For some job positions, screening is used to quickly identify suitable candidates from a large applicant pool. To accommodate screening, a new lens type has been added to the Assessio Lens Library: Screening lenses. Other lenses are now either ‘Competency Lenses’ type or, if they have been created by someone in your organization, the ‘Organizational lenses’ type.
When a Screening lens is used within a Recruitment, candidates that are invited to that Recruitment receive a shorter version of the Personality measure MAP, namely MAP Essence. Instead of the 200 MAP questions, MAP Essence uses 75 questions. This provides a quicker assessment process. It also means that the data can only be used for the Screening lenses, switching to other lens types in the Analyze page is not possible. Use Screening lenses when you have a large applicant pool and want to quickly assess which candidates are of interest, using only a small job-match description; for instance in Retail and Hospitality.
The Integrity screening lens evaluates a candidate’s ability to follow rules and assesses the risk of harmful behavior at work. Higher scores indicates a stronger presence of behaviors associated with a willingness to follow rules, internalized values, norms and expectations, which is associated with positive organizational citizenship behaviors. Lower scores indicates an increased risk for a candidate’s likelihood to exhibit Counterproductive Work Behavior (CWB), which are actions that harm the organization or its employees.
The Service screening lens assesses a candidate’s service-oriented qualities and measures their likelihood of performing well in a service-oriented role. The lens predicts customer service related performance by using the predictive power of the big five traits towards behaviors that enhance the service offering and exceed customer expectations. This lens aims to quickly and effectively identify candidates suited for customer service roles based on personality traits.