Question and Competency Properties
When you define prescreening questions and competencies for a requisition, you need to consider several elements.
Apply Model
When you define competencies and questions for a requisition, you can apply the predefined model of competencies and questions associated with the requisition. When you click Apply Model, competencies and questions that match one location or one job field of the requisition are added to the requisition.
Minimum Proficiency and Experience
When you add competencies to a requisition, you can specify the minimum proficiency level of the competency and the minimum years of experience required.
Your administrator decides if and how you can define that info. These three configurations are possible:
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Simple format: Instead of overwhelming candidates with a list of competencies where different values must be assessed for each, the simple format presents a much simpler and faster experience where candidates simply check off those competencies where they have the required proficiency and experience.
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Detailed format: The detailed format lets candidates assess each competency using 4 different metrics: Proficiency, Experience, Last Used, and Interest.
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Simple or Detailed: You can use the simple format, the detailed format, or even both. When using both formats, candidates first go through a process in simple format and later, they're asked to provide the additional details. If you need to specify requirements that are different from those set by your administrator and used with the simple format, you need to select the option "Modify the minimum requirements of proficiency and experience" before you can select a minimum proficiency level of a competency and the minimum years of experience required.
Required and Asset
When you add questions and competencies to a requisition, you can specify if a certain answer is required or maybe just an asset.
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Required: The candidate must have the competency or the right answer to a question to be considered for the job. It's like the minimum requirement.
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Asset: The candidate doesn't need to have the competency or the answer to a question to be selected for the job, but it would distinguish a candidate compared to others. It's like a strongly preferred or nice to have qualification.
Here are some examples.
| Example | Question |
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This is a single answer question for which the candidate will only select one answer. If a Bachelor's Degree is required, you must mark that answer and all answers greater than that answer as required. Otherwise, a candidate that answers Master's degree won't be recorded as having met the requirement, even though candidates with a Master's degree do meet the minimum requirement. |
Indicate the highest level of education you have completed.
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This is a single answer question for which the candidate will only select one answer. If a minimum of 2 years of experience is required, you must mark "1 to 3 years" and all answers greater than that answer as required. Otherwise, a candidate that answers "3 to 6 years" won't be recorded as having met the requirement, even though those candidates have at least 3 years of experience and do meet the minimum requirement. |
How many years of experience do you have in Java programming.
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Weight
Weight is a numerical value added to a given answer to give it more consideration when prescreening candidates. The weight criterion is an optional third level filter. To use the weight feature, you assign a certain number of "points" to the answer you want to weight. Keep it simple, weighting is used to refine requirements and assets, so it should be used selectively.
Weighting can be helpful with a high volume requisition as there will be more questions and you will need to have extensive filtering of the candidates list.
If you decide to use weight, here are some tips to keep in mind to know what to weight:
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First determine what answers need points. Not all questions or answers need weighting.
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Only weight assets not requirements, and only those assets that really need to stand out from the others to sort your ideal candidates to the top of the list.
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One exception to the asset rule is you can put weight on single answer requirements if the questions are minimum or greater like we saw earlier.
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Another exception is if the Prescreening requirement column is strictly used for OFCCP compliance, then typically assets aren't used, and some organizations may want to use weighting in that case to help sort the list.
| Example | Question |
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This is a multiple answer question where you may have several assets. Weight helps you identify preferred, or super assets over other assets listed. Here we see MS Project is the most important asset out of the 4 assets. 3 out of the 4 assets are weighted with extra points. When using a list that includes requirements and assets, never assign weight to requirements. The candidate will either meet the requirement or not, and adding weight to a requirement listed won't help in providing further differentiation from other candidates. The total weight for this question is 100%. You can assume that this is the only question weighted on the whole questionnaire. If a candidate selected all the assets with weighting they would receive 6 asset points or a 100% result. |
Indicate which computer applications you have used to perform your job duties in the past. Select all that apply.
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This is a single answer question. The one exception where you would weight requirements is on a question like this one. In this example, we are hiring a junior level HR Generalist, so a preferred level of years experience is indicated even though anyone with one or more years of experience would meet the requirement. Here, we see that 3-5 years is the most desirable out of all the choices. The 5-7 years is a medium level. And the over 7 years gets the least amount of points as they may be overqualified. |
How many years of experience do you have as a Human Resources Generalist?
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