Toolkit

Useful for:

♥ Pre-employment screening

♥ Development

♥ Lateral moves / Promotion

♥ Vocational

Assessments Required: Personality (Cognitive is optional for additional information about the processing speed of the candidate)

If the Cognitive Assessment was included, this is where the result is displayed at the top, as the "General Reasoning" score.

Behaviour detail for each Personality Trait

How to interpret the Personality/Job Fit report (quick guide)

The difference between conscientious (Personality) and Conscientiousness (Attitudes)

How to measure resilience

Useful for:

♥ Pre-employment screening

Assessments Required: Attitudes Assessment

This assesses an individual's 'fit' with working culture and role by measuring three areas of potentially counter-productive work behaviours, hostility, integrity and conscientiousness (dependability).

The Attitudes Assessment is only suitable to assess external candidates. We do not recommend using the Attitudes Assessment for internal staff. 

Hostility (Aggression)
Describes the degree to which the person is not able to suppress angry feelings but rather expresses anger physically or verbally to co-workers and thus could pose a risk in the workplace.

Conscientiousness (Dependability)
Describes the degree to which the individual lacks persistence, work motivation, and organisation, ranging from being lackadaisical and careless to being highly disciplined and dependable.

This concept (Conscientious) is also measured in the Personality Assessment. Read the differences/similarities here.

Integrity
Involves the degree to which the person is likely to engage in pilferage, short-changing customers, falsifying expense accounts, lying to protect him- or herself, exaggerating one’s job qualifications and other acts of dishonesty.

Good Impression Scale
A validity scale that measures the degree to which the person has responded truthfully or is responding in such a way as to make a good impression.

Useful for:

♥ Pre-employment screening of leadership roles

♥ Development of current staff in leadership roles

♥ Lateral moves / Promotions

Assessments required:  Personality (Cognitive is optional for additional information about the processing speed of the participant)

This report is useful to identify strengths and gaps in generic leadership skills and style and is written as a pre-employment screening for managerial roles as well as a development tool.

As the report is focused on the person's personality profile in relation to leadership traits, it is a useful addition to a more skills-based leadership training.

It looks at the following areas:

1. Solving problems (if the Cognitive assessment was included)
2. Making decisions
3. Motivating others
4. Planning and time management
5. Handling confrontational situations
6. Making presentations
7. Handling change
8. Win-win team approach

Useful for:

♥ pre-employment screening

♥ probation-evaluation

♥ measure engagement ongoing

Assessments Required: Engagement Survey

This report provides additional information about the participant’s engagement with their current role and employer.

Engagement with the Job

A High level of job engagement indicates a very good fit with their current (or most recent) job and a high degree of commitment to expending effort at work.

Average levels of job engagement indicate a reasonable fit with the current or previous job and an average degree of commitment to work.

A Low score on job engagement can mean that the participant found/finds it difficult to maximise efforts in doing the (previous) job. This lack of job motivation may be due to a poor fit with the (previous) job,  or to a general lack of commitment to work.

Engagement with the Employer

A High score shows that the participant has pride in working for their prior or current company, caring about its future success, and having confidence in the company's management. If this can be maintained the participant is likely to continue to have a high level of engagement, however, it is important to understand the participant's expectations and reasons for their engagement.

An Average score means that the participant had some level of engagement with the employer, however, there could be areas where the participant was not fully satisfied or where they saw room for improvement. This level of engagement with the (prior) employer may be a function of weak management, lack of a clear organisational strategy, or a variety of other valid reasons. Thus, understanding the underlying reasons for this score is important.

A Low Score in employer engagement means that the candidate is having little or no pride in working for the (prior) company, is lacking concern about its future success and is having low confidence in the company’s management. This lack of engagement with the (prior) employer may be a function of weak management, lack of a clear organisational strategy, or a variety of other valid reasons.

Useful for:

♥ Induction program - for the hiring manager

Assessments Required: Personality (Cognitive is optional for additional information about the processing speed of the new incumbent)

This report is designed to help a supervisor or manager better understand the personality characteristics and learning style of a new employee. By understanding these characteristics and how they can affect basic work behaviours, the supervisor or manager can better understand how to maximise the new employee's performance and get them off to a great start within the company.

