What it is
An assessment is a structured questionnaire — skills and cultural-fit questions drawn from your library — that you send a candidate so you’re deciding on evidence, not impressions. They complete it from a private link; the result comes back scored against a rubric, dimension by dimension, tied to the candidate and the order.
Assessments take the guesswork out of "should this candidate advance?". Instead of a hunch from a CV, you get a per-dimension score you can compare across candidates on the same bar. The questions and weights are yours — critical, core and preferred — so the score reflects what actually matters for the role.
When to use it
- You want evidence beyond a CV before advancing a candidate
- You’re comparing several candidates on a consistent bar
- A role needs a specific skill or fit you can test for
- You’re moving warming candidates into a screening step
How it works
Step by step.
- 1
Choose who to assess
From the assessments surface, pick the warming candidates for an order and send each an invite. The questions are drawn from your library.
- 2
Send the invite
The candidate gets a private, link-based questionnaire they complete from their own device — no login, no account.
- 3
Wait for the submission
As candidates complete the assessment, their status moves from pending to submitted. You don’t need to chase the form.
- 4
Open the scored result
Open the assessment to see the rubric grid — a score per dimension — alongside the candidate’s answers and the order they’re being matched to.
- 5
Decide on the evidence
Read the per-dimension scores, weighing the critical dimensions most. Advance, hold or decline based on what the rubric shows.
Worked example
Follow it through.
The scenario
You’re screening warming care-worker candidates for Brightwater Health and want a fit check before interviews.
- 1 Open the assessments surface for the Brightwater care-worker order and select the warming cohort.
- 2 Send the assessment invite to Sofia Russo and two others.
- 3 Sofia completes the questionnaire from her phone that evening; her status flips to submitted.
- 4 Open Sofia’s result; she scores strongly on the critical "duty of care" dimension and well on communication.
- 5 Advance Sofia to interview on the strength of the rubric.
The result
Sofia is advanced to interview backed by a clear, per-dimension score, and you’ve compared the cohort on the same bar.
Tips & notes
Good to know.
- Weight the questions that matter — critical dimensions should move the score more than nice-to-haves.
- The candidate completes the assessment from a private link, so there’s no friction and no account to set up.
- Read the critical dimensions first; a strong overall score can hide a weak must-have.
- Keep your question library tidy so assessments stay relevant — reusable questions mean consistent scoring across roles.
When you’re done
A rubric-scored assessment that lets you advance candidates on evidence, not impression.