Hi and welcome!

Here you’ll find answers to our most frequently asked questions along with other valuable information about the platform in the areas of Assessment, Platform, Recruitment and Development.

 

You want to get started as quickly as possible?
Check out our QuickStart Videos below!

FAQ - General Platform usage

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.

FAQ - Recruitment Module

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.

FAQ - Development Module

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. 


I
f 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. 

The Assessio Performance Framework

The Assessio Performance Framework is the overarching model we use to structure data and communicate assessment results in the Platform. The Performance Framework categorizes behavior in four major performance areas, that apply to all businesses and all levels in an organization. These are: Strategic, Operative, Driving and Enabling.

Strategic 
Strategic performance is about positioning your organization for the future by focusing on long-term goals and change. It’s about pursuing vision and innovation.

Operative 
Operative performance is about securing results here-and-now by focusing on short-term goals and efficiency. It’s about streamlining and getting things done through operational excellence.

Driving 
Driving performance is about ensuring commitment through clear goals and performance expectations. It’s about taking command, setting direction, following up and driving new initiatives forward.

Enabling 
Enabling performance is about ensuring involvement and motivation by taking a step back, providing support and ensuring that others feel involved and are able to utilize and develop their skills as needed.  

MAP

MAP is a questionnaire designed to measure personality according to the five-factor model of personality. The MAP test contains a total of 200 items and takes about 15-20 minutes to complete. 

The five-factor model is the dominant model in personality psychology when it comes to describing different human traits. It has been researched across many populations and cultures and continues to be the most widely accepted theory of personality today.  The five factors are: Emotional Stability , Agreeableness , Openness , Extraversion and Conscientiousness .

Emotional stability 
Emotional stability refers to an individual’s general trust in their own ability and how the person handles stressful situations. The scale also refers to an individual’s tendency to experience negative emotions such as anxiety and worry. Some individuals are perceived as calm, even during stressful situations. They are likely to have high self confidence and trust in their own ability and come across as positive and confident even during demanding or stressful situations. At times they may be perceived as somewhat unreflective.

Others may be characterized as open to feedback and self-reflective. They may also be more anxious and easily stressed and may be more critical towards their own work efforts and their ability to handle different situations. 

Agreeableness
Agreeableness refers to the way a person interacts with others and how they function in interpersonal relationships. The scale examines the extent to which an individual trusts others, how interested they are in others and how much they care about the needs and interests of others.

This scale also explores an individual’s level of compassion, willingness to help and cooperate with others and their interest in building and maintaining relationships with others. Some individuals are characterized as warm, trusting, vigilant and caring. They pay attention to and care about what other people think and feel. Others are described as more self-contained, pragmatic, objective and emotionally independent. They are often perceived as more independent and tend to be less affected by what others think.   

Openness 
Openness refers to a person’s need for mental stimulation and internal experiences, referring to emotional experiences that occur within oneself. Openness explores the need for new experiences, knowledge and mental stimulation. The scale also seeks to measure an individual’s appreciation of aesthetic expressions such as art and music.

In addition, openness examines an individual’s receptivity to their own and others’ feelings, their level of imagination, intellectual curiosity and general openness to new experiences. Some individuals are perceived as more down-to-earth, realistic, preferring logical reasoning and objectivity over intuition and emotional experiences. They usually have a preference for things have been proven to work, rather than the uncertain and unknown. Others have a higher need for internal and external experiences. They tend to have new perspective on things and are often perceived as creative, imaginative and open. 

Extraversion 
Extraversion refers to a person’s need for social interaction and the amount of energy that they direct towards their social environment. Some individuals tend to focus more on their own thoughts than looking for impressions within their surroundings. They are usually perceived as more reserved than others and may be more cautious when approaching new people. Other individuals have a greater need for social interaction and enjoy being around other people. They tend to feel energized by others and come across as energetic, enthusiastic and talkative and are often self-confident in social settings.   

Conscientiousness 
Conscientiousness refers to the way an individual approaches different types of tasks and what drive they have to achieve their goals. The scale examines the degree of conscientiousness, orderliness, structure and self-discipline. Some individuals are perceived as more easy-going and relaxed in relation to their tasks and goals. They may be more flexible in their way of working and are perceived as more pleasure-driven or unplanned. Others are perceived as structured, planned and organized in their way of achieving goals. They usually structure their work carefully and come across as persistent. 

