Product Update: Fitzii Assessment Improvements (May 2017)

We recently released some major improvements to the Fitzii Assessment. Here’s what’s most valuable about the changes: 

  1. Deeper Insights 

To give you a more thorough understanding of potential fit, we have separated the Fitzii Assessment into two distinct parts: 

  • Skills & Experience Fit
  • Psychometric & Environment Fit 

Each of the two assessment sections now includes a new color-coded scale that combines accuracy and simplicity so you can see at a glance to what degree the candidate is green, yellow, or red with areas to investigate.

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We have also retooled the psychometric profile for a deeper view. For each personality trait, you can hover over the “i” to see an explanation as it relates to that candidate, or view a full psychometric report.

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  1. Skills & Experience Assessment for All

Now that we’ve split out the Skills & Experience assessment, this portion will always be required for candidates to complete - even when they use Indeed Apply. Now you’ll get all candidates evaluated on their experience, and just the Psychometric & Environment section can be optional. 

This will make it faster to determine which candidates you’d like to ‘Request Full Application’. It also means the Job Manager has more useful (and colorful) information to help you spot potential:

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  1. Bars & Colours Instead of Numbers 

Context: Our psychometric test is based on analyzing millions of profiles and looking at how well people with different profiles perform in specific jobs. It’s considered a “screening” assessment because it’s not as detailed as a more thorough “selection” test, which would often be used at a later stage in the hiring process to get a more complete picture of shortlisted candidates.  Our screening test is designed to be detailed enough to get a psychometric profile of the candidate without being so long that applicants decide to drop out of the application process.

Application: With our screening test (as with all psychometric tests), we can’t say with absolute certainty that a specific person will — or will not — be a high performing employee.  What we can say is that, in general, people with certain profiles will tend to be high or low performers.  We’re encouraging our users to use the new bar representation because it takes away some of the focus on exact numbers (like whether someone scores an 82 or 84, for example) but still tells us which candidates show more promise than others, based on how fully the bars are shaded. 

The colours provide some extra context at a glance, where green ones are your best bets, yellows show some areas of concern, and red candidates offer the least potential to perform well.

 

  1. More Accurate Profile Selection

For those who set up their own assessments, we’ve made it easier to select the right psychometric personality profile to match the position. 

Now you’ll see a default profile that is based on your selection of the position type, and this can be changed if you’d rather compare applicants to the traits of high-performers in a different type of role.

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We love feedback, so please let your Hiring Advisor know what you think about this, or anything else.

 

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