In Step 2 of creating a recruitment process, you select a lens to use for the recruitment. This article guides you in how to choose from Assessios of-the-shelf lenses in the lens library. If you need help with using add-on features, such as using the AI lens maker, or Mirror your high performer, please use the links below the article. It could be that your organisation indicated that a fixed set of lenses should be used, by adjusting the names and descriptions to fit with organisational standards and have hid most or all other lenses. In this case, follow your company guidelines.
Reaching and using the Lens library
You reach the lens library either through the second step of creating a recruitment, or through Lens management > Lens library, if you are a Recruiter Admin. Depending on what your process looks like, you might either decide directly which lens to use, or you might select a couple of lenses from the lens library that you present and discuss together with the hiring manager in a requirement profile meeting.
1. Job- specific lenses
The primary option is typically to use one of Assessio's job-specific lenses, which are based on O-NET data on behaviors that are important in certain roles. One way to find the right lens is to search for the specific job title in the search bar; this will show you the lens that has this job title listed. By clicking on ‘Details,’ you will see all related job titles for this lens.
Another way is to filter by department and level. Start by selecting which department the role belongs to. If the role you are recruiting for is in between departments, you can select two departments in this step. Next, you select whether the role is a management role or not. The management filters will only produce leadership lenses, with leadership competencies, which slightly differ from the peopleship competencies. After filtering on department and level, you see a couple of suggested lenses. Compare them to see which one that suits best. The best way to compare lenses is to look at the competencies included. To repeat the Performance Framework and the competencies, please use the links below the article. Either, you select one of these lenses and start the recruitment right away, or you present both of these lenses to the hiring manager or to someone who knows more about the role and decide together which lens is the most fitting.
2. Behavioral profile lenses
If you don’t find any fitting lens among the job-specific lenses, there are a couple of other options. The second option is to look among the behavioral lenses. Behavioral profiles focus on specific behaviors that can be of importance across different departments, such as problem solving or networking. In the department “Behavioral profiles,” you can find both specialist lenses and management lenses. If you are to choose a behavioral lens, you need to know a bit more about the role than just the name and role description, so this option requires a bit more research from you as a recruiter. It might be a good idea to look at these lenses together with a hiring manager or someone that knows more about who you are looking for.
3. General performance
The third option is to choose the lens ‘General performance’ from the Behavioral profiles. This lens does not include specific competencies but will provide an overall match toward all four performance areas. This means that, while indicating the candidate's general potential in these areas, it does not provide a match toward any specific job. If you want to add specific competencies, you can do this later, in the analyze view.
Boosting and customizing
Regardless of whether you choose a job-specific lens or a behavioral lens, there is an option to boost certain aspects of the lens to make the lens more fit for what you are looking for. You can also change the name and description of the lens to make it a better fit for the job you are recruiting for or to the language used in your organization. Please use the links below to learn more about boosting and customizing.