The platform has been completely redesigned to provide a more personalized and seamless experience for recruiters, managers, and candidates. These are the key benefits of the new platform:

• Comprehensive multidimensional assessment – The platform offers a holistic view of candidate capabilities by combining One-Way Video Interviews, Reference Checks, and Predictive Assessments. This multidimensional approach allows for more accurate and informed decision-making, leading to better hiring outcomes.
• Enhanced candidate experience – With invitations sent via both Email and SMS, improved mobile usability, support for additional languages, and redesigned reports for candidates, the platform not only boosts conversion rates but also enhances the overall perception of the company.
• Streamlined recruiter and manager workflow – The newly designed reports and the intuitive interface simplify the entire process, from inviting candidates and managing assessments to viewing results and sharing reports. This ease of use translates into more efficient operations, better collaboration across teams, and more informed hiring decisions by managers.

This article covers:

• What’s new
• Data migration from legacy platform
• What is supported in the new platform
• Planning your transition

What’s new

The recent updates have brought a host of changes aimed at improving functionality and user experience. These enhancements are designed to introduce streamlined processes, clearer reports, and expanded language support.

• Reports – We’ve redesigned reports to feature a new format and improved language, making them more accessible and easier to understand.
• Naming conventions – We’ve updated some terms for clarity, reflecting more precise and user-friendly terminology.
• Scoring – We’ve updated scoring formulas to ensure accurate evaluation of candidate assessments.
• Languages – We’ve expanded language support to include additional languages for the candidate interface, enabling utilization in additional geographies.
• Predictive Assessment Form – We’re introducing a single, streamlined predictive assessment form, reducing the number of questions and simplifying the assessment process.

Reports

Reports in the new platform have been revamped to better serve the needs of recruiters, managers, and candidates. The changes focus on clarity, ease of use, and providing a more streamlined format. Some of the key updates include:

• A new summary page
• An overview page for each section that allows to see all rankings at a glance
• New labels for scores and an accompanying legend for clarity
• New titles for easier orientation

Support for legacy reports in the new platform:

Naming conventions

Some terms used in the legacy platform were updated for clarity.

Scoring

Several changes have been made to how the Predictive Talent Assessment will be scored in the Spark Hire platform. These changes, based on feedback from assessment customers, will help simplify and streamline the assessment scoring.

• High competency scores (81-99) will no longer be rounded down to 80, either in reporting or when being used to calculate a Predictive Profile score.
• Predictive Profile Fit statements will be based on score ranges (1-49, 50-65, and 66-99) with no adjustments for individuals with low competency scores. In the past, profile fit for profile scores between 50 and 65 could be adjusted from Good Fit to Possible Fit if the individual had 1 or more competencies below the 30th percentile; that adjustment will no longer be made.
• Workplace motivation scores (competencies and overall) will be reported and they will be displayed as percentiles. In addition, skill statements and coaching suggestions will be reported for these competencies.
• When you choose to include Workplace motivation in a Predictive profile, an overall weighted Fit Score is added. This score combines the competencies included in the Predictive Profile and the competencies under Workplace Motivation.
• An Accuracy concerns statement will be shown in a report only if someone answers in what appears to be a socially desirable way (validity scale), or if it appears the assessment taker had significant difficulty answering items due to either misunderstanding the meaning or responding carelessly (comprehension scale).
• Some of the things that will not change regarding scoring are how competencies are scored, profile scores computed as an average of the competency scores, competency strength (not a natural strength, area of development, etc.) ranges, and skill statement/coaching suggestion placement.

