Setting Up The Fitzii Assessment


Setting Up a Fitzii Assessment


Follow the video above, or this written guide for detailed instructions on how to best set up your job’s assessment, and get the most of this tool.


Step 1: Create a new job posting

When you create a new job posting, you’ll need to fill out the Job Details on the first screen you see. 

Fill in as many details as you can. You’ll be required to select an industry, category, position. These details guide how your job gets posted to job boards, and the psychometric profile that your candidates will be rated against. You’ll also be required to select experience level, employment type, your company information, and job location details. Then fill in the job description.


Step 2: Choose psychometric optional or required

At the bottom of the same screen, you’ll find 2 options. You can make the psychometric (or personality test) portion of the assessment optional, or required for candidates. Selecting optional will give your candidates a choice to fill out or skip the psychometric portion of the assessment. Selecting required will block candidates who opt out of the psychometric assessment. Selecting required may be helpful for jobs where you expect to receive hundreds of applications, to narrow down your candidate pool.

For most jobs, we recommend selecting optional. You can always invite candidates to take the psychometric assessment after they’ve applied.


Step 3: Create eligibility questions

Eligibility questions are “knock-out” questions. If applicants don’t answer these questions in the way you specify, they will be sorted into the “ineligible” group of candidates, and you won’t have to see them if you don’t want to.  Eligibility questions should reflect must-have requirements for your job. 

You can type in your own eligibility questions into the text box, or you can select common, pre-made eligibility questions from the drop-down menu. Select your required answer, and then click the green ”+” to add the required eligibility.

Tip: Avoid putting skills in this section. You may weed people out this way, but you also may miss out on some of the important information you could get by putting skills in the skills and experience section instead.


Step 4: Create skills and experience requirements

In this section of the assessment, you’ll be able to get more in-depth information from candidates, about the skills and experience you need to measure.

You’ll type in the skill or experience that you’re looking for, decide how important it is to you, and then set the minimum years of experience a person would need to be able to do this job.

When candidates apply to your job, they’ll rate their experience, and specify the years of experience they have for each point you list.

You’ll be able to specify up to 6 points within this section.

Tip:  Avoid putting soft skills in this section. Candidates tend to rate themselves highly in soft skills, regardless of ability, which makes the scoring less reliable. Also, soft skills are hard to measure. You want to include skills and experience in this section that are directly measurable.

Here’s an example, using our Customer Service Representative job:

Not good: Good customer service skills

Why: This is not a measurable skill/experience. Many candidates will rate themselves as having “excellent” customer service skills, even those who may have never held a customer service position.

Good: Experience as a customer service representative   

Why: We can measure how many years of experience in customer service a candidate has. Candidates who have held a customer service position for several years will likely have better customer service skills due to on-the-job training and practice.


Step 5: Create education and qualifications requirements

In this section, you’ll be able to specify educational requirements, and check for courses, degrees, licenses, and certifications.

These are yes or no questions, and this section will only tell you whether a candidate does or does not have what you’re asking for.

You can type in your requirement, or select from a list of pre-made educational requirements. You’ll have the option to specify field of study. Finally, you’ll set the importance of that qualification.

Tips for setting importance levels in the skills and experience and education sections:

  • Use Very Important for the few things you need the most. These will affect candidate scoring the most.
  • Use Important for things you value, but not quite as much as the most important ones.
  • Use Somewhat Important for anything you’d consider an asset, or for requirements you don’t want to affect the scoring too much.


Step 6: Set up your candidate profile

In this profile section, you’ll set up the psychometric profile and environment preferences.

Your candidates will have the opportunity to take an 8-minute, psychometric test, and Fitzii will show you how they compare to high performers in similar roles.

Based on previously filled out details (job category and position), Fitzii will choose a psychometric profile. This section is your chance to check if the profile we’ve selected, matches the job you are posting. If it doesn’t, click Change Profile:

Next, select a profile that fits the role better, and then click Update Profile.


Step 7: Set up the work environment scales

The final portion to set up is about the work environment. This will show you how your role and work culture match each jobseeker’s ideal situation.

First, you’ll set the sliding bars (by dragging) to match where you think the role and your culture are on each spectrum.

To learn more about each section, hover over the spectrum’s label. A blue box will appear that describes what it is we’re measuring.

When you review your candidates’ profiles, for this section you’ll see your settings in grey, and their responses as the vertical line. A black vertical line indicates their response is in the range you’ve set up, and a red line indicates their response is not in the range. This is a great way to find out if your candidates’ preferences align with what your role and culture has to offer. You’ll be able to easily spot any red flags, which you can address in an interview.


Step 8: Check your selections

Before you submit your job, we encourage you go back and review the details of your assessment.

Once you submit the job, you won’t be able to edit or change the assessment.

From here, you’ll select your advertising options, and any recruitment services you may need. Then, you’ll submit your job for posting. 


If you need help setting up your Fitzii assessment, your hiring advisor is available to help.

Or, contact for assistance.

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