User Insights
The Cognisess platform, and exportable reporting suite, can provide detailed insight into a user’s cognitive, emotional, and social skills and abilities. These insights are attained by measuring psychologically valid attributes through the completion of game-based assessments. The platform also facilitates the capture and analysis of a user’s specific skillset gained through work experience, training, or education. Please refer to “Benchmarking Setup” for more information about profilers and how to apply these.
Candidate insight data is generally used in the following contexts:
- In relation to their suitability to a job for which they have applied, or their suitability to other roles for which you have profilers configured.
- To compare candidates against their cohort within the context of a single job to which they have applied, or against all or a subset of candidates who have applied to any job within your organisation.
Similarly, detailed insights into your employees can be used to empower decision-making within the context of training requirements (skills gap analysis), strategic workforce planning, succession pooling, and team dynamics.
A user’s attribute scores can be presented in numerous ways, but are most commonly found in the following formats:
- Q Scores – comparison between the user and the general population, considering numerous attributes. The average of the population is always set at 1000 – so across all Q scores, comparisons are on the same scale. The following Q scores are generated, dependent on assessments played:
- CQ – a measure derived from completing all cognitive tasks.
- EQ – a measure derived from completing all emotional tasks.
- SQ – a measure derived from completing all skills related tasks.
- YouQ – a measure derived from completing all cognitive and emotional tasks.
- Unidirectional attribute score – a 0-100 score, with 0 being low and 100 being the highest achievable score for that attribute.
- Bidirectional attribute score – predominantly used to display a personality type, a 0-100 sliding scale where 0 and 100 both represent opposing personality traits.
- Profiler comparison – a percentage value displaying that user’s attribute(s) or skill(s) match to the configured profiler type.
A description of a specific attribute, and what the users score means in terms of their own ability and in relation to the general population is also available by accessing an individual attribute.
The following “how to” guides are included in this section:
