Intro to Candidate Profiles
This guide explains how to interpret and use the Candidate profile data in the hiring process. AssessioAI Candidate profile includes the Leadership Competency map, The Big5 Personality data, and the values map based on the Schwartz Theory of Universal values.
Using AssessioAI's Candidate data enhances the precision of candidate selection and ensures a synergistic fit within the team and organisation at large. The insights and methodologies presented in this document are rooted in a deep understanding of human behaviour and organisational psychology, aiming to bridge the gap between potential and performance.
How to use Candidate Profile
AssessioAI’s candidate profile aims to provide valuable insights during the hiring process. It ensures that the interview topics are candidate-specific and focus on things that could break or make a long-lasting work relationship. You should never make a hiring decision solely based on the candidate's profile.
How to use the information on Candidate Profiles:
Utilise the information on candidate profiles to prepare for more in-depth and personalised interviews.
Discuss any potential challenges and gaps.
Use interviewing as the final evaluation method.
Don’t exclude candidates solely based on their Wisnio profile.
Avoid judging anyone based on their personality or values, and refrain from making assumptions without first talking to the candidate.
Leadership Competencies
AssessioAI's Leadership Competency Library comprises 20 leadership competencies. According to Spencer & Spencer, these competencies include a range of skills, behaviours, and attitudes essential for effective leadership.
Understanding Candidates' Competencies in the Hiring Process:
Provides insights into candidates’ potential future performance and helps predict their success in overcoming complex challenges.
Helps identify areas for development and training.
Ensures that the individuals hired are capable of contributing to the organisation's long-term success.
Reading AssessioAI’s Graphs:
The candidate profile has two competency sections: the match with the mapped-out role competencies and the candidate’s general competency map. Both sections indicate the competencies in which the candidate feels most confident and those they consider their weakest.
Mapped-out role competencies you can find under the Competency insights. These do not reflect their fit for the role but how high their self-confidence is in that particular competency compared to other leadership competencies. Potential gaps should be assessed through behavioural interview questions.
Only the general competency map is visible if the competencies were not mapped out for the role. The blue area displays the candidate's self-confidence in those competencies. The larger the area, the greater the confidence in that particular competence. The grey area behind represents the benchmarked team competencies.
How to Use This Data:
Use competency data to pinpoint areas that require further discussion.
Ask behavioural questions to evaluate the candidate's competencies during the interview.
Avoid excluding a candidate based solely on their self-assessed confidence in the competencies.
The Personality map
The Big Five theory, also known as the Five-Factor Model, categorises personality traits into five broad dimensions. These dimensions offer a comprehensive framework for understanding individual differences in behaviour, motivations, and interpersonal interactions within the workplace.
Understanding Personality in the Hiring Process:
Reveals the candidate’s most natural and comfortable behaviours, helping to identify situations in which they thrive.
Assists in selecting candidates whose characteristics complement the current team, fostering a more balanced and effective team dynamic.
It aids in understanding how well a candidate fits into the broader organisational work environment, which affects not only the individual's performance but also their well-being and engagement at work.
It allows you to learn more about your current team and the best ways to integrate new hires into your team.
Reading AssessioAI’s graphs
In Wisnio, on the candidate profiles, the blue line represents the candidate's personality scores, the grey line represents the benchmarked team average, and the grey area indicates the team's personality range. The wider the grey area, the more diverse the team already is. The tags below each scale indicate whether the candidate is similar to the team or would contribute to its diversity.
In each trait's detailed view, you can see what each scale represents. There are no good or bad scores, just different traits. The "Show details" section helps understand what the candidate is comfortable with and what is not.
How to Use This Data:
Seek diversity in specific areas to enhance team performance.
Address potential challenges during the interview (e.g., if the nature of the job suggests the candidate might struggle with certain tasks).
Use the data to familiarise yourself with the new hire. While diversity is beneficial, understanding each other's behavioural preferences and working styles is crucial for seamless teamwork.
Avoid jumping to conclusions, such as assuming introverted individuals are not suited for sales roles, and refrain from excluding candidates based on such assumptions. If any concerns arise, discuss them with the candidate first.
Recognize that each trait's extremes have their own strengths and weaknesses. No trait is inherently better than another; they simply differ and excel in various contexts.
The Values Map
The Schwartz Theory of Universal Values provides a valuable framework for understanding and aligning the current team culture with candidate values. Values are believed to motivate our actions and can significantly impact workplace dynamics, team performance, and organisational culture.
Understanding Candidates’ Values in the Hiring Process:
Aligning values leads to fewer conflicts and easier resolutions, as team members have a fundamental understanding based on shared values.
It helps boost engagement and productivity. Common values increase motivation, collaboration, and job satisfaction, enhancing productivity.
Knowing a candidate's values helps predict how they will make decisions in the future, as values are the lens through which we view the world.
Analysing team culture helps determine if new values are needed to support organisational changes or overcome business challenges.
Reading AssessioAI’s graphs
In the candidate profile, the grey area represents the team, and the blue represents the candidate's values. The green areas highlight the candidate’s most important values, while the orange areas indicate the least important values. Both the highest and lowest values contribute to defining the team culture. Typically, you would seek some alignment around these core values.
Individuals on the right side of the scale consider this value very important, whereas those on the left view it as less important. People positioned more towards the middle (close to a score of 50) do not strongly believe this value.
How to Use This Data:
Understand the team's core values, which you would expect candidates to align with somewhat.
Consider whether introducing different values is necessary to help the organisation achieve the desired change.
Interviews are always used as the final method for evaluating potential collaborations.
Post-hiring, use information about the candidates' values to create a motivating work culture.
Not every value needs to be aligned; differences in values do not necessarily mean that individuals cannot work together. Interviews should always be used as the final method to evaluate the potential for collaboration.
Do not exclude anyone based only on the values of the data.
How to use WisGPT on Candidate Profile
AI-powered WisGPT helps you analyze candidate profiles. To gain insightful analysis, it's essential to pose well-crafted questions.
When interacting with the chat, please keep the following guidelines in mind:
Aim for specificity when framing your questions.
Whenever possible, provide additional context and information to enrich the chat's understanding.
Clarify the aspect of the profile you're inquiring about, as the chat does not automatically discern the scale of your focus.
While the AI excels in data analysis and establishing connections, it does not substitute your expertise as a consultant. Its role is to enhance efficiency in the process.
Examples of pertinent questions include:
"For a candidate applying for [insert role], with key objectives being [insert objectives], how might their competency map indicate potential challenges? Could you suggest behavioral interview questions to explore these challenges further?"
"Given the candidate's application for [insert role] and the objectives outlined for it, in what tasks would their competency map suggest they would excel?"
"How does this candidate learn most effectively?"
"What should I avoid when collaborating with this candidate?"
"Describe the optimal work environment for this candidate."
"What type of work environment and culture might demotivate this candidate?"
If the team's dynamics are also evaluated, consider asking:
"What new skills and strengths would this candidate introduce to the team?"
"Analyze the team's personality in relation to the candidate's. What should the team consider when communicating and collaborating with this prospective member?"
"Given the team's benchmarked values, are there potential value conflicts with the candidate's values? Suggest interview questions to address these issues."
"In what areas does the candidate significantly differ from the team (excluding competencies)? What discussions could preempt future conflicts?"
"Upon this candidate's onboarding, what are crucial discussion points with the new team?"
These questions are designed to leverage WisGPT's analytical capabilities, ensuring a comprehensive understanding of the candidate's profile in relation to the role and team dynamics.