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Objective
Include different tests to comprehensively evaluate a candidate, ensuring the selected tests align with the position and required competencies.
Steps to Use the Section
Step 1: Click on the “Create Profile” button from the “Profiles” section.
Step 2:
Enter the name of the position to be evaluated.
2. Adjust the profile parameters according to the position's area and hierarchy. This will ensure the assessments are calibrated correctly.
3. Select the tests to evaluate the candidates for that position.
Final Step: Click on “Save” to complete the profile creation.
Key Features
Clear Identification: Created profiles are organized and identified according to the position they are designed for.
Profile Grouping: All created profiles are grouped under the “Profiles” section of the platform, making access and management easier.
Test Visualization: Each created profile clearly shows the tests selected during its creation, allowing for a quick review of the tests to be performed.
Precise Calibration: Calibration (defining the area and hierarchy of the position) is crucial for applying the correct benchmarks, which are used to establish the expected score for each evaluated competency.
Edit Profiles: You can edit a profile from the “Actions” column by clicking on the three dots and selecting “Edit.”
Delete Profile: By clicking on the three dots in the “Actions” column, you can select the “Delete” option to remove a profile.
Note:
When editing step 3 of a profile (e.g., removing a test that was previously added), the change will only apply to newly created assessments. Changes do not affect assessments where the profile was added prior to the edit.
Tips and Best Practices
Add Key Tests: Regardless of the position being evaluated, it is recommended to include the following tests for a comprehensive evaluation:
Intelligence Test (Wonderlic): Individuals with higher reasoning skills tend to adapt better to role tasks, solve problems more efficiently, and handle changes effectively.
Custom Test: In addition to general tests, a tailored evaluation can be added based on critical competencies for success in the position.
Technical Test: Depending on the role, it is advisable to include a technical test to assess specific skills expected for the position.
Personality Test (DISC): This widely used and comprehensive test evaluates various personality dimensions, helping to 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.