The average applicant takes 10-15 minutes to complete the entire Fitzii Assessment, with the personality test portion taking the majority of the time (~8 minutes). At any time the applicant can save their work and return to complete the assessment at a later time, and if the job is created as “assessment-optional”, then the applicant can choose to quickly apply with a resume first, and log in to complete the assessment at a later time.

Both! It’s the employer’s choice to make the assessment mandatory for all applicants in order to complete an application, or optional, where the applicant has the choice to do just quickly apply with a resume, or do the full assessment.

We find that for most jobs the assessment-optional is the best way to go, since you both maximize the number of applicants AND can easily request within the Fitzii ATS that resume-only applicants complete the full assessment later (and most do, once they hear from you).

The vast majority of applicants love it! At the end of every assessment the applicant is asked to provide feedback and 89% rate it a 4 or 5 star experience. On top of that they commonly give us amazing feedback, which you can read about here.

The Fitzii score is an overall score for each applicant to a specific role. Our proprietary algorithm calculates the score by assessing the candidate’s qualifications, personality traits and workplace compatibility. The Fitzii Score represents the overall fit, and predicts the likelihood of performance. The higher the score, the more likely it is that the candidate will perform well in that particular position. It is important to note that the requirements for each role are different and so the Fitzii score will vary, often significantly, from role to role for every applicant.

Absolutely. Our promise is that we’ll provide a lot more information beyond the resume that will help you narrow the shortlist of people to consider more in depth.

You should still look into candidates with a non-ideal profile in one or two areas; there could be someone with great skills and experience who perhaps doesn’t seem to match the working environment, or have a personality that matches proven high performers in that type of role. Or there could be someone who has everything except a skill that could be taught relatively quickly and easily – and these are the people who are often overlooked.

Your standard recruitment process, including the interview, is still very valuable to explore the applicant’s strengths and weaknesses in each area, or make the judgement calls to go against the advice of the assessment. The interview is also extremely valuable in determining the compatibility between the applicant and the hiring manager and/or fellow team members. Or, as we sometimes like to say, “we determine the fit, you determine the chemistry”. We also recommend continuing to use any background or reference checking systems you have in place.

There are many personality tests out there, and understanding the differences and application of each can be challenging. Many are not useful for candidate selection. That’s because they’re ipsative, which essentially means they describe a person’s personality (ipsative tests can be valuable for coaching and development). With ipsative tests, you can gauge relative strengths of a person, but you can’t accurately compare that person to specific role requirements or larger groups of people.

The psychometric test in the Fitzii algorithm is ideal for candidate selection because it is normative. This means candidates can respond in a precise manner by indicating the degree to which they exhibit a given trait. Normative assessments are powerful tools in candidate selection because they can predict performance based on the identification of statistically significant correlations between specific personality profiles and high performers. In essence, this means we can compare a candidate’s personality to what’s required to perform a particular job well. The personality assessment used in the Fitzii algorithm has been in use for thirty years and taken millions of times. This large data set is what makes it valid, reliable and accurate.

Objectivity is very important in all recruiting processes. Our personality assessment has been validated to ensure it does not introduce biases based on ethnicity, gender or age. It is important that applicants are compared to each other based on factors that are relevant to the job they are applying for. The Fitzii algorithm is only based on the job requirements, working environment compatibility and the personality profile – which has been proven to reliably predict performance in the specific type of role. This ensures that your shortlist is an objective one.

It is very difficult to fake this test because the section that deals with character traits has low ‘face validity’ which means that it requires expertise in trait analysis and test construction to understand what factors the profiles are examining.

The number of items also provides for considerable psychometric depth, and as most of the items are strengths in some context, candidates who plan to enhance their profiles artificially will find it difficult to do so. In addition, the test uses an Uncertainty scale to assess whether the candidate is answering in a manner which is socially desirable. High scores on the Uncertainty scale provide an indicator that the person may be misrepresenting themselves. This is noted in the Interview Guide we can provide for each shortlisted candidate.

No. The personality test used in the Fitzii Assessment is normative, it predicts performance based on statistical sampling. Those other types of tests are descriptive (called ipsative), they tell you how a person may behave, not how they will perform in comparison to others. That’s not to say the descriptive tests aren’t useful, they are just not the right tool to use for a screening or selection process.

Our algorithm draws upon science that has been in use predicting role-specific performance for the last 30 years. It is based on the results of more than 15 million assessments to determine the traits that predict people’s performance in specific roles. This extensive validation is what makes the Fitzii test reliable.

The intention of this instrument is to predict both performance and retention. Our psychometric partner has conducted hundreds of predictive validation studies, and they also conduct annual studies for many clients in order to create a continuous improvement model.

Upon request we can provide validation manuals, sample studies and executive overviews that highlight the predictive capabilities. For example, insurance companies that use this psychometric have on average double the four year retention of the industry average. And in an extensive correlation analysis with sales performance, employees with a low Predictor Score (PS) in the psychometric achieved an average of 75% of their sales objectives, average scorers achieved 100%, and the high scorers achieved an average of 150%.

Yes. If you have more than 30 employees in a particular role and would like to create a custom Fitzii Assessment profile for that role, we can work with our psychometric partner to do a validation study of your current employees, which compares their assessment profiles with the performance indicators you would provide.