Workplace Alignment Assessment (WAA)

Updated 6 months ago by Amy Tranter

The Workplace Alignment Assessment (WAA) helps you to understand the degree of alignment between the work factors a candidate considers most important and the environment your organisation provides to its employees. When there is a high degree of alignment between what the organisation offers and what your candidates value in an ideal employer, your employees are more likely to be committed and satisfied in their role, and stay with your organisation for longer. 

When candidates complete the assessment, they’re asked to describe their ideal workplace by ranking 20 work factors into five categories, from those that are most important to them in their ideal workplace, through to those that are least important. Each candidate’s responses are then compared to the organisational profile of the hiring organisation, which is the same list of 20 work factors, ranked in order of how strongly the organisation emphasises each factor.  

The assessment takes candidates approximately 10 minutes to complete and is accessible on any device.  

The full list of the WAA work factors and their definitions is provided below. 

Work Factor 

Description 

Ability utilisation 

Being able to apply relevant qualities and skills  

Achievement 

Gaining a sense of accomplishment from work 

Activity 

Being continually occupied with work tasks  

Advancement 

Having opportunities to advance up the organisation's hierarchy 

Authority 

Having the capacity to provide direction to others 

Autonomy 

Planning one’s work without significant involvement from Supervisors  

Compensation 

Receiving remuneration that compared well with that of others 

Co-workers 

Experiencing harmonious relationships with colleagues 

Creativity 

Having the capacity to trial one’s own ideas 

Independence 

Working independently of others 

Moral values 

Working without pressure to compromise one’s moral ideals 

Policies & procedures 

Receiving fair and equitable treatment from the organisation 

Recognition 

Being acknowledged and credited for one’s achievements 

Responsibility 

Making decisions on one’s own 

Security 

Encountering stability of employment 

Social service 

Having the ability to provide assistance to others 

Supervision – relations 

Receiving support from Supervisors when dealing with management 

Supervision – technical 

Receiving comprehensive training from Supervisors 

Variety 

Having the capacity to do different things on a daily basis 

Working conditions 

Being provided with satisfactory conditions in which to undertake the work 

 

Setting up the WAA 

To start using the WAA, you’ll need to create an organisational profile, which involves ranking the 20 work factors from those that are most emphasised in the work environment of the position, through to those which are emphasised least. To ensure its accuracy, someone who knows both the position and organisation well, usually the position supervisor, should complete the organisational profile. 

If you’re recruiting for different positions, you should create separate organisational profiles for each job, since the degree to which each work factor is emphasised may vary from one position to another. For example, having the opportunity to advance up the organisation’s hierarchy (the Advancement factor in the table above) may be emphasised in many positions within your organisation, but might not be as important in other roles. 

If you’re recruiting for different positions that have very similar work environments, it might be appropriate to use the same organisational profile for all jobs. In this case, we recommend asking the supervisors for the different positions to use the WAA worksheet to reach a consensus on which factors are most (and least) emphasised by these roles. 

Click here to learn more about using the WAA in your Criteria account.

Detailed Score Reports 

The score report includes the overall match between the candidate’s and organisation’s ranking of the 20 work factors. This overall score is expressed as a percentile score and indicates the proportion of people the candidate has greater alignment than. For example, a score of 71% indicates that the candidate’s level of alignment with the organisation is greater than 71% of people who have also completed the WAA for this job.  

The report includes a detailed breakdown of the level of match or mismatch between the candidate and organisation on each of the 20 work factors. It also provides recommended interview questions for work factors with a high degree of mismatch, to help you investigate these areas further. 

Validity Information  

In the validation of the WAA, 1250 people from 28 Australian organisations across a broad range of industries completed the WAA and a measure of organisational commitment. The results of the study showed that individuals with a higher match to their organisational profile were more committed to their organisation. This correlation was 0.29 and is statistically significant. 

Subsequent client case studies have also found that employees with higher overall scores on the WAA received 17% higher ratings of job performance by their managers, had 31% longer tenure, and were 5 times more likely to receive a promotion compared to low scorers. 

Standardisation Sample 

Criteria has collected a large number of individual work factor and organisational profile rankings. All possible combinations between these individual rankings and organisational profiles are calculated to create a distribution of match scores. Individuals who then complete the WAA for recruitment are compared to this distribution to determine what proportion of people they have a greater match score than. The standardisation sample for the WAA includes 7,395 individuals from various management levels from graduates to senior level managers, and across many different industries including accounting & finance, sales, trades, IT, public service, and customer service. 

Downloads

About the WAA

Information brief for WAA

WAA Sample Score Report

Guide for interpreting score report

Case study: Professional services firm hires more diverse and higher performing employees

Case study: Federal regulatory authority predicts job performance and career advancement

Work Factors Profile Worksheet

Using the Workplace Alignment Assessment

Your questions about Workplace Alignment Assessment answered


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