It gives the hiring manager information about their new team member in the following areas:

1. Learning new things (if Cognitive was part of the assessment requirements
2. Taking direction from others
3. Consistently following procedures
4. Being friendly
5. Handling stress
6. Working on a team
7. Handling details
8. Dealing with change

Useful for:

♥ Pre-employment screening

♥ Development

♥ Lateral moves / Promotion

Assessments required:  Personality (Cognitive is optional for additional information about the processing speed of the participant)

There are 3 major components that impact leadership capabilities. Those 3 components are Skills/Experience, Attitudes/Motivation and lastly Personality/Learning Style. This report is based on the results of the participant's self-assessment of their Personality and Learning Style. It is designed to assist in the development process for leadership and managerial roles and combines well with specific skills training.

It looks at the following areas:

1. Solving problems (if the Cognitive assessment was included)
2. Making decisions
3. Motivating others
4. Planning and time management
5. Handling confrontational situations
6. Making presentations

Useful for: 

♥ Development / Self-assessment

♥ Lateral moves / Promotion

Assessments required:  Personality (Cognitive is optional for additional information about the processing speed of the participant)

This report can be used for leadership development and is intended to be sent to the employee. It guides the employee in their exploration of a leadership role as part of their future. For 8 different areas, relevant to leadership roles it explains what the employee’s style is and where necessary, provides guidance.

It specifically looks at:

1. Team orientation
2. Decision making
3. Feedback and follow-up
4. Conflict management
5. Motivating others
6. Problem-solving
7. Planning and organising
8. Consistency

Useful for:

♥ Development and Training programs

♥ Buddies/coaches of the employee

Assessments required:  Personality (Cognitive is optional for additional information about the processing speed of the participant)

This report is designed to help a supervisor or manager better understand the personality characteristics and learning style of an employee for the potential of maximising training and coaching efforts. It includes insights into the employee’s work style as well as useful tips. This report is broken down into basic work behaviours that affect most jobs.

It is critical to note that there are 3 major components that affect actual performance on the job. Personality/Learning Style, Attitudes/Motivations and Skills/Experience. This report is only focused on the first component of Personality/Learning Style looks specifically at:

1. Learning new things (if the Cognitive Assessment was part of the assessment requirements)
2. Taking direction from others
3. Consistently following procedures
4. Being friendly
5. Handling stress
6. Working on a team
7. Handling details
8. Dealing with change

Useful for:

♥ Applicant Feedback

♥ Development

♥ Vocational

Assessments required:  Personality

The career trait profile is the report available to applicants after they have completed the assessments. It explains 6 universal career traits and provides feedback to the applicant in relation to these traits. It also includes Resume and Interview tips. Many psychometric
assessment tools do not provide a report for applicants however this report is available for feedback to unsuccessful applicants or for vocational guidance purposes.

It gives insight to the applicant in the following areas:

1. Planning
2. Tough Mindedness
3. Flexibility
4. Extroversion
5. Stress Resistance
6. Teamwork

Useful for: 

♥ Applicant Feedback

♥  Vocational

Assessments required:  Personality (optional Cognitive)

This report provides the applicant with another piece of data that they can use when choosing their next employer. Based on their self-assessment of their personality (Big5) and learning style, the report highlights things to consider when choosing their next position/employer.

It is very similar to the Job Fit report, however it does not have the benchmark comparison nor the "Good Impression" scale.

Useful for:

♥ Applicant Feedback

♥ Vocational

Assessments required:  Personality

This report is intended to provide specific questions for the applicant to ask any prospective employer so that they can determine if the environment, management style and reward systems are a good fit based on their core personality traits and learning style.

How to access your platform

Because each of our clients has their own unique platform URL, the only way to access your Care Advantage platform is via the login-details email you received when first starting to use the platform.

Look out for an email from stmsupport@big5assessments.com (or stmsupport@peopleclues.co.uk) as it has your login details. If you have lost or forgotten your details, contact your local HR team or Care Advantage Account Manager to have your details resend.

Bookmark your Care Advantage platform URL for quick access.

Your Care Advantage Dashboard

After logging into the Care Advantage System, the first thing you see is the dashboard.

The dashboard is the starting point for all your activities: creating new assessment events, managing participants, searching for events, generating reports and managing your user settings. The menu bar at the top gives you access to all these functions and the main screen can be used to quickly access recent applicants or events.

