If you are invited to be a Recruiter member in the Assessio platform, it means someone wants to share specific information with you about one or more recruitments. The role of Recruitment member in the platform is view-only role, so you cannot alter data or create new data. This should make it easier for you to look around.
A colleague of yours will have invited you, either to collaborate on a specific recruitment, or to look at specific results of a recruitment. Both options are discussed below.
First you will have received an email inviting you to create your own password. Your username is the email address that you received the invitation email on. A username and password are needed for both options to view data. However the invitation email is likely to be sent first, before any emails that allow you to view specific data. Also, be sure to check your spam folder.
Invitation to collaborate on a recruitment
When you have received an email that reads: “You've been invited to collaborate on a recruitment for [Job position].” It means a colleague of yours has created a recruitment, named “Job position” and has added you to the recruitment team. You can click on the link of the email to access the Assessio platform with your username and password.
In the platform, click on Recruitments in the menu on the left and you will see a list of all recruitments that you can access. Select the one you want to see and a list will be shown with candidates, ranked by match score. The Match score is the most important indicator of person-job match, ranging from 1 to 100, and the main information to help you decide whom to invite to a job interview. Should you want to see more information, click on the ‘Analyze button to access the Analyze Candidate(s) page. On this page you can select any candidate or candidates and view their competency scores, see the behaviors associated with these scores, and more.
Link directly to analyzed candidates
If you have previously been added as a collaborator to a recruitment, it is also possible that your colleague sends you a link directly to the Analyze Candidate(s) page. They have created this link in the Assessio platform after having selected the candidates they want you to see, with the right set of competencies that they think are of importance to the job. This means that after you click the link, you do not need to select anything more yourself, only look at the data that is presented via the link and make up your mind about the candidates. First check the Match scores next to the candidates in the box on the left. The Match score is the most important indicator of person-job match. Then, compare the preselected candidates on their competency scores. Click on any competency to view more information.
Since you are a collaborator on the recruitment, it is possible for you to view other candidates and other competencies, even if you were invited by a direct link. In this sense both options for viewing are the same; only the page where you enter the platform is different.
Interpreting recruitment data
All Candidates have completed a Personality measure and a measure for General mental ability (intelligence). Combined this information is indicative of potential and can be used to determine what work behavior is most likely for a candidate. This is a predication; remember that actual behavior is not measured.
The Match score indicates the fit between naturally occurring behavior from a candidate and the behavior necessary to perform well on a job. A Match score between 80 and 100 is ideal, but a score above is already considered a strong match. An average match is between 40 and 60, below 40 is a weak match and then the work might become too difficult for the candidate.
The chosen job-behavior is called a ‘Lens’ (a way of looking at potential data, matching it to a specific job) and it includes several competencies. After viewing the Match score, you can choose to look at these competencies separately. Each competency describes certain behavior, that candidates can be expected to ‘underdo’ (scores lower than 80), ‘overdo’ (scores lower than 80) or perform ‘just right’ (scores between 80 and 100). Note that ‘underdoing’ is in relation to ’just right’, so it is a prediction of performance somewhat below perfect. It is not a prediction of bad performance, unless the competency score falls below 40.
Remember that you are not judging a person, but instead are judging a match between a person and a job. In order to know more about the chosen job description, click on Details next to Active Lens. This will show you all lens information, including the behaviors associated with the competencies and the competency weights. Here you can also see and print out interview questions.