Within each of these five factors in MAP there are an additional five sub-scales. This means that in total we have 30 datapoints that can be related to and predict the potential for specific behaviors within the four performance areas in the Performance Framework.  

Matrigma

Matrigma is a test that measures fluid intelligence and it takes 12 minutes to complete. Research has shown that tests such as Matrigma have a strong predictive ability for many different outcomes such as academic success and job performance. The test is adaptive which means that it adapts the difficulty of the items to the candidate’s performance during the test, to find the correct level of their ability.  

The result of Matrigma is combined with results from MAP to predict the potential for specific behaviors within the four performance areas in the Performance Framework. 

Leadership feedback

The Leadership feedback tool is designed to measure different leadership behaviors as experienced by the members of a Team.
The feedback questionnaire contains 12 questions and two free text questions. These 14 “tasks” take approximately 5 minutes to complete.
 

As a leader you can be perceived to do things at a level that is Just right for the Team.
But you may also do some things too much or too little and then potentially fail to get the best out of your Team and your Leadership.
 
The scale used for the feedback is based on this concept of Just right, Too much and Too little.
With this scale the Team can provide clear feedback on areas where they think you’re doing great (Just Right) and also provide directional feedback when they believe you’re doing too much or too little in some parts of your Leadership.
This makes it easier for the Team to give feedback and easier for you as a Leader to understand and act on the results.
  

The leadership feedback is based on the Performance framework of Assessio and differentiates between four Performance areas of leadership: Strategic , Operative, Driving and Enabling.

Strategic Leadership
Strategic leadership is assessed using the following three behaviors in the leadership feedback questionnaire: Focuses long term, Seizes opportunities and Drives change.

Operative leadership 
Operative leadership is assessed using the following three behaviors in the leadership feedback questionnaire: Takes charge, Makes decisions and Challenges others.

Driving leadership 
Driving leadership is assessed using the following three behaviors in the leadership feedback questionnaire: Focuses short term, Plans and organizes work and Demands process discipline.

Enabling leadership 
Enabling leadership is assessed using the following three behaviors in the leadership feedback questionnaire: Supports, Delegates and Involves others.

Logging in

In order to log into the system you need a username and password. If you are the first user in your organization you will receive an invitation by email, provided by your Assessio contact. You are then set as an owner and will be able to invite others into the system. The username will be your email address and you will be prompted to set your own password. If you did not receive an invitation email, contact Assessio.

If you are not an owner but a user, you will also receive an invitation which includes an activation link to create a username and password. Only Owners in the platform can invite new users.

 

Modules

The Assessio platform has two major modules: Recruitment module and Development module.

Recruitment module 
The recruitment module consists of assessments and tools that you can use to make predictions about which candidates will be successful in the available position. You can create your own recruitment for a specific position, select a lens and see which candidate have the best match towards the chosen lens.  

Development module 
If you are interested in the development potential of your employees, either within their current position, or regarding a different position in the near future, you can use the assessments and tools within this module. The development module includes Leadership feedback where managers can create their own reviews and ask their teams to provide feedback on their Leadership.

Users

In order to use the Assessio platform you need to be a user. Users are created by the platform owners. Once a user is created in the system, they will receive an invitation by email. If you are an owner you can: 

– Add a user  

– Remove a user 

– Edit a user 

Adding users 
Click on + Add new person, complete the required fields and click Save. Once you added a new user to the platform, you have to make sure that you also assign a role or multiple roles to the user. Otherwise, the user will not receive an invitation to activate their profile/role. When a role is selected for a person and they do not have an account yet, an invitation email will be sent to the person to create an account. 

Removing users 
Click on the three dots on the right-hand side in the People list and click Delete person. All personal details will be removed. Scores and feedback (if applicable) will remain available anonymously. 

Editing users 
Click on the three dots on the right-hand side in the People list and click Edit. On this page you can edit the personal details and assign a role to the user. Note that changing roles may affect their access to certain functionality.  

