Reading time: 4 minutes
Objective
Include different assessments to comprehensively evaluate a candidate, ensuring that the selected tests are aligned with the position and the required competencies.
Steps to Use This Section
Click the "Create Profile" button from the "Profiles" section.
Enter the name of the position to be evaluated.
Adjust the profile parameters according to the position's area and hierarchy. This will allow the assessments to be calibrated correctly.
Select the tests that will be used to evaluate candidates for that position.
Final step: Click "Save Profile" to complete the profile creation process.
Key Features
Clear Identification: Created profiles are organized and identified according to the position for which they were designed.
Profile Grouping: All created profiles are grouped within the "Profiles" section of the platform, making them easy to access and manage.
Test Visualization: Each created profile clearly displays the tests selected during its creation, allowing for a quick review of the assessments that will be applied.
Accurate Calibration: Calibration (defining the position's area and hierarchy) is essential to apply the correct benchmarks, as it is part of the information used to establish the expected score for each competency evaluated.
Edit Profiles: You can edit a profile from the "Actions" column by clicking the three dots and then selecting "Edit".
Delete Profile: By clicking the three dots in the "Actions" column, you can select the "Delete" option to remove a profile.
NOTE: When editing a profile, for example by removing one of the previously added tests, the changes will only apply if you create a new assessment and associate it with the updated profile. Changes do not apply to assessments where the profile was added before the edit was made.
Tips and Best Practices
Add Key Assessments: Regardless of the position being evaluated, it is recommended to include the following assessments to achieve a comprehensive evaluation:
Intelligence Test (Wonderlic): Individuals with stronger reasoning abilities tend to adapt better to job tasks, solve problems more efficiently, and handle change more effectively.
Custom Assessment: In addition to general assessments, you can add a customized evaluation based on specific competencies that are critical for success in the position.
Technical Assessment: Depending on the position, it is recommended to include a technical test to evaluate the specific competencies expected for the role.
Personality Assessment (DISC): This is a widely used and comprehensive assessment that evaluates different personality dimensions, helping identify how a candidate interacts with their work environment.
Common Errors and How to Avoid Them
Creating the Evaluation Before the Profile:
Error: A common mistake is creating an evaluation without first setting up a profile linked to the position.
Solution: The correct process is to first create the profile linked to the position. Then, create the evaluation and associate it with the already established profile. This ensures that all tests align with the position's requirements.
Confusion When Using the “Go to My Profiles” Option:
Error: During evaluation creation, some users select the “Go to My Profiles” option without realizing that it redirects to the creation of a new profile, leading to confusion.
Solution: If you choose the “Go to My Profiles” option during evaluation creation, remember that you will be redirected to create a new profile for the position. Use this only if you need to create a new profile to associate with the evaluation.
Additional Recommendations
Plan Ahead: Before creating a profile or evaluation, ensure clarity on the tests to be used, the area and hierarchy of the position, and the competencies you wish to evaluate. This will prevent the need to create unnecessary new profiles.
Profile Management: Organize your profiles by position to facilitate reuse in future evaluations. This way, you won’t need to create new profiles each time you evaluate a candidate for a similar position.