Note: you can only add new users if you are a Owner.  

Enter the People page to add a new user.  

Click on + Add new person, complete the required fields and click Save.   

(When a role is selected for a person that do not already have an account in the platform, an invite will be sent to the person to create an account).  

Once you added a new user to the platform, you have to make sure that you assign a role or multiple roles to the user; otherwise the user will not receive an invitation to activate their profile.   

Click on the three dots on the right-hand side in the People list and click Edit. On this page you can assign a role to the user in the Development and in the Recruitment Modules. 

Development roles 

Development Admin 
A development admin manages the development/performance module. They can set up reviews for these leaders and invite employees to provide feedback. 

Leader 
Leaders can create reviews for themselves or their subordinates and invite employees to provide feedback. They are only able to invite existing employees to provide feedback.

None 
If “None” is selected, the user does not get access to that module. With “None” in both modules and Owner flag not selected, the user is labeled as an employee in the system and will have no login access to the platform.  

Recruitment roles 
Recruitment Admin 
A Recruitment admin manages the recruitment module. They can create their team and have access to all recruitments and candidates. 

Recruiter 
A recruiter sets up recruitments and invites candidates to participate. They are only able to see their own recruitments and candidates that they have created.  

None 
If “None” is selected, the user does not get access to that module. With “None” in both modules and Owner flag not selected, the user is labeled as an employee in the system and will have no login access to the platform.  

Once you have assigned a role to a user, an invitation to login to the platform will automatically be sent.  

If you would like to add a module to your organization or deactivate a module, you need to contact your Assessio account manager or customer support, since this will involve changes to the payment for the platform services.

You can change your language in your settings. Click on your name at the top right and go to Language. Choose a language and click Save.

To set up and activate the integration between the Assessio platform and Teamtailor, you need help from Assessio.

Contact us at support@assessio.se or reach out to your designated account manager, and we will help you with the set up! 

For more info on how to use the integration once it has been set up, check out this video in the Recruitment Section below.

Using MFA means that, in addition to your usual login combination (e.g. an email address and a password), you need to enter a specific one-time-code that you receive on your smartphone.
Some web applications send such a code using an SMS message, other web applications use an ‘Authenticator’ app that you install on your smartphone. This app generates a new code every minute, which is always valid for 1 minute only.

The MFA can be enabled by the owner of your Organization through the Security settings menu.

Your organisation wants to adopt MFA – what does this mean for you?

The first time you log in, you will see a Mobile Authenticator Setup page with a QR code and an explanation of how to setup the MFA. After you have scanned the code, you will see a 6-digit code on the screen. Enter this code into the One-time-code field on the page. You can also provide a Device Name to help you manage your OTP (One-Time-Password) devices.

All subsequent times you log in, you will see the one-time code entry field.
You open the Authenticator app and copy the 6-digit code you see there.

It doesn’t work, what should I do?

It’s possible that you are able to enter a code, but you receive a message that it is invalid. Each code is only valid for 1 minute. If the time difference between your smartphone and the device you are trying to log in to (e.g. your laptop) is too big, the code will no longer be valid when you enter it. Check the time of your smartphone and your laptop and adjust them if necessary so that they match up better.

It’s also important that you make sure to keep the Authenticator app on your smartphone. Should you (accidentally) delete the app, or your account in the app, you will need to contact Assessio Support. Support can reset your MFA so that you can set up your MFA connection again, meaning that you once again need to scan a QR code and follow the necessary steps.

As a Recruiter you are able to create and manage recruitments in your organization. You can create a new recruitment, invite candidates, view the progress of a recruitment and see the assessment results. 

Adding new recruitment 

Click on + New recruitment process to add a new recruitment. 

Step 1 

• Enter a job position name
• Choose the language of the recruitment. The candidates receives the invitation in the language that has been set for the recruitment. 
• Choose the HR recruiter. Candidates get informed of the recruitment contact in the invitation email, as being the person to contact if they have questions related to the recruitment. Recruiters can change the contact, but not remove it. 

Step 2 

• Select your lens.
• Note that you can scroll through all lenses if you want to, but we encourage you to use the filters “Department” and “Level” to zoom in on the lenses that are most likely to help you find and choose the right candidates.

Step 3 

• Enter the candidate’s email address. Note that you can add multiple addresses; one by one or by copy-pasting multiple addresses from e.g. an Excel-file.
• Enter a deadline (optional). This deadline will be visible in the invitation email and displayed in the assessment package. The assessment will not be closed after this deadline. 
• Send Invite

View progress and results 

Within the Recruitment tab, you can see the list of your recruitments. 

