Recruitment
The way scores are displayed in the Compare candidates page is updated.
All scores in the Compare candidates page now reflect the true width of the distribution of scores and the colors give a better reflection of the person-job fit.
Analyzing Candidates is an important step in an evidence-based recruitment process. It comes after defining the job (choosing a lens) and testing candidates with assessments. The most important outcomes of these assessments are the Match score and the Competency scores. Competency results are categorized into “Just right”, “May underdo” and “May overdo” and related behaviors are described in the platform. These behavioral descriptions should be considered in combination with the actual distribution of the scale used for Competency scores, as approximately 65% will fall into “May underdo” (scores under 80) and only 25% fall into the “Just right” category (between 80 and 100).
The new way of presenting the assessment results in the Compare candidates page now shows this distribution (65%-25%-10%) more clearly, making it easier to interpret candidate results. The bars showing the scores now also have colors more closely related to the job-fit, with green reflecting a very strong match, yellow reflecting a strong match or average match and orange reflecting a lower match.
The same changes have been implemented for all Additional insights. For Potential, only grey colors are used, as a higher score on a personality scale is not necessarily a positive thing and can only be related to job-fit via the competencies. For Extremes the same green-orange-red colors have been used, indicating what scores might be worth paying attention to, if successful job behavior could be threatened by a higher chance of more extreme behaviors (red color). For Learning Agility, only the main scale uses colors as, generally speaking, a higher Learning Agility supports job performance over time. The sub-scales, or dimensions of Learning Agility do not include the red color as in itself scoring low on any of the dimensions is not a bad thing, it just means that a candidate does not learn new behavior this way and may in fact learn in other ways, indicated by higher scores on other dimensions.
As a result of these improvements, the behavior descriptions are no longer adjusted to the columns of the graph, but are presented under the graph, one below the other. Furthermore, more elaborate descriptions are added to the Competencies and all Additional insights. The descriptions of each scale have also been updated.
These changes are intended to make the analysis and comparison of candidates easier, specifically for Hiring managers and other non-experts of assessments. The results can now more intuitively be understood, and the chance of misinterpretation is reduced. This also makes the process of sharing assessment results easier for Recruiters.
Development
Automatic reminders implemented for unfinished reviews
Leaders and Reviewers will get an automatic reminder one day before the deadline of a review, if it is not yet fully completed.
Leadership feedback is an important part of leadership development. Leadership feedback reviews provide a leader with valuable information on which areas of behavior are worth considering for improvement. As such, incomplete Leadership feedback reviews hinder the development process and can leave a team underperforming.
To support the full completion of reviews, an automatic reminder is now activated in the Assessio platform. Reviewers that have not yet completed their review will get an automatic reminder one day before the deadline. Leaders are also informed if they are still missing reviews one day before the deadline of the review. As a consequence of that, a review has to be sent at least 2 days before the deadline.