Languages

1. PDF reports for recruiters and managers, including the Hiring and Coaching reports, are available in:
   • English
   • Spanish (Latin American)
2. Candidate experience, including the Predictive Assessment Form and the Individual Report (formerly Personal Assessment Report), will be available in English in 2024. Additional languages will be supported in 2025, including: 
   • Cantonese
   • Chinese Simplified Mandarin
   • Chinese Traditional Taiwan
   • Danish
   • Dutch-Flemish
   • English
   • Finnish
   • French
   • French Canadian
   • German
   • Hebrew
   • Hungarian
   • Italian
   • Japanese
   • Korean
   • Malay
   • Polish
   • Portuguese (Brazilian)
   • Russian
   • Slovenian
   • Spanish (European)
   • Spanish (Latin American)
   • Swedish
   • Tagalog
   • Thai
   • Turkish

Predictive Assessment Form

In the new platform, there will be a single type of predictive assessment form consisting of 118 questions, which takes about 15 to 20 minutes to complete.

This form replaces:

• The 48-question Predictive Engagement Assessment – This is no longer supported as a standalone assessment. However, the Engagement report—now renamed the Workplace Motivation report—has been redesigned and can be included with the Hiring report.
• The 289-question assessment – This longer form has been replaced by the new 118-question Predictive Assessment Form. The new form reduces completion time while maintaining comprehensive coverage of all competencies, ensuring all areas are assessed with the same depth and accuracy as before. Despite its shorter length, the form continues to deliver reliable and valid results.

Data migration from legacy platform

We understand that historical data is useful for our customers. That’s why we’ve invested in migrating as much as data as possible from the legacy platform to the new one.

See the following list for additional details:

• Assessments – All past assessments are migrated, except for the 48-question Engagement assessment. In the new platform, you will be able to see the scores, and when the invitation was sent and taken. You will also be able to generate new reports using past assessment data.

  📝 Note: Competency scores will remain the same while overall profile scores will be shown using the new scoring methodology, see additional details below. As in the legacy platform, the answers to the Predictive Assessment Form cannot be viewed in the new platform.

• Reports – PDF reports generated in the legacy platform are not migrated to the new platform. After transitioning, these reports won’t be available anymore. If you need PDF reports that were previously generated, please contact support.

• Candidate data – Past assessments are migrated to the new platform with the assessment taker’s details: name, email address, project (as metadata), employee ID, and optional candidate fields (as metadata).

• Job profiles – Job profiles are migrated to the new platform. During the migration, a new job is created for each job profile.

• Users – User data is not be migrated to the new platform. The assessment team will reach out to determine the Admin for the new platform. This Admin will receive an invitation to the new platform and will be able to invite additional users, assign roles, and set access levels for jobs and candidate data.

What is supported in the new platform?

The new platform offers a range of functionalities designed to enhance your workflow and streamline the assessment process.

Current features

• Manage job postings and select the job profile for each role.
• Invite assessment takers via email, SMS, or shareable links.
• Efficiently manage assessments with sorting and filtering options.
• View candidate profiles, including details, resumes, and disposition reasons.
• View predictive assessment scores for the job’s profile and workplace motivation.
• Download assessment reports in your preferred language.

Upcoming

In 2025, the platform will introduce several new capabilities:

• Create and manage custom job profiles.
• Alternative competency descriptions for service roles.
• Find the best-suited candidates for a given job profile.
• Find the best-suited job profile and competencies for a given candidate.
• Export assessments with metadata in a CSV format.
• Send reports to peers and candidates directly from the platform.
• Provide the candidate experience in multiple languages, see above for the full list of languages.

Planning your transition

The transition of customers from the legacy platform to the new platform will be made gradually, starting in Q4 2024 and continuing through 2025.

The Spark Hire team will reach out to the point of contact for your account to schedule the transition at a time that suits your needs. When selecting a time for the transition, please consider the following:

1. Assessments cadence – Once the transition process begins for a customer, the legacy platform will no longer be accessible to users and assessment takers. Select a time for the transition when no active assessments are underway. Additionally, allow a few days for you and your team to familiarize themselves with the new platform.
2. Supported functionality – Please, review the section above that lists existing and upcoming functionalities of the new platform. If you require any of the features listed under “Upcoming functionality,” it may be best to wait until they are available before transitioning.

Once a time has been set for the transition, we will share more details on how to access your account on the new platform.