Workplace Alignment Assessment (WAA)

Updated by Amy Thomas

At a glance 

Type of assessment



Alignment between what a candidate is looking for from their ideal employer and what your organisation provides.


The WAA is untimed and takes around 10 minutes to complete.


Candidates rank 20 work factors into five importance categories.

Workplace outcomes

Increased commitment to the organisation, increased job satisfaction, decreased likelihood of turnover, increased tenure, less distress at work.

Recommended for

All roles, especially those with high turnover, or roles that include a significant employee investment and long-term retention is a goal, such as campus or graduate hires, or future leaders.


The 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. 


As the WAA evaluates alignment between a candidate’s preferences and the organisational environment, it is a two-sided assessment. 

  • The supervisor of the job that the successful candidate will be placed in sorts the same 20 work factors into five importance categories, based on the extent to which the organisation provides or emphasises those work factors in the role.
  • Candidates sort the 20 work factors into five importance categories, based on how important they are to them in their ideal job. 

The ranking task is simple, intuitive, and can be completed on any device, including mobile devices. It is an untimed task and takes approximately 10 minutes to complete. 


The WAA measures the alignment between what a candidate is looking for from their ideal employer and what your organisation provides. 

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

Work Factor  


Ability utilisation

Being able to apply relevant qualities and skills


Gaining a sense of accomplishment from work


Being continually occupied with work tasks


Having opportunities to advance up the organisation's hierarchy


Having the capacity to provide direction to others


Planning one’s work without significant involvement from Supervisors


Receiving remuneration that compared well with that of others 


Experiencing harmonious relationships with colleagues


Having the capacity to trial one’s own ideas


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


Being acknowledged and credited for one’s achievements


Making decisions on one’s own


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


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.

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. 

Additional resources 

About the WAA 

Get an overview of the WAA assessment.

Sample WAA Score Report 

View the sample report available for the WAA assessment.

Workplace Insights Sample Report

You can choose to send candidates a feedback report once they complete WAA. 

Score Report Guide 

A guide for interpreting the WAA Score Report.

Information Brief

Get detailed information including the candidate experience and validity information on the WAA.

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

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

View case studies where the Workplace Alignment Assessment helped organisations improve their recruitment process.

Work Factors Profile Worksheet 

Supervisors for different positions can use this worksheet to reach a consensus on which factors are most and least important for similar roles.

Using the Workplace Alignment Assessment 

View the How To Guide for using this assessment in your Criteria account.

Your questions about Workplace Alignment Assessment answered

View the answers to some common questions about the Workplace Alignment Assessment.

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