If you click on a recruitment in the recruitment list, you will see the details of this specific recruitment and a list of all the candidates that have been invited and the status of their assessment. When the candidate completed the assessment the match score will be visible.  You can rank candidates by their match scores for the selected lens.

By clicking on the candidates name you will see the scores on the competencies that are related to the selected lens. Here you can also compare results for multiple candidates. 

If you want to remove a candidate from a specific recruitment (for example, if the candidate has withdrawn) you can do this by following these steps:

• Go to Recruitment -> Recruitments 
• Click on the recruitment 
• Search for your candidate and click on the three dots 

• Click on Remove candidate
  

The candidate will be removed from the recruitment but is still visible in the candidate list. This makes it possible to add the candidate to a new recruitment and use the data again. If the candidate has not completed the assessment and you want to delete the candidate completely from the system, you can do this on the All candidates page.  

Click on All candidates to see a complete list with all the candidates who were added to a recruitment. On this page you can Delete the candidate. This means that the personal data and the assessment data will be removed from the platform. 

Note: this is different from removing a candidate from a specific recruitment. In that case the candidate will still be in the platform but will not be part of the specific recruitment anymore.

Yes, that is possible. Go to Your Organization -> Settings -> Recruitment settings.
On this page you can specify the period of inactivity before a candidate is automatically deleted. It is set to 730 days (2 years) by default.

The auto deletion period of X days counts from the last time the candidate has been active for the organization. This means that if the candidate is added to a new recruitment before the end of this period of inactivity, they will be saved for another X days.  

The Recruiter Admin is informed about the date when the candidate will be deleted, in the All candidates page. After the candidate has been inactive for this period of time, all data of this candidate is deleted.  

You can enter a privacy notice to inform their candidates on how the personal data is being processed and used. The organisation Owner can put a link to their Privacy Notice in the Recruitment settings, so that candidates are informed about how their data is processed, along with a contact email to the organisation for any further questions on how to exercise their rights.    

 The Privacy Notice for candidates may be different from the Privacy Notice for Leadership Feedback. Since Leadership Feedback gathers data to be processed for the development of existing employees, it may refer to a document only accessible internally in the organisation. The Privacy Notice for recruitment processes is also for potential and future employees and thus need to be a link that is accessible publicly.     

 In the Recruitment Settings of the platform, the Owner has the possibility to add a link to the Privacy Notice for the candidate.    

Owners are informed that the Privacy Notice shall give information about: 

• Candidates’ data being kept if they are employed   

• How and who to contact to withdraw consent to reuse their scores   
• How and who to contact to get their personal data that are stored in the platform   
• How and who to contact to delete all their personal data that are stored in the platform    
• How long their data is being stored in the platform (retention time)   
• The link should be accessible from outside the organisation.   

Information about the Privacy Notice is displayed under Legal mentions in the invitation email, consent email, feedback email and on all introduction and explanation screens of the Assessment Package.   

The candidate experience plays an important role in every part of the recruitment process; assessments are of course no exception. As a recruiter, it’s therefore important for you to know all the steps candidates are required to complete, to provide necessary support and answer potential questions. Let’s take a closer look at the journey from invitation to feedback – from the candidates’ point of view.   

The first point of contact with the assessments is the invitation email sent from the system. This email contains some general information about the assessments, the deadline for completion and a link to get started. The email also contains your contact info as well as information about Assessio’s cookie policy.   
  
When candidates click on the assessment link, they will be redirected to the test platform. They will then need to fill in their names, before moving into the overview of the assessments. This next page contains information about which assessments are to be completed, privacy policy and some tips to help candidates through the process. By clicking the ”next”-button the candidate will be sent through to the first assessment.   
  
Before starting the actual assessment, the candidates will receive some information about the specific assessment they have initiated, as well some general tips. Before the candidates start the actual assessment, they will be required to take a short “test tour”, which demonstrates the user interface and how to respond to the items. Candidates will also need to complete two sample items before moving into the assessment, to make sure that the instructions have been understood.   
  
Once candidates have completed the assessments, they will be redirected back to where they started. If there are other assessments they are required to complete, they will follow the same steps described previously.   
  
When all assessments have been completed, candidates will get access to their feedback. The feedback includes information about the scales being measured in each assessment, their scores, as well as some guidelines on how to interpret them. Your contact information is shared at the bottom of the page, to ensure that candidates know where to direct questions or if they want more information.

