For Jobseekers (FAQs)
If you’re a job applicant looking at the Fitzii site, we’re guessing that you’ve recently applied for an opening at a company that uses our software as part of their hiring process. We understand that you’re curious and wanted to take the time to explain what we do and how it impacts you as a jobseeker.
Here are the answers to a few questions you may have:
Companies hire Fitzii to attract applicants for their open jobs, and then we give them a list of qualified and interested candidates they can interview and hire.
First, we learn all about the role and what the company is looking for. Then, we write a job ad (like the one that might have lead you here!) and using both technology and recruitment experience, figure out who would be a great fit for that specific job and company.
We don’t do the hiring – but we advise the company and provide them the candidates that our data shows would be best for them to interview.
Fitzii is used by great companies (and we’re not just saying that because they’re our customers!) The organizations that use the Fitzii Assessment believe that there is more to an applicant than a resume or a LinkedIn profile. Sure, these things are useful, but of limited value in predicting who is a good fit for a specific role.
Fitzii allows recruiters to explore the mutual fit between the role and the applicant, before they create a shortlist. In other words, you’re not going to be passed over because someone doesn’t like the format of your resume or they can’t pronounce your name.
With the Fitzii Assessment, it is important to remember that there are no right answers or ideal profiles. The assessment is based on the results of millions of tests that show which profiles are linked to high performance in specific roles. What this means is that a “high” score in one trait may be good for one job but not another. Our advice is therefore, be yourself and answer honestly.
You can, however, make sure you have the best chance of getting shortlisted by following these three guidelines:
- Spend time on the “Impact Statement”. Recruiters and hiring managers love the opportunity to understand who you are and what you stand for. Think of it as a mini cover letter and try to make it personal and unique. Whatever you do, don’t write “please see resume”.
- Fill in the Education and Employment sections. We know the information is in your resume as well, but do you know how little time your resume gets looked at for? Fitzii presents this information so the recruiters can take it in quickly.
- If you’re able, complete the additional profile information. This is not always used by recruiters to generate an initial shortlist, but can be the difference when they’re deciding which candidates to progress further.
After submitting your application you have the opportunity to set up a password for your account. Using this you can log in and update your profile. You’ll also be able to see all the jobs you’ve applied for at companies that use Fitzii.
If you need help, just contact us here.
Every job applicant receives a personalized feedback report on the results of the psychometric assessment. This is not linked to the job you are applying for specifically, but will give you useful insights into your personality traits that may help you find roles and working environments that are the best fit for you. Your Fitzii score for a particular job application will only be seen by the recruiter.
First of all, uploading a picture is optional and entirely up to you. We chose to include the option because when LinkedIn came on the scene, recruiters and hiring managers became used to seeing them attached to profiles.
We do offer recruiters the option to turn off the display of pictures if they find it impacts their ability to be objective when shortlisting applicants. (We have a soft spot for these recruiters as they are truly committed to objective hiring. They can also turn off names, dates and locations).
At the end of the assessment every applicant is able to rate the application experience and enter feedback. This is NOT shared with the recruiter or anyone at the hiring organization, so please be honest. We use these to modify and improve the application process to make it as painless as possible for you, the jobseeker. We realise it takes a bit longer than firing off a resume via email, but believe this is a small price to pay for being assessed objectively and accurately. If you have any other thoughts or comments please contact us.