Create an Assessment Event

Before you can start assessing your applicants, an assessment event needs to be created.
This can be the role you are recruiting for, an expressions of interest event,  or you can create an event for development purposes or to measure employee engagement.  The 2 principal options you have are:

System Note – Whilst an unlimited number of events can be created through your portal, there is a limit (250) to how many events Care Advantage can search / display under the “manage events” tab for each division. This is done to ensure effective search performance and normally a consideration for large volume and longer-term users.

It’s recommended that Divisions (Divisions can be geographical or branch locations / business units) and any subdivisions are set up in a way that reflects your business operations. This will make searching for events more logical.

Each organisation will have different views however we recommend that events are regularly deleted (after say 6 months) for file maintenance reasons. Applicant assessment records and reports are NOT lost when an event is deleted. They can still be found under “people” tab.

To create an (assessment) event first log into Care Advantage. You will then have two options:

1. create a new assessment event
2. copy an existing assessment event.1. Create a new Assessment Event from scratch
   Click on the top menu bar on "Events", then "Create Event" In this screen you will create your new event. Just work your way down from the top to the bottom.

   

   

   NOTE: The two options for the Event Experience – Standard and Custom – each have their own pros and cons and we recommend familiarising yourself with these options, so you can decide what works best for you.

   Event Experience - Standard
   
   Best for most assessment events and clients with Unit-Based Accounts

   • Participants are required to create a login
   • Unique identifier is the email address
   • System will remember participants so they cannot complete the assessments twice
   • If they leave the assessments part-way through, they are able to log back in to finish (not for Cognitive)
   • If you have chosen to enable the Candidate Feedback Report(s), they will be accessible via their participant dashboard

   Event Experience - Custom - NO Participant Account
   
   Best for engagement assessments or assessment centres where the participant completes the assessments on site.

   • Participants are not required to create a login which makes for a very user-friendly candidate experience
   • They will be able to complete the assessments multiple times, which is not advised
   • If they leave the assessments part-way through, they are NOT able to log back in to finish
   • The candidate feedback reports are NOT accessible
   • You can choose to send the candidate to a certain online page after completion (working-with-us page)
   • Can be used if you want a candidate to redo an assessment, for example when they exaggerated extremely on the job fit assessment (not advised)

   After creating an assessment event you may want to set up Event Notifications or Report Manager so you will be notified when a participant has completed the assessment. Both these functions don't work retrospectively, so do this before sending the event invite to participants.

   The order in which the assessments are presented to participants is as follows (if all assessments were included):
   1. Personality  2. Cognitive  3. Attitudes  4. Engagement

   1. Copy an existing Assessment Event

   Save yourself some time creating a new assessment event by copying an existing one. First choose which assessment event you want to copy from your existing event either via the menu bar – "Events" – "Manage Events" or via your dashboard.

   

   Then click on the pen and paper icon to open this event.

   

   Scroll to the bottom of that event page where under Event Information on the left-hand side you find the Copy button.

   

   After copying the event you will be able to change the different fields to suit your needs. See previous steps for guidance.

   You may also want to set up Event Notifications or Report Manager so you will be notified when a participant has completed the assessment. Both these functions don't work retrospectively, so do this before sending the event invite to participants.

Set up Assessment Completion Notifications

After inviting participants to complete assessments, you would probably want to know if and when they have completed the required assessments.

You can choose to:

1. Regularly log into the Care Advantage platform and check the assessment event(s)
2. Set up Event Notifications to receive an email each time a participant has completed the assessments
3. Set up Report Manager, which automatically emails a PDF report pack once a participant has completed the required assessments.

The best time to set up Event Notifications is straight after creating the assessment event and before participants have completed the assessments, as the notification setting does not work retrospectively.

You can find "Event Notifications" from within the assessment event, on the left-hand side. Click on "Add Notifications".

In this window you can choose which system users will receive the email notification. If the person you want to set up to receive notifications is not listed, you can add them as a system user to the platform via "settings" - "User Accounts".

Click "Set Notifications" to confirm. You can see who is set up for Event Notifications back in the event screen.

Invite Participants

There are two ways to invite applicants to complete an assessment:

1. Use the Assessment Event Link - send the assessment link to candidates via your email, ATS as the back of Seek, for example
2. Via the Smart Invite Tool - from within the platform

We recommend you try out both, from a user AND candidate perspective.

1. The Assessment Event Link

Each assessment event has a unique URL or link which can be found underneath the Assessment Event title when you're in the Assessment Event.