Effective leadership is a critical factor for our ability to accelerate our strategy, reaching our goals and managing our culture in the right way. We implement this product to help our leaders to be more functional in their roles, but also to elicit critical data that can help HR to act more strategically, addressing our critical gaps.

We recognize that the key challenge for our company will be to take the organisation to a “front runner” position on people – it’s the only way to create a sustainable culture but it’s also the best way to reach our targets. In line with this there is a need for an effective tool that continuously can assess performance, give actionable insights, and highlight the gaps.

In this we also recognize the important part leadership plays for us to be able to realize our strategy and to enable the right customer experience. The way our leaders behave is the foundation for employee engagement and a critical building block in our culture, and as such our leaders have a direct influence into our customer experience

No, it is a tool for giving and receiving feedback on behaviours.
Personality is about more or less static predispositions. Leadership feedback is about behaviours we can develop, learn, and affect.
This is not focused on pinpointing whether you are a good or bad leader, not even what you have or have not done. Its only focus is to highlight how the team perceives how well you are meeting their needs and what you can do differently to become more effective in terms of helping the team to develop their performance. 

No, it is intended to be used between the leader and the team.
Effective leadership should always be measured and defined based on the teams/organizations performance and this is why Leadership Feedback focuses on the team´s perspective. However, when receiving feedback as a leader, we would still recommend that the results are used as part of your development dialogue with your own manager. 

Click in the Development Module on + Create review.

Step 1  

• Add a review name.
• Select the person being reviewed. 
• Select an owner for this review: the owner is the person who is responsible for this review.

Step 2  

• Create the review team by adding persons.  
• Select performance area weightings. Changing the weight impacts the calculation of the score.  

Step 3  

• Select when you want to send the review requests to the review team.

• Set deadline for receiving completed reviews from review team.  
• Click continue. The review has been created and requests have been sent to the review team. 

Once you have created a review you can manage the progress of the review on the Performance page. Use the search field at the top of the page and search for the for the person who is being reviewed. When there are multiple completed reviews for this person, you can select the review by using the dropdown list.  

By clicking on ‘View’ you get to see who the feedback providers are and whether they have completed the feedback or not.  

Below Active reviews you can see the reviews that are still in progress.  

Click View to see the progress of each reviewer. Here you can add a new reviewer or send a reminder to a reviewer. 

If a review is still in progress, it is not possible to see any of the feedback yet. For this you first need to mark the review as complete. This will most often be after all reviewers have provided their feedback, but it is possible to do this even without all feedback being completed.   
Note that when you mark a review as complete, the review is closed and no more answers can be received or entered.

Once you click on ‘Mark complete’, the Review is completed and the manager who is receiving the feedback can view the outcomes in their Dashboard. 

Leadership Feedback is designed to be used multiple times over a year, ideally three to four times. It is not intended as a “one off” truth teller of who is a good leader and who is not. The value of the product is in the insights it can give individual leaders and organizations over time. Of course, this also depends upon the specific circumstances for your organization and purposes – it could be used one time but then the potential value would be much lower in terms of positive organizational outcomes (higher performance, increased engagement, better managed culture and accelerated strategy).

It helps you realise your maximal potential as a leader and to gain insights into what you can do differently to be more functional/effective in your current leadership role.
It helps you to see what is working and what challenges still remains to be solved to develop an effective unit.
There is a broad consensus about feedback being a crucial component in professional development. Giving feedback is however a difficult task. This is a way for you to discover what impact you can have on the team when you change your leadership style.
Leadership feedback helps your team, yourself, and your leaders to structure the feedback process, connect it to performance and making the feedback process as valuable as possible.

The scores you receive are not absolute in the sense that a specific score always mean that you act in a specific way as a leader. The scores are contextual and dependent on the Teams view of how well your leadership matches their needs.

What can be said is that the closer the score is to 100, the more your team feels that you are doing the right things in the right way for their current needs.
Remember that a team’s needs are likely to change over time and that there are no “right leadership” that will always work in all teams all the time. Your leadership needs to change and evolve together with the team to be effective and functional. One single score will never tell the full story, but it will tell you what you are doing that helps the team, and what you need to do more or less of to help the team develop.

