Custom Predictive Profiles let you tailor Predictive Talent Assessments to your position’s unique needs. While Spark Hire provides research-backed standardized profiles, you can build your own when roles require something more specific.

💡You’re new to Predictive Talent Assessment or Custom Predictive Profiles?

We recommend starting with these:

• Predictive Talent Assessment overview — get to know the basics.
• Custom Predictive Profiles best practices — learn how to choose the right behavioral competencies, avoid common pitfalls, and design strong profiles that fit your roles. 

Create a custom profile

1. From the left-side menu, click Library > Predictive Profiles.
2. Look for the Predictive Talent Assessment profiles section and click ➕ Create new Predictive profile.
3. Choose how you want to start and click Continue.
   1. Start from scratch – Build a profile from the ground up.
   2. Customize an existing profile – Select a standardized or saved custom profile from the list as your base. Hover over the profile title to see the competencies it includes.

4. Name your new profile.
5. Decide whether to include Workplace Motivation.
6. Choose 6–9 behavioral competencies that reflect the traits most essential to the role.
   • Select no more than two competencies from the same category.
   • Use the search bar to find competencies by name, definition, or keyword.
   • Toggle between All and Selected views to manage your list.

7. Manage who can access the profile:
   • Manager: By default, the Manager is the user who creates the profile.
   • Visibility:
     • Everyone—Any user on the account can access this profile.
     • Manager only—Only the manager and the account Admins can access this profile.
     • Specific people—Access is limited to selected users or user groups.

8. Click Save.

Edit a Custom Predictive Profile

You can edit a custom profile at any time, but what you can change depends on whether it's already been used in an assessment.

• If the profile hasn’t been used in any assessments, all fields are editable. You can update the name, motivation setting, behavioral competencies, and permissions.
• If the profile has already been used in an assessment, only Permissions can be edited. The name, behavioral competencies, and motivation setting will be locked to maintain consistency in the assessment results.

To edit a profile:

1. From the left-side menu:
   • Click Library > Predictive Profiles and look for the Predictive Talent Assessment profiles section.
   • Select View list and then click Edit on the profile you’d like to update.

2. From the Job’s assessment tab:

• • Navigate to the relevant job and jump to the Assessment tab.
  • In the Predictive Talent Assessment section, click the drop-down menu and select Manage profiles. This will take you to the profile list in the Library, where you can view and edit your custom profiles.

FAQs

1. What are Behavioral competencies?

Behavioral competencies are a measurable pattern of behavior or trait that is predictive of success in a given role, for example, adaptability, collaboration, attention to detail, and resilience.

Spark Hire’s assessments are designed to evaluate candidates against these competencies based on how they are expressed in responses to interview questions.

2. What does “Adverse impact” mean?

Adverse Impact is a legal and statistical concept referring to the potential for a selection practice to disproportionately exclude individuals from protected groups (e.g., based on race, gender, or age) even if unintentionally. Some behavioral competencies may contribute to adverse impact when used in combination. For this reason, Spark Hire restricts the use of competencies that have demonstrated differences by demographic groups unless a validation study or full profile adverse impact has been conducted.

3. What is Workplace motivation?

Workplace Motivation is the likelihood that a person will stay emotionally invested and driven to perform at a high level over time. It goes beyond job satisfaction—capturing how energized, purposeful, and aligned someone feels with their role and your organization’s goals.

Our assessment measures three core dimensions of motivation:

• Advocate – Willingness to speak positively about your organization.
• Belong – Sense of connection to the team and shared mission.
• Contribute – Drive to go above and beyond in supporting success.

4. What are conflicting behavioral competencies and what can I do if I get a warning?

Conflict warnings will appear if you select behavioral competencies that overlap, contradict, or duplicate each other. You’ll be asked to review and adjust your selections accordingly.