You can "right-click" on this link and choose "Copy Link" or click on "Email me this link".

You can copy this link and use it in a multitude of ways:

1. Add it to the automatic response email template in your Applicant Tracking System so that the moment someone applies for a vacancy, they will receive not only the "thanks for your application" confirmation, but also the request to complete the assessments.
2. If you don't have an ATS, you can add the link to an email function in the back of the online Job Board you are using or paste it into your normal email account you use when communicating with candidates.
3. Add it to the Careers' Page on your website, for example, for expressions of interest.
4. Use it in your Social Media posts.

1. The Smart Invite Tool
From within an assessment event you can also invite participants via the “Manage Participants” section on the left-hand side of the event page. We call this section the Smart Invite Tool. Click on “New” under “Add Participants” to invite participants.

Click  “New” under “Add Participants”, you will be able to enter the email addresses of those applicants you wish to invite. Use only a comma to separate email addresses.

Click "Send Invites" and the system will send the participants an email with your messaging, the assessment event link as well as their login details (if you had set up the event with the "event experience" that includes the creation of a participant login).

Send reminders and manage incomplete assessments

Candidates can be invited to complete the assessments either via sending them the link using your own email account, ATS or job board, alternatively, they can be invited via the Care Advantage platform.

In the latter case, the platform will keep track of who was invited and where they are up to in regards to completing the assessments. This will also give you an accurate Percent Complete number.

If the candidates were invited from outside of the platform, the system will start tracking their activity the moment they click on the link.

Regardless of how candidates were invited, it is best practice to send them a reminder email or text message (if possible - some ATS systems have this functionality) to increase completion rates.

You can view the total incomplete candidates from within an assessment event, under "Manage Participants".

Here you can see those who clicked on the link, but did not start and those who have started with the assessments. Clicking on the "Resend Invite" will send the candidate the invite message plus their login details again.

Accessing and Distributing the Reports

There are a couple of options - manual and automatic - when it comes to viewing results and sharing participants’ reports.

1. View results from within the Assessment Event

The moment a participant presses the "submit" button, their assessment results are loaded into your platform and can be accessed from within the Assessment event.

If you had set up "Event Notifications" for the event, you would've received an email notification letting you know that the participant had completed the required assessment. If you haven't set up an Event Notification, you can regularly check your platform for new 'completers'.

Results are displayed in chronological order, however by clicking on the "Job Fit" heading under the "Complete Participants" section, you can sort the results by Job Fit score. You can do the same for the Attitude score.

2. View results in Smart Sort

For large candidate pools we recommend using the Smart Sort functionality, as this will help you quickly identify higher calibre, lower risk candidates.

The Smart Sort tool works best if the Personality and Attitudes assessments were part of the assessment requirements, because it will automatically sort and rank your applicants based on their job fit and attitudes scores combined. If the cognitive assessment or engagement survey were included, the results will be shown as well, but not included in the ranking.

You can find Smart Sort in the top menu bar.

The Smart Sort tool uses the data from the ‘Total Complete’ .csv file which can be found in the assessment event for which you want to sort and rank your candidates.

Download this .csv file by clicking on ‘Export to CSV’.
Once downloaded, save it somewhere where you can easily find it again or leave it at the bottom of your internet browser to easily drag and drop into Smart Sort.

Then click on the Smart Sort button in the top menu which opens the Smart Sort function in a separate tab or window.

Here you can either drag and drop that same .csv file you just downloaded from the assessment event in the box or upload it from your computer.

For more information on how to use Smart Sort, see the dedicated chapter on the left-hand side.

3. Access and distribute the reports via the Assessment Event
The manual way of accessing participant reports is via the dashboard, from within the assessment event. To do this, open the assessment event for which you want to download/share participant reports.

Click on any name to go into that participant's detail page. Here you can view and download their assessment reports from the grey boxes or have a look at additional reports under "Additional Information". Under "Other Actions" you can download additional job fit or attitude interview questions or see how the participant scored against the other available job fit benchmarks.

To view the participant's job fit or attitudes report, click on the corresponding grey box.

This opens up the report for you to view. At the bottom of the screen you can choose to download the reports as a pdf or send it via email.

4. Send report packs via email

Instead of viewing, downloading or sending reports individually, you can create a "Fit Report Packet" and send this as a pdf pack via email to one or multiple people. This option works well if you only want to send shortlisted candidates to managers or the interview panel without giving them access to the platform.