  

Roles

Depending on which modules are active in your organization, different roles can be set for users of the Assessio platform. 

Recruitment roles  
The Recruitment module has three role options: 

– Recruitment admin 

– Recruiter

– None 

Recruitment Admin  
A Recruitment admin manages the recruitment module. They can create their team and will 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.

Development roles  

The Development module has three role options: 

– Development admin 

– Leader 

– None

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 to them. They are only able to invite existing employees to provide feedback (why only existing employees?).  

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.

Settings

Owners in the platform can change the settings used for the organisation, such as a contact and a privacy policy. In the Recruitment Settings of the platform, an owner has the possibility to add a link to the Privacy Notice for the candidate. 

Organization settings 
In the organization settings you can add a primary contact which will be your organization’s first line support. This contact details will be visible for Assessio.  

In the organization settings it’s also possible to add a privacy notice of your organization. Click on Edit and set here your privacy policy link.

Recruitment settings 
You can enter a privacy notice to inform candidates on how their personal data is being processed and used. Put a link to your organization’s Privacy Notice in the Recruitment settings, so that candidates are informed about this and include a contact email to the organization on how to exercise their rights or for further questions.   

The Privacy Notice for candidates may be different from the Privacy Notice for Leadership Feedback, because this later is focusing on data processed for the development of the employees, it may be an internal link. While the Privacy Notice during recruitment process is for potential employees and need to be a link that is accessible publicly.   

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 organization.  

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

 

Candidate auto deletion 
On this page you can also indicate the period of inactivity before a candidate is automatically deleted. It is set to 730 (2 years) by default. The auto deletion period X 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.

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. 

GDPR


The
Assessio platform complies with the GDPR by implementing the following features.

Article 13: right to be informed 
If your organization wishes, a company Privacy Notice can be submitted by the Owner in the Recruitment Settings. This text will be shown each time a candidate logs in.  

Article 15: right of access 
Within the platform a participant has access to his report immediately after completing the available online questionnaire(s). A Recruitment admin can, when a candidate so requests, export the candidate’s personal data via the All candidates page. All contact information that is stored (name, email, assessments) is exported as a JSON file. Only one candidate’s data can be exported at once.  

Article 17: right to erase 
A user can remove a candidate from a specific recruitment. In this case the candidate is not deleted and can still be accessed from the All Candidates list. 

Via the All Candidates list, a user can delete a candidate. The candidate will be deleted from all recruitments and will be completely removed from the system. At this page you will see in which recruitments the candidate is active. 

 

Identifying candidates with the potential to consistently perform at a high level

The recruitment module consists of tools and assessments to help you make predictions about which candidates that are likely to be successful in the available position. To achieve this, you simply create your own recruitment for a specific position, select a lens and review the results summary page to see which candidates have the best match scores.

 

The Assessio Performance Framework and Competencies

To be successful in any role, you need to be able to handle the four areas/domains in the Assessio Performance Framework (Strategic, Operative, Driving and Enabling) in an efficient and effective way.
Of course, depending on the role, the ideal focus and balance between the four areas will be different. 
 

To help with understanding and zooming in on the most important aspects of different roles and at different levels in an organization, Assessio has created a comprehensive set of competencies that are connected to each of the four performance areas or domains. 

For each of the four performance areas/domains there are:

  • A General competency 
  • A Leadership competency
  • Four Specific competencies, aimed at targeting more specific behaviors within the area/domain

All in all, that means that we have 24 different competencies that connects with the Performance Framework.

The 4 General and the 16 Specific Competencies that are used in the platform:

The 4 Leadership Competencies (with the main Leadership Behaviors for each area):

To make it easier for you as a user of the platform, we have put together a number of  Ready-made combinations of competencies, what we call Lenses, to help you identify potential for different roles. 

 

Lenses

Lenses are the main way to view and interpret results in the recruitment module of the Assessio platform.
In the same way as lenses in a pair of glasses or binoculars help you to see more clearly or to focus in on specific parts of what you’re looking at, we use lenses to help you make better sense of the data provided by the platform. 
 

Practically, a lens is a structured way to evaluate potential scores for the different performance areas, and match them to a certain role or function.

