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How to do a 'performance pulse'?
How to do a 'performance pulse'?
Milou van der Hout avatar
Written by Milou van der Hout
Updated over a week ago

What is a performance pulse and why is it useful?

In our platform, it is possible to give team members a performance rating. This will help you to monitor performance of new colleagues and compare this to their competency results of the Equalture assessment. With this information, we are able to further define which competencies are decisive for a successful hiring decision. This feature brings HR-data (performance ratings) and recruitment data (competencies) together into a predictive model of hiring success.

To measure this performance, you can rate (or invite someone else to rate, e.g. a manager) a team member based on 2 questions:

1) How would you rate this team member's performance? (required question)

2) Did this team member pass their probationary period? (not required question)

What do we do with this data?

Our science-team will analyse the patterns between the performance ratings and the Equalture scores to identify what competencies make a succesful hire. This means that the performance data will be only be used for this purpose and will not be linked to individual colleagues in the platform. A performance score will not be visible for individual users in the platform. You will only be able to see who has already received a performance score. This will only be used internally to provide predictive insights into a succesful hiring decision.

When do I give a performance rating to a new hire?

This could differ per company. Our advise is to rate all new team members approximately 6 months after they were hired. This can be done in 'bulk'. We would suggest to rate (or ask another colleague to rate) performance every quarter. You can do this by 1) filtering on the application date on the desired data range, filter per job or team. This allows you to narrow the list down to team members managed by the same hiring manager. You can select all candidates that require a rating and share a rating request with the relevant hiring manager.

Important: You can share a request to rate many team members with any hiring manager, even if they are not a user in the platform.

How does this work?

Step 1: Go to Team members in the Equalture Dashboard

Here you will find all candidates that have been put on 'hired' and were added to a team. It is important to mark these candidates as hired and add them to the relevant team before starting your performance pulse. For more information on how to mark a candidate as hired, you can read this article.

Step 2: Use the filters to find the candidates that you want to provide with a performance rating

The workflow that we would recommend, is to rate all team members who were hired 6 months ago at the end of every month/quarter. To do this you can filter by the application date to the desired date range, and then filter by job or team to narrow down the list to team members managed by the same hiring manager. Select all candidates that require a rating and share that rating request with the relevant hiring manager.

Step 3: Select the team members you want to provide with a performance rating from the list you filtered before.

Use the checkboxes to select the applicable team members. You can then choose to rate team members or send a rating request to a hiring manager. It is important to note that:

  • You can share a request to rate many team members with any hiring manager, even if they do not have a log into the platform

  • To be aware that a team member can only be rated once, and once rated you cannot see the rating that was entered into the platform. Instead this will be used internally to provide insights into your hiring process.

  • The performance rating question is the only "required question"

Step 4: Contact your customer success manager to analyse the insights from the performance pulse and adjust your competency profile accordingly.

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