You can find the option to create a Fit Report Packet from within the participant's results page, on the right-hand side under "Other Actions".

After clicking on "Create Fit Report Packet" you can choose which reports and additional interview questions you like to include in the report pack.

The moment you tick one of the options, a box will appear in which you can put the email address(es) of the recipient(s). Use a comma to send to multiple recipients.

4. Automatically send report packs via email (Report Manager)
Alternatively, you can choose to set up an assessment event with the option to automatically send a PDF report pack to a nominated email address the moment a participant completes the required assessments.

After opening the event for which you want to set up report manager, down the left-hand side you will find “Report Manager”, click on the “Options” button.

In this next screen you can select which reports you would like included in the PDF pack (up to 10) and to whom you would like to have the pack sent.

After clicking "Set Reporting Options" you will see a confirmation at the top of the screen where you can also return back to the event and send out the assessment link to participants or invite them directly from within the assessment event.

Additional Reports

Access additional reports via the People Tab

Access additional reports via the assessment event

Find and Manage Participants

All your participants are stored under the "People" tab in the main menu bar. Click on "Search" to view and search for certain people.

Here you can type in the name (or part of the name) of the person you are looking for.

Clicking on their name gives you their profile page, including the past job(s) they applied for, how they score against other benchmarks and all their reports. 

From here you can view individual reports or choose the ones you want to send via email as a PDF report pack.

Compare participants against other benchmarks

Once a participant has completed the Personality Assessment, their job fit score is available for all the benchmarks that are set up in your platform. This can be useful in certain situations. For example, you are recruiting for a Registered Nurse, however you want to find out which ones of your candidates has a good personality fit for a Clinical Care Manager position further down the track.

You can do one of two things to find out:

1. Look at each candidate's individual scores against the Clinical Care Manager benchmark.
2. Create a new assessment event against the Clinical Care Manager benchmark and move all the candidates into that event for comparison purposes.

1. Compare an individual participant against other benchmarks
Search for the participant via the “People” tab or from within an event that the person has participated in.

From within the "search" function. 
Hover over the “People” tab and click on “Search”. Then type in the participant’s first or last name in the search bar. Click on the participant's name.

The "Job Fit Reports" section shows how the applicant scored against all available benchmarks. The Job Fits are listed in alphabetical order. From here you can click on "Score" to automatically sort the jobs from best to least job fit. Click on “Show XX entries” to display more benchmarks.

Besides comparing your applicant against the other benchmarks, you can also use this option to send up to 10 reports via email to other members of staff. Tick which reports you want to include, scroll down and type in the email address of the receiver. Clicking “send” will send a PDF with the "ticked" reports included.

From within a current assessment event
You can also choose to compare an applicant against other benchmarks from within the event they completed assessments for. First find that person from within the assessment event and click on their name.

Once in the applicant’s page, under “Other Actions” on the right-hand side you can click on “View All Scores & Activity” to compare the applicant against all available benchmarks.

The "Job Fit Reports" section shows how the applicant scored against all available benchmarks. The Job Fits are listed in alphabetical order. From here you can click on “Score” to automatically sort the jobs from best to least job fit. Click on “Show XX entries” to display more benchmarks.

2. Comparing a group of participants to a different benchmark
Comparing multiple people against a different benchmark is easiest by creating a new assessment event and adding these participants to that new event. As long as the required assessments (in this case the Personality Assessment) has been completed by the participant in the past, then they won't be notified of being added to the new assessment event.

To continue with the example of comparing the candidates for the RN role against an assessment event set up with the Clinical Care Manager benchmark, you first need to jot down or run the CSV report with the names of the RN applicants. See “System Reports” on how to do this.

Then create a new Event called Clinical Care Manager with the Personality Assessment ticked and set up with the Clinical Care Manager benchmark.

From within that Care Manager event you add that group of applicants from the RN event by clicking on "Existing" under the Manage Participants section.

In this screen you see a list of all your past participants from which you can add the ones you're looking to compare to the assessment event.

You can search for people via the search bar and as long as no additional assessments are required, with one click on the "Add to Event" button, the participant will be added and their personality profile compared against the Clinical Care Manager benchmark.

Smart Sort

For large candidate pools we recommend using the Smart Sort functionality, as this will help you quickly identify higher calibre, lower risk candidates.

