Assessment v. Recruitment
Project Details
The first step to setting up any project is to add the basic necessary information to give candidates an idea of what the project is all about, who they can contact should they need assistance and who’s in charge of managing the whole process. In case of a recruitment projects, this bit requires some more information such as the working hours of the role, the location and the number of candidates you’d like to place.
Pro tip: Consider adding a welcome video to make the whole process have bit more of a personal touch!
Application Flow
The application flow is where you can specify the information you’d like to know from the candidate as well as the assessments you’d like them to complete.
Like setting up a project itself, the first step to setting up an application flow is to give it a title and a description, note that these are exclusively for internal use so that you can quickly identify and reuse the application flow for another project later.
After designing your application flow with a glorious title, it’s time to get into what we’re really here for:
Assessments:
- These could be anything from the psychometrics you all know and love, to home–brewed virtual assessments such as written exercises or recorded interviews which can be created via the templates tab.
Application Forms:
- These are customisable online forms where candidates submit their personal details, work history, and responses to role–specific questions to gather exactly the information you need for efficient screening and assessment.
Manual Activities:
- Manual activities are tasks that can be set for the hiring manager during the application process, for example, after completing the first stage of the project a manual activity can be a used to hold candidates while the hiring manager conducts reference checks.
Stages & Gateways:
- Stages are ways of splitting the application process into segments to save both you, and your candidate’s time. There are 3 types of gateways:
- Manual – Have hiring managers move candidates to the next stage after review their results.
- Automatic – Automatically move candidates to the next stage regardless of their responses/ results.
- Automatic Score Checks – These can be used to filter candidates who score below a certain threshold on any of the ability tests.
Let’s say you’re hiring for an engineering role, in the first stage you may wish to sift candidates based on their psychometric results, and so in the first stage you have candidates complete a mechanical reasoning and numerical reasoning assessment. Using automatic score checks, if they have an average Sten Score of 7+, we move them into the next stage where they are asked to complete a PQ and an Application form with a manual gateway. If the hiring manager reviewing their results and application forms sees them to be a good fit for the role, they can then pass the candidates into a third stage wherein they can organise for an in–person interview.
Advanced Project Settings
- Integration Reports
- Set which reports get sent to the integration you’re using (if you’re using one of course)
- Candidate Reports
- Select which psychometric reports you’d like to be automatically sent to the candidate.
- Alternative Scoring
- Not a fan of Sten Scores? Great news, you can use this setting to change the scoring to either percentiles or t–scores.
- Score Banding
- Change the score banding to determine, what’s red, amber or green.
- Multi–Language Assessments
- Enable candidates to complete the assessment in whichever language they feel most comfortable.
- End of assessment redirects (automatic redirect toggle)
- Redirect candidates to any webpage you wish after they complete all elements of the project. This can be toggled to be either automatic or by providing a link for them to click.
- Submission Page Text
- Customise the submission page to add any important information a candidate might want to know prior to submitting their results or to just congratulate them for persevering through it!
- Report Timing (Integrations)
- If you’re using an integration, you can use this feature to make sure you only receive candidate reports within certain time periods.
- Report Delays (Candidates)
- Add a delay to automatically sending candidate’s their psychometric report after they submit their results, we recommend this to make the process feel less robotic or impersonal.
- Link Expiry
- Add an expiry timer on candidate invites so they must complete the project within a certain time period (i.e., one week).
Once all is complete, you can finally click complete and begin sending out invites to willing candidates!
Templates
The templates tab is the place for you to really get creative and add your own flare to the assessment process by creating bespoke templates for written exercises, recorded Interviews and much more.
The process is simple, just select the assessment you wish to create from the list on the left–hand side, click the “Create new” button in the top right and follow the steps. Once you’re done and your happy with the content of the assessment, simply hit publish and the assessment will be available for use in any project you create going forwards.