Updated Assessment FAQ

Answers to common questions about our improved personality assessment.

J
Written by James
Updated over a week ago

How have we improved Thrive’s assessments?

At Thrive, we’re always trying to improve and advance. The latest step after many months of tireless work, is the release of our improved assessments. We’ve built these psychometric assessments with the candidate experience in mind, to be more modern, relevant and user friendly. All this while ensuring that assessments remain fair, valid and provide the same great insights .

Will the Thrive platform change?

No, you’ll still use our tool to assess your candidates just as you did before. You will simply be able to select new traits and abilities from an updated list when creating your campaigns. Sending assessments out to candidates, results and reports will all work exactly as you’re familiar with. The real change will be on the candidate experience side where we have modernised the assessments and now offer them mobile first so they’re even more accessible.

How will the candidate experience change?

The process that a candidate undertakes won’t change materially, it is still as simple as clicking on an assessment link and then completing relevant assessments, section by section. We have built our assessments with the candidate experience at the forefront of our thinking. The improved assessments are smoother, easier to use and have been modernised both from a user interface and language standpoint.

Are the new assessments mobile friendly?

Yes they are, candidates will now be able to complete their assessments smoothly and easily using a mobile device.

What other devices can candidates use to complete assessments?

Candidates can also complete their assessments using a laptop or PC running the latest version of Chrome, Firefox or Safari.

What personality traits can I now assess ?

The following traits are included in Thrive’s improved personality assessments, you can select from these when building your role specific assessment:

Enthusiastic - Proactive and motivated to start tasks; thrives on being busy; may act on impulse

Sociable - Enjoys connecting with new people; tends to be lively and outgoing in groups

Influential - Assertive and expresses opinions with ease; enjoys persuading others

Supportive - Enjoys helping and supporting people; makes time to develop others

Cooperative - Enjoys working with others towards a shared goal; avoids disagreeing with others

Empathy - Enjoys listening to others; tolerant; shows warmth towards others

Emotionally intelligent - Reflects on own actions and how they affect others; mindful of people's reactions

Adaptability - Thrives in a changing environment, enjoys variety and adapts easily

Analytical - Likes working with information and using this to support decisions; relies on facts

Conceptual - Enjoys working with complex concepts; works best with visionary or abstract ideas

Creativity - Develops original ideas; experiments with new techniques; willing to take risks

Inquisitive - Shows curiosity across broad topics; questions how things work

Conscientious - Well-organised and enjoys working with details; follows the rules

Ownership - Sees tasks through to completion; takes responsibility; respects commitments made

Achieving - Sets demanding goals and focused on results; thrives on challenge; enjoys competition

Emotional control - Calm and composed in challenging situations; less likely to show their emotions

Autonomy - Acts independently without seeking support; does things in their own way

Resilience - Perseveres with challenges; recovers quickly from mistakes and setbacks

These traits have different names to the previous ones, how can I ensure that I am selecting the right ones if I want to assess for the same characteristics?

We have improved the language of our assessments to modernise them and ensure their relevance in today’s workplace. We have put together a document which aligns the old traits with our updated ones. It is attached at the bottom of this FAQ document.

What abilities can I now assess?

Logical Thinking - Measures the ability to apply a set of rules in a logical and consistent way to solve complex problems. This test is useful to assess candidates for roles that require the use of analytical and critical thinking to devise effective solutions. High-scorers can adapt their their problem solving strategies to new challenges and changing circumstances.

Numerical Reasoning - Measures the ability to work with complex numerical information in a business context. This test is useful to assess candidates for roles that involve analysing or making decisions from commercial data.

Verbal Reasoning - Measures the ability to work with complex written verbal information in a business context. This test is useful to assess candidates for roles that involve making decisions from written documents or communicating clearly and effectively.

Checking - Measures the ability to concentrate over a sustained period. This test is useful to assess candidates for any role that requires a focus on getting basic details consistently correct.

What levels of difficulty will the assessments be available in?

Thrive ability assessments will initially be available at two difficulty levels - Standard and advanced.

Will I still receive recommendations from psychologists on what assessments to include?

Yes, you will still receive our psychologist recommendations as a default when you create your campaign. You can choose to use these and add to them or you can completely customise your assessments as you see fit. You can also assess either personality or ability individually.


What will happen to my existing campaigns?

You’ll be able to continue using these as normal until the end of April. At that point, we will sunset the old assessments and then you’ll no longer be able to use legacy campaigns. You’ll simply need to create new campaigns with our improved assessments in the same manner with which you’re familiar.

How long does an assessment take?

Thrive assessments vary depending on which specific assessments are included. Our personality assessment is a single assessment which assesses for multiple traits and always averages 12 minutes in length. Ability assessments are individual assessments and also vary in duration. Keep an eye out for the duration of each specific ability test, when creating your campaign.

Do all candidates receive the same assessment?

No, while the fundamental principles behind everyone’s assessment are the same, they are adaptive and questioning is constantly being updated based on the responses of candidates. So, no two candidates will have an experience that is exactly the same.

How do you address issues of bias and fairness in your assessments?

When building the assessments, the design of the questions (known as items) are closely inspected by a group of expert psychologists on personality assessment to ensure that the wording of the statements do not bias against any sociodemographic or cultural variable of respondents. This is then tested with different techniques (moderator analysis and differential item functioning) to ensure that neither age, gender, nor ethnicity impact the scores obtained. Any items which showed any signs of bias have been excluded from the final assessment. There is then an ongoing process to continually monitor the questions (items) and the scores to ensure no bias on any groups of individuals.

What is the theoretical framework or model underlying your assessments?

Our assessments use the big 5 factor theory as an overarching framework. Below each of the Big Five domains, we have generated a set of traits that function as narrower constructs which have greater psychological meaning for employers, greater specificity with job settings, and higher predictive validity with consequential outcomes of job performance and employment wellbeing. This hierarchical model of traits and domains is similar to other personality models like the NEO-Pi-R, BFI-2, or HEXACO, to name a few. In scientific literature, traits measured that stem from the Big Five are commonly known as facets or aspects.

How do you ensure the ongoing quality and validity of your assessments?

Comparisons are performed regularly between the existing data points and new data points available in our system, in terms of structural validity and criterion related validity. As long as new information contributes to improve the psychometric properties of the assessment, it shall be included in our norming engine.

.

Did this answer your question?