The 41 different ready-made lenses in the Assessio Platform are based on research that was conducted using O-Net. The O-Net database contains hundreds of standardized and occupation-specific descriptors on almost 1,000 occupations. For instance a Sales manager needs to perform mainly in the Strategic area (36%), and less so in the Operative (24%), Enabling (21%) and Driving (19%) areas.

When evaluating candidates for a specific roles, we need to be aware of two things:

  1. Depending on the specific needs in a given role, the potential to consistently perform at a high level will be different between individuals who apply for this role.
  2. In addition to this, when looking at different roles, an individual may have a really strong potential for some roles while having an average or perhaps even low potential for other roles. 

The use of lenses in the platform will help you to understand and interpret data for both of these cases, i.e. helping you to:  

– Compare the potential between candidates related to one or more specific roles, making it easier for you to choose the candidate or candidates with the strongest potential.

– Compare the potential for one candidate towards different roles, helping you (and the candidate) to find the role that will likely trigger and make the best use of the candidates’ potential. Equally important is to steer away from putting people in roles where their potential suggests that they will be struggling to perform at a high level over time.  

 

Some examples of available Lenses in the Assessio Platform: 

 

 

 

Adding a Recruitment step by step:

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.

Interpreting Results

 

Match scores 

A match score indicates a general person-job fit, based on the assessed potential for different relevant job behaviors, as determined by the lens that was selected for the recruitment. If you want to further analyze the results of the assessment, click on the icon on the top right in the recruitment.
Now you can compare different candidates on their potential. Here you see the different competencies that are important to the job that the candidate is matched to. For each competency you can see whether the candidate is likely to underdo the necessary behavior, overdo this behavior, or perform just right. Both underdoing and overdoing on competencies will lower the match score of a candidate.

Remember however that actual behavior is not measured; what is measured is the natural ability or inclination for the behavior. For the best recruitment decisions, also use the interview to find out about past behavior of the candidate within the job related competencies.

Outcomes for candidates 

Candidates are able to see their own results from the assessment, focused on the five factors of the MAP questionnaire and the outcomes of the Matrigma test. Candidates will not be able to see their specific match-score towards a lens, or any individual competency scores.  

Leadership Feedback

The Leadership feedback tool is designed to measure different leadership behaviors as experienced by the members of a Team.
The feedback questionnaire contains 12 questions and two free text questions. These 14 “tasks” take approximately 5 minutes to complete. 

As a leader you can be perceived to do things at a level that is Just right for the Team.
But you may also do some things too much or too little and then potentially fail to get the best out of your Team and your Leadership.
 
The scale used for the feedback is based on this concept of Just right, Too much and Too little.
With this scale the Team can provide clear feedback on areas where they think you’re doing great (Just Right) and also provide directional feedback when they believe you’re doing too much or too little in some parts of your Leadership.
This makes it easier for the Team to give feedback and easier for you as a Leader to understand and act on the results.
  

The leadership feedback is based on the Performance framework of Assessio and differentiates between four Performance areas of leadership:
Strategic , Operative, Driving and Enabling.

The development module provides Leaders with an easy way to receive relevant and actionable feedback from their Teams. Leaders can create their own reviews and invite their Teams to provide feedback. Development Admin users can access all reviews and also create reviews on behalf of other users in the system.

Starting a Review 
I
f you want to start a review you click in the Development Module on + Create review.
Start a review step by step:

– 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.

Inviting Feedback providers 

You typically invite the feedback providers (review team) when you create a review. If you want to add a new feedback provider to an existing review, you navigate to the Performance page by clicking in the left hand menu. On this page you will see all your ongoing reviews and by clicking “VIEW” in the top right corner of each review, you will see the existing reviewers, the status and you also have the option to add a new reviewer.  

If you’re and Admin user and the review you want to handle is not your own, you use the Search function at the top of the page to type in the name of the person, then click on their name to see and manage their review(s). 

Interpreting feedback 

The total score has a maximum of 100 and combines the score of the four performance areas of leadership. The score of each performance area is based on the match between your behavior as leader and what the team members need from you. If their feedback shows that you are not focusing enough on a certain area, your score will go down. The same is true if the team feels you are focusing too much on this area. 

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.