We would rather think that a “good trend” is much more valuable than one single good score. But for a single review, scores over 80 will be treated as “strengths” by the system, both at the overall score level and on the four sub-scores connected to each performance area. However, a score over 80 in one of the four performance areas, does not mean that you can’t change or improve anything in relation to that specific area. But it likely means (in most cases) that there are probably more to gain for you, your team and your organization by focusing on changes in other areas with lower scores.
If all scores are over 80, then you may put more focus on discussing with your team how you can try to make sure to keep the good result. What are the key things to keep doing and keep focusing on to stay on track with the team?

The model is focused on critical “common factors” for all leadership roles and are designed to help managers understand their leadership behaviors along two domains, how they lead and what they focus available resources on. The driving-enabling balance describes the way the group are motivated and lead, the strategic-operative balance how the group is working and focusing. For any leader to be effective in any kind of team, he or she needs to create a culture that allows:

• development and market focus (strategic leadership)
• internal agreement and process discipline (operative leadership)
• a clear direction and a “how” (driving leadership)
• involvement and empowerment (enabling leadership)

Your knowledge and expertise are critical factors that you should use in your everyday life. But if you don’t use it the right way as a leader, your team will not benefit from it. This product, and the questions used, will help you get insights into how you, from your leadership position, can lead the team as effective as possible. 

You can start a new recruitment by going to the menu on the left and clicking on Recruitment.
Now you see your recruitment page. By clicking on New recruitment process, you start the three step process of creating a recruitment.

In the first step you enter the job position name and maybe add a description. Then you choose the language of the recruitment. The candidates receive the invitation in this language.  Finally you choose the HR recruiter. Candidates get informed of the recruitment contact in the invitation email, as being the person to contact if they have questions related to the recruitment. You can change the contact later if needed. 

In step 2 you select the lens. The lens determines which qualities of a candidate are important for the match with the job position. You can look for appropriate lenses by filtering based on department and job level.  

For all candidates, general mental ability and personality are measured, but what specific parts of these measures that are used to match the results towards the job in question, is determined by the lens that is selected.  

By selecting a lens, you determine whether the job requires more strategic, operative, driving or enabling behavior. The data that the candidate provides is then looked at through this lens, determining which candidates has the highest likelihood of job-matching behavior.
The candidates with the highest match score are likely to be the most suited candidates for the job. 

In step 3 you enter the candidate’s email address. If you want to add multiple candidates at once, just paste a list of email addresses, separated by a space or comma. You can provide a deadline that will be visible in the invitation email and displayed in the assessment package. However, the assessment will not be closed after this deadline, candidates can complete the questionnaires even after this date.  

When you click ‘send invite’, the invitation email will be sent to the candidates and they can start completing the required assessments.
You can resend the invitation by clicking on the three dots to the right of the candidate name and click Resend invite.

– Add a review name.   

– Select the person being reviewed.   

– Select an owner for this review: the owner is the person who is responsible for this review; in most cases this is the same as the person being reviewed. 

– Create the review team by adding persons.  

– Select performance area weightings. Changing the weight impacts the calculation of the score. If you do not have a very clear reason to change this setting, we recommend keeping it in the standard setting. 

– Select when you want to send the review requests to the review team   

– Set deadline for receiving completed reviews from review team   

– Click continue. The review has now been created and requests have been sent to the review team.

The way in which your team have provided the feedback, is that we pose them with 12 questions about your Leadership Behavior and ask them indicate of you do this behavior at a level that is “Just right”, “Too little” or “Too much”. Only if all team members say that you perform just right on all twelve different specific behaviors, will your score be 100. This is not a common score!

You can click on Performance, on the left, to gain more insight into how your own leadership performance is viewed and where this feedback is coming from.

The purpose of these scores is not to rate your performance, or to give you a grade, but rather to help you identify key ways of better matching your leadership to the team’s needs. It’s not about right or wrong, it’s about creating the best possible fit to drive the team towards greater success.   

On the Performance page you’ll quickly see which of the four performance area’s has the highest match with what your team needs and which areas have a lower score; these might need some adjustment.

To get started on these adjustments, click on View insights to go to the Development page and gain some Key insights for your development. Here you’ll also see your development progress, in case you received feedback more than once. And you’ll see your Area of strength, where the fit is highest. 

When you scroll down the Development page you’ll find extensive information on the four performance areas. This includes a summary of the feedback, more in-depth description of strengths and opportunities in behavior, as well as suggestions on how to develop specific areas of your leadership.. 

You can view each performance are by simply clicking on them. This information is based on performance questions that your team has answered, three questions per area of leadership.
The team has also provided general input in free text format, regarding what they think you should do less of and what they think you should do more of. You can find this information at the bottom of the Development page.