Strengths

What are the areas where the candidate is really good? We have taken the most critical aspects of job performance (i.e. competencies) known in academia and poured them into the "Strengths" question for you. You can use the question to gather structured information about the competencies the candidate has demonstrated.

Competencies refer to collections of knowledge, skills, abilities, and other characteristics that are needed for effective performance. We chose research on job agnostic competencies as guidance and created a list of 14 competencies to ask the reference giver about.

Key competencies we look out for

Technical expertise
Attention to detail
Fostering others
Acting with confidence
Relationship building
Coping with pressure
Quick delivery
Displaying vulnerability
Offering ideas
Proactivity
Fast learning
Planning and prioritizing
Solving tricky issues
Openness to opinions

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For what kind of job roles should I use this assessment?

Any role that involves specific competencies of the candidate. This may include but not limited to job roles like software engineer, data analyst and product designer.

When to use this module?

Reference checks can function as a screening tool at the beginning of a hiring process or in a more advanced context where you want to verify the first impression of your candidate.

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