Smart Sort works best if the Personality and Attitudes assessments were included, because it will automatically sort and rank your applicants based on their job fit and attitudes scores. If the cognitive assessment or the engagement survey was included, the results will be shown as well, but not included in the ranking.

Watch the video below or keep on reading for instructions.

You can find Smart Sort in the top menu bar. Clicking on it will open up a new tab or window.

The Smart Sort tool uses the data from a .CSV file which can be found in the assessment event for which you want to sort and rank your candidates under the Scores Report heading within the "Report Manager" box.

Download this .csv file by clicking on ‘Export to CSV’.

Once downloaded, save it somewhere where you can easily find it again.

Then click on the Smart Sort button in the top menu which opens the Smart Sort function in a separate tab or window.

Here you can either drag and drop that same .csv file you just downloaded from the assessment event in the box or upload it from your computer.

Smart Sort automatically sorts the results by Attitudes first (Low Concern, Some Concern, Serious Concern) and then by Job Fit Score (High-Low) and ‘ticks’ candidates who scored over 80% Job Fit with a Low Concern in their attitudes.

A considerable amount of research indicates that conscientiousness has a moderate to large positive correlation with performance in the workplace. Smart Sort helps to identify people who not only score low on the “Conscientious” scale of the Personality assessment, but at the same time are also flagged for a “Serious Concern” on the Conscientiousness scale of the Attitude assessment.

* However, if you are applying a custom benchmark in which a "low" score on Conscientious (Personality) aligns with the high performers, then please keep this in mind when reviewing the results.

It does this by putting a yellow dot in front of their name and adds a message to the notes section. In this case “Conscientious double whammy”.

Smart Sort also highlights participants who score extremely high on the “Good Impression” scale of the Personality assessment AND a “Serious Concern” on the “Good Impression” scale of the Attitudes assessment. It adds a yellow dot in front of their name and a message to the notes section. In this case “Conscientious double whammy”.

These participants have tried to put themselves in the best possible light when answering the assessment questions. Unfortunately, this can affect the reliability of the results and further investigation is warranted, for example during the interview. We recommend using the “Faking Rating Scale” straight after the job interview to see if this level of “exaggeration” has continued.

Adding and modifying System Users

System users who are set up as "System Manager" or "Account Manager" are able to modify or create new users for their team. You can find the User Accounts function under "Settings".

Your Care Advantage licence comes with unlimited user accounts, so feel free to create as many as you need.

You can manage

Manage Divisions

Care Advantage can be set up in a number of ways and the choice is up to you as to what “structure” best suits your needs within the system.

The term Divisions is used to signify the different departments / regions / sites / locations / services that are chosen and are useful to categorise assessment events and assign different authorisation levels to users.

For example, most of our clients create divisions based on their locations or departments as this structure is reflected in their normal accounting and reporting processes

The benefit of using divisions, is that you can then assign authorities (e.g. create events or View only access) to users for that division (or sub division) as required, so that a certain Manager only has access to their respective site (division), without being able to see any of the other sites (divisions), including assessment events and participants.

Hover over "Settings" in the top menu to view the drop down menu. Then click on "Divisions".

Below is the Company Divisions Screen; from here you enter the divisions you wish to create or by clicking on the edit/delete icon, which ones to manage.

You can go down 5 levels. Deleting a certain division will move any assessment events in that division to its parent division.

For large applicant pools use Smart Sort to quickly identify job applicants with a high job fit score and a lower risk in their attitude to work. Smart Sort also has additional filters to help you identify the best applicants from the bunch.

You can find Smart Sort in the top menu bar of your Care Advantage platform. 

Smart Sort Instructions

Smart Report gives you an overview of your Care Advantage usage and participant data. Use the filters to drill down by benchmark, site, date or postcode. 

You can find Smart Report in the top menu bar of your Care Advantage platform. 

Smart Source gives you a list of all your applicants who have completed the Care Advantage assessments in the past. You can view this as your unfiltered "talent pool". Some of these applicants would have been deemed unsuitable when they applied, others, however, will have been acceptable or shortlisted but not the preferred candidate(s). The sourcing landscape has changed significantly and these are people who have had enough interest in your organisation to apply and complete the assessments. Using the filters you can now search for applicants to specific jobs, per location around your worksite and their assessment results.

You can find Smart Source in the top menu bar of your Care Advantage platform. The password is: 12SmartSource!