MatchLytics-Assessment

Purpose of the application and benefits

MatchLytics-Assessment helps you find suitable applicants for your open positions. The application compares the applicants’ motivations and basic needs with the requirements you define for a position. This gives you an overview of all applicants for a position and lets you compare them at the level of soft skills.

• Time savings: The match of every applicant is calculated automatically. This makes pre-selection easier.
• Prepared interviews: Interview guidelines and a short profile are available for every applicant.
• Traceable decisions: The comparisons are documented and make your selection transparent and more objective.
• Lower turnover: Well-matched hires reduce the costs caused by employee turnover.
• Added value for applicants: The motivation profile based on the TwentyFive method gives every applicant valuable insights for shaping their own life.

The modules at a glance

Work in MatchLytics-Assessment follows a fixed sequence. Each step has its own menu item:

1. Positions – You create a position and describe its requirements. Details: Positions.
2. Invitations – You invite applicants individually or with a team invitation. Each applicant creates their motivation profile via the invitation. Details: Invitations.
3. Applications – You see all applicants for a position, sorted by match. Details: Viewing and evaluating applications.
4. Match – In the Match tab, you compare an applicant’s motivations with the requirements of the position.
5. Hire Applicant – You transfer an applicant to MatchLytics-Management as an employee.

The Current start page shows how many invitations and profiles exist for each position. The tutorials offer a quick start.

Background: how the suitability proposals are determined

After being invited, applicants create a motivation profile based on the TwentyFive method. It describes their basic needs and motivations. MatchLytics-Assessment compares this profile with the requirements of the position. The distance between the applicant’s characteristics and those of the position results in a percentage. The higher the value, the closer the applicant is to the requirements of the position.

The job profiles in the system were developed from practical experience and with psychological expertise. An example: an ideal team leader in sales strives for affiliation and assertion, is people-oriented and decisive. A team leader in production also has a strong need for affiliation and assertion and is people-oriented. However, they are more process-oriented and have a stronger sense of quality. Such ideals are built into the job profiles. You can adapt them to your own requirements.

MatchLytics-Assessment presents the results in different ways so that you can evaluate them quickly. Notes on each applicant help you prepare the interviews and clarify detailed questions.