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Objective
The purpose of this guide is to explain how to create a customized test using job-specific competencies through the homologation mode, ensuring that the evaluations align with the profiles and specific needs of each position.
Steps to Use This Section
Step 1: Access the “Create Your Test” Section
Start the process by clicking on the “Create Your Test” section from the platform's main dashboard. This option will take you to the area where you can customize evaluations based on job requirements.
Step 2: Select the “Homologation” Option
Click on the “Homologation” button to activate this specific feature, which allows you to manually add competencies according to the job's requirements.
Step 3: Define the Job Role and Add Competencies
Enter the job title and add the relevant competencies by clicking “Add.” You can search for competencies by name or category to tailor them to the job profile.
Optional: Add a detailed description for each competency to clarify the objectives of the test.
Step 4: Homologate the Competencies
Click on the “Homologate” button to allow the system to match and align the job-specific competencies with the 250 competencies already integrated into the platform.
Step 5: Calibrate Each Competency According to the Job Hierarchy
Calibrate the selected competencies based on the hierarchy or level of the position. This calibration adjusts the difficulty level of each competency in relation to the role being evaluated, ensuring accurate and relevant results.
Enable the “Global Calibration” switch to set the same hierarchy level for all added competencies.
Step 6: Add a Custom Description (Optional)
You can add a custom description to the test to specify details about the evaluation’s purpose, the competencies being assessed, and any other relevant information.
Step 7: Save the Customized Test
Click “Save” to finalize the configuration. The test will be automatically stored in the “Library” section under the “Customized” category.
Key Features
Automatic Competency Matching: When adding competencies, the system generates a list associated with the 250 integrated competencies, ensuring proper alignment with the added competencies.
Visual Identification: Customized tests are highlighted in orange, making them easy to differentiate from other categories.
Calibration: Each competency can be adjusted with a specific hierarchy. It’s recommended to maintain a consistent calibration across all competencies within a test, as this affects the scoring parameters used to determine expected performance.
Duration Estimation: Before saving a test, you can view the estimated maximum duration alongside the “Save” option.
Tips and Best Practices
Uniform Calibration: Apply a consistent hierarchy level for each competency to accurately assess skills based on the job role.
Balanced Duration: Consider the average and maximum test durations. For instance, for an average time of 14 minutes and a maximum of 32 minutes, including around 8 competencies strikes a good balance between duration and depth.
Clear Descriptions: Add specific descriptions to help evaluators and candidates understand the test's objectives and expectations.
Common Errors and How to Avoid Them
Gaps in Evaluated Competencies:
Common Error: In the evaluated competencies report, the overall score and/or the scores for specific competencies may exceed the scale considered for job fit percentages.
Cause: This often occurs due to improper competency calibration. For example, if a competency is calibrated at a lower level than required for the job, the results may inaccurately reflect the candidate’s abilities.
Solution: Ensure that all competencies are calibrated correctly according to the job hierarchy. Maintaining this consistency is essential for obtaining accurate results and avoiding misinterpretation of candidate performance.
Inadequate Test Duration:
Common Error: Creating a test with too many competencies, which can extend the test duration beyond the recommended time.
Solution: Adjust the number of competencies to stay within the estimated time. This not only optimizes the candidate’s experience but also improves the efficiency of the evaluation process.