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Introducing HiPeople Assessments
HiPeople has created Assessments to help you and your hiring team to evaluate the job fit and candidateās competencies through a series of thoroughly developed Assessment Modules. Our modules are based on psychological research and developed through a rigorous scientific process - all while reducing admin and bias in the recruitment process.
š” Getting to know our modules library: click on a section to learn more about our assessment modules!
FAQ
How does HiPeople create library content?
How does HiPeople create library content?
User Research, all of our modules are created due to user needs.
Scientific Literature Review, we examine user needs from an academic perspective, relying on top-tier research.
Module Development, whenever feasible, we reuse previous scientific research to create new content. When this is not possible, our academic partners assist us in developing new modules.
Psychometric Testing, every module is tested on a sample and optimized before publication.
Continuous Optimization, we monitor the performance of all modules and optimize them based on psychometric data.
How do HiPeople modules perform from a psychometric standpoint?
How do HiPeople modules perform from a psychometric standpoint?
Reliability: We generally avoid publishing modules with low reliability estimates (e.g., Cronbach's Alpha). The reliability indicators of our modules are available upon request.
Content Validity: Our rigorous academic research in scale development ensures content validity of our modules.
Predictive Validity: Research-based predictive evidence of workplace performance is the basis for HiPeople modules. Depending on the environment and job, the predictive validity may vary. Our experts are available to assist you in selecting and evaluating the modules.
How do scores work and how can I interpret them?
How do scores work and how can I interpret them?
We use two different scoring mechanisms to help you make sense of the collected data in the dashboard:
1. Module Scores
Each applicant's module responses are summarized with a single score, the Module Score. The Module Score always ranges from 0 to 100. Let's look at how to interpret it:
Here is how the module score is calculated:
Here is how the module score is calculated:
Each module consists of several statements that applicants rate on a scale of 1-7. After collecting the responses, we compare each applicant's average result against the norm group results. We calculate what is known as "sten scores". In the final step, the sten scores are converted to a 0-100 scale.
Each norm group is comprised of all respondents who have answered the module. Each new module is normed against a sample of at least 200 participants. All initial samples are international, gender-balanced, and consist only of white-collar workers employed full-time. More information about our norm groups is available upon request.
2. Job Fit Scores
The job fit score summarizes how the applicant's job fit compares to that of all other applicants. It always ranges from 0-100. The job fit score is calculated by averaging the module scores. Each module score contributes equally to the job fit score.
How does HiPeople ensure a pleasant applicant experience?
How does HiPeople ensure a pleasant applicant experience?
HiPeople library modules are designed for brevity and geared toward use at work. The content is delivered through a clean interface with an excellent user experience.
What measures are taken to ensure that HiPeople treats all applicants equally? (DEI)
What measures are taken to ensure that HiPeople treats all applicants equally? (DEI)
HiPeople does not publish modules that indicate discrimination against applicants based on their identity. Each module is screened for adverse impact prior to publication.
What is the content of a module?
What is the content of a module?
All modules contain between five and ten rating questions.
How long does it take an average person to answer a module?
How long does it take an average person to answer a module?
Around one and a half minutes.
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How to create your first Assessment
Your first step is to create a HiPeople job from the Jobs button in the left side navigation bar in your HiPeople account and then by clicking the "Create a New Job" button at the top right corner.
You can read more about how to create a job in this article: Create a new Job
Step 1: Add Assessments to the Job
At this step, select Assessment as a product module you want to use for this job. This will be applied to all future candidates that are added to this job later. You can select Assessment only, or combine it with the Reference Feedback module.
Step 2: Select the modules for your assessment
Now itās time to decide what you want to evaluate based on the specifics of your job by selecting an assessment module.
HiPeople offers you the possibility to select the assessment modules from our library. After you created a new job with assessment, proceed to the + Select template step as described below.
Next, use the +Add tests button
āš» Think about the most important competencies your candidate should excel at to succeed in the job and make sure you add the respective module in the assessment.
HiPeople has an extensive library of assessments for you to choose from. Check out our Help Centre section on Assessment Modules and also our Assessment Library for some in depth resources on choosing the best modules to use for your specific use case.
Once you click the + Add tests button, a pop up window will appear and from here you'll be able to:
Use the search bar to find relevant tests
Filter tests using the category filters (for example Hard Skills)
You can dive deeper and explore what a test has to offer by clicking the Preview eye button next to each test module:
Selecting modules is as easy as clicking the Add toggle for the tests you'd like to include and then clicking the green Use # tests button:
Custom Questions
In addition to the extensive range of assessment modules we offer, if they don't cover exactly what you're trying to assess you can add custom questions to the assessment:
You have the option to set up questions as:
Free text questions
Selection or multiple choice questions
Video recording questions
Preview
After you are done with the selection and have gone through all of the different module types, proceed to Preview step, where you can review the selection from the candidateās perspective and go back to make adjustments if necessary.
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Step 3: Link the job to your ATS job and select the assessment stage
ā ļø This step is only relevant for organizations, which enabled the ATS integration for their organization.
To start, click the ... menu on the top right of the job view, and click Manage ATS automation.
Next, connect the job to the respective job in your ATS.
At the next step, select the Pipeline stage from your ATS, at which the Assessment invitation should be sent to the candidate.
Lastly, verify whether your setup is correct. Note, that for the jobs with both Assessment and Reference Check, you should indicate respective ATS stages for both products.
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Step 4: Preview and adjust the selected content template after creation
ā Great news - now you can preview what your assessment currently looks like for your job and update it when you feel itās necessary!
Step 5: Invite candidates
ā ļø The following section is relevant if your organisation does not have ATS integration setup. If you want to set up ATS integration for your job - follow the Step 3 of this article. Then the steps bellow will be performed by HiPeople automatically.
Itās time to invite the first candidate to complete the Assessment! Click the Invite Candidate button:
From here, you have two options:
Invite via email: you simply need to enter the candidates email and name and we'll do the rest!
Invite via link: this is useful if you want to clip the invite link using the Copy to clipboard button and paste this into templates or email communications you already send through your ATS.
As soon as you have clicked Invite button, you will be redirected to the newly created profile of the candidate.
ā ļø Please note, at this step the candidate hasnāt received the invitation e-mail just yet!
Click Send out Assessment in order to send the candidate a request to fill in an Assessment.
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Step 6: Read the Assessment results
As soon as the candidate fills in the Assessment, you will be able to see the respective status in green. Go to the individual candidateās page to see the results in the Assessment tab.
We use two different scoring mechanisms to help you make sense of the collected data in the dashboard:
Module Scores
Each applicant's module responses are summarized with a single score, the Module Score. The Module Score always ranges from 0-100. Let's look at how to interpret it:
Score | Indicates |
0 - 20 | Far Below Average |
21 - 40 | Below Average |
41 - 60 | Average |
61 - 80 | Above Average |
81 - 100 | Far Above Average |
How the module score is calculated
Each module consists of several statements that applicants rate on a scale of 1-7. After collecting the responses, we compare each applicant's average result against the norm group results. We calculate what is known as "sten scores". In the final step, the sten scores are converted to a 0-100 scale.
Each norm group is comprised of all respondents who have answered the module. Each new module is normed against a sample of at least 200 participants. All initial samples are international, gender-balanced, and consist only of white-collar workers employed full-time. More information about our norm groups is available upon request.
2. Job Fit (Overall) Scores
The job fit score summarizes how the applicant's job fit compares to that of all other applicants. It always ranges from 0-100. The job fit score is calculated by averaging the module scores. Each module score contributes equally to the job fit score.
You can also click on an individual module to see our tips on how to interpret the score.
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