the creation studio, linked to each employee and feeding their needs and impact results.
Skills map
Competency heatmaps by department and job family, showing which roles need most support and why.
Impact cards
Before-and-after indicators for each programme and track, with the source and evidence level of each.
A platform that matches your brand and terminology
Employees and candidates see the platform with your logo, colours and name, and job titles, structure and competency names follow what you have approved, so the platform feels like an extension of your systems rather than an external tool.
- 1Your logo, colours and a subdomain in your name
- 2Job titles and organisational units as you define them
- 3Competency dictionary, reports and messages in your brand
| Job title | Unit |
|---|---|
| Senior HR specialist | Human capital |
| Operations sector director | Operations |
Individual and group reports that support decisions
An executive summary for every project, individual reports with evidence, confidence and a development plan, group analytics by department, and export to PDF and Excel.
Average results by department
How the platform works inside your organisation
Roles are clearly defined, every user has specific permissions, and every output passes through the AI assistant and then human approval before it reaches the final report.
Account manager
Sets up the organisation, weights, pass marks and thresholds.
Operators
Create projects, run journeys and track progress.
AI assistant
Suggests questions, analyses and report summaries.
Assessors and management
Review evidence and approve recommendations and decisions.
Participants
Take assessments through a private link on computer or mobile.
The stages of every journey
Adding participants
Upload a file in your format or connect to your systems.
Creation studio
Prepare and approve tests and interviews before publishing.
Launch and follow-up
Send invitations and reminders and track progress.
Results and reports
Rankings, recommendations and human approval.
Designed for the requirements of government and private organisations in the Kingdom
Documented human decisions
The platform issues no automatic decisions; every approval records the user and time.
Data protection
Designed around the Personal Data Protection Law, with full separation of each organisation's data.
Precise permissions
Account managers and operators with defined permissions, and a tamper-proof audit log.
Measurable fairness
Monitoring differences between groups, with professional references for competencies.
Frequently asked questions about Mijhar
What is Mijhar?+
Mijhar is an Arabic-first talent assessment platform from Coresight. It brings selection, assessment, structured interviews, 360 feedback, leadership development, succession planning, training needs analysis and impact measurement into one platform.
Which services does Mijhar offer?+
Eleven services in four areas: recruitment and selection, assessment and development, leadership and succession, and needs and impact. Each service has its own page, method and outputs.
Does the platform make hiring or promotion decisions automatically?+
No. Every result is shown with its evidence and confidence level, and no hiring, rejection or promotion decision is issued without documented human approval.
Can we use the Hogan, Saville or SHL results we already have?+
Yes. We analyse the global assessment results your organisation uses and link them to platform results in one integrated competency profile that shows the source of every score.
Can the platform carry our organisation's branding?+
Yes. It appears with your logo, colours and a subdomain in your name, and uses your job titles, organisational units and competency dictionary.
What reports does the platform provide?+
An executive summary for each project, individual reports with evidence, confidence levels and a development plan, and group analytics by department, with export to PDF and Excel.
Where do you deliver your services?+
We serve government, private and non-profit organisations in Riyadh, Jeddah, Makkah, Madinah, Dammam, Khobar and across Saudi Arabia and the GCC, in person or online, in Arabic and English.
A demo built around your needs
We will show you the platform around your needs. Our team will contact you within two working days.