Learn the ins and outs of every aspect of Berke. Select a topic to begin.
Frequently asked questions.
If you have been invited to complete an assessment and have questions about the next steps in your employment application or about the assessment itself, please contact the hiring manager at the company you applied with for any questions first. Berke won't be able to assist you with those as we only administer the assessment, and have no influence over the results. If you encountered a technical difficulty while trying to take the assessment that only Berke can handle, the hiring manager will make sure to get your question to us.
Log into your Berke account. Go to your Assessments tab and click the “Add Assessment” button at the top of the page. Pick an assessment, and download the corresponding questionnaire. Fill out the answers based on the type of traits you would like to measure or the position you are interested in comparing candidates with, then email the document back to us at firstname.lastname@example.org. Your assessment gets created within one business day and is then ready to use. You can read more about the assessments and creating them (as well as see screenshots) in our Understanding the Assessments Tab tutorial.
Log into your Berke account. In the upper right menu by the Berke logo is a menu item for “Settings.” Click it and then select “Users” from the available options (if you cannot see the option for “Users,” you do not have the correct permission level to add a new user). At the top of the Users page is an “Add User” button. Click it and answer the questions about your new user, then hit the “Save” button at the bottom of the page to add the user to your account. You can see screenshots of this process in our Adding New Users tutorial.
Log into your Berke account. On the People tab, click either “Assess Person” or “Assess Group” depending on if you want to invite an individual person to an assessment or a group of people. A window will open with questions about whom you are inviting, how to contact them, etc. Answer the questions and submit the page using the buttons at the bottom to send. You can read more about the People tab and inviting candidates in our Understanding the People Tab tutorial.
After verifying that the invitation is not in the candidate’s spam box, check to ensure their email address is correct. You can do this by logging into your Berke account and going to the People tab. Perform a search to find your candidate and click on their name in the table results. This will open their profile. Check the contact information section to verify their email address is correct (as well as the rest of their information) and select the “Save” button to save any changes. This will take you back to the table results. Click the button to “Re-send Invite” (it may say “Start or Invite”) to issue a new invitation.
If the email address was already verified as correct, and the candidate is still unable to locate the invitation, you may want to invite the candidate to take the assessment on a computer in your office as an alternative. Clicking on the “Start or Invite” button next to the candidate’s name will allow you to open an instance of the assessment on a local computer instead of sending an email invite.
Send an email to our Billing team at email@example.com. You will then be sent a secure link where that information can be updated.
You can see an interactive write-up of all the traits and skills Berke measures on our assessment feature’s page.
Every hiring profile is split up into behavioral and thinking traits. Some traits are more vital to a position than others, but all of them make up the profile as a whole and cannot be discounted. Traits that are vital to the success of a position are considered “high impact” traits while those with minimal effect are considered “low impact.” Significant mismatching on any singular high impact trait suggests a candidate will not be a high match for a position due to the trait’s importance in the role’s welfare. Whereas a mismatch on lower impacting traits could still mean the candidate might be well-suited to the position since they aren’t as crucial. Traits that have a moderate influence fall in the middle as they can be substantial enough to change the successfulness of a position if enough of them are not in alignment with a hiring profile. While there is room for a few slight mismatches among the medium and even high impact traits, a significant number of them will indicate an individual who may not be the best match for your job.
Log into your Berke account. Find the candidate you want to compare within your People tab results and open their report. In the upper right will be a dropdown menu next to the three green buttons for downloading, emailing, and printing reports. Click on the dropdown and it will show you a list of all the positions currently listed within your account. If a Job Fit Score is available for the position, it will be shown next to the title. If there is not, it means the candidate will require further assessing before a score may be determined. Choose the position you want to compare the candidate against to open a Job Fit report specific to that job. To read more about reports and comparing candidates to positions, visit our tutorial on Understanding Reports.