FAQs
to frequently asked questions
Find out what MOVES them.
Calculate what MATTERS.
Identify what WORKS.
PERSENTIS Analytics shows you the Analytics Score, the retention power, your attractiveness as an employer, the orientation of your employees, and the current stress level.
In addition, you receive your three strongest arguments for authentic recruiting as well as a detailed analysis of the psychological contract – including its nature and degree of fulfillment, broken down into three main factors and nine sub-factors.
You can also find the open-ended responses from your employees directly in the results. For a quick overview, they are also summarized using AI.
All results are available to you at the company and department level in the dashboard – including comparison and filter functions.
Would you like to see for yourself? Our guide walks you step-by-step through PERSENTIS Analytics, showing you the user interface, evaluations, and key features – with no obligation and no registration required. OPEN GUIDE
Create a new analysis and select "Preview". There, you can click through the complete questionnaire before starting the survey.
PERSENTIS currently speaks 33 languages:
German, English, Albanian, Arabic, Bulgarian, Bosnian, Czech, Greek, Hindi, Spanish, Persian, French, Croatian, Hungarian, Italian, Kurmanji, Macedonian, Dutch, Norwegian, Pashto, Polish, Portuguese, Romanian, Russian, Slovak, Slovenian, Serbian, Swedish, Tagalog, Thai, Turkish, Ukrainian, and Vietnamese.
Yes, you can add your own questions. These will be appended at the end of the questionnaire under the heading "In our own interest".
Automated translation services are integrated into PERSENTIS. You will receive all responses in German to read (partly for data protection reasons).
Yes. The free version is permanently free, with 1 admin access and 5 templates. No hidden costs.
First, set up your analysis and make the desired settings. Then click on "Start survey" under "PERSENTIS Analytics – Surveys". This will activate the survey and allow you to invite your employees to participate.
The free version of PERSENTIS Pulse includes admin access, one survey per month, and five professionally developed question sets. This allows you to get started right away and conduct regular, short, anonymous surveys.
The full version allows multiple people to work with different admin roles and permissions. Additionally, you get access to all templates and the complete question catalog. The results can also be exported as a PDF report.
For companies that want to use PERSENTIS Pulse regularly and on a broader scale – for example across multiple teams, managers, or organizational units. The permission architecture, complete question catalog, and PDF export make the full version particularly interesting for structured use in HR and leadership.
When the survey starts, a survey link is generated that you can easily share with your employees. In addition, a QR code is available for download.
The survey generally takes about 10 to 15 minutes. The exact time required depends primarily on how detailed the answers to the open-ended questions are.
In a few minutes: formulate or select questions, send the link.
No. Pulse is intuitive to use, requiring no training or setup whatsoever.
You determine the duration yourself. Experience shows that around two weeks are usually sufficient to achieve a good participation rate.
If necessary, the survey can be extended twice by another week each time.
Available in 33 languages, including automatic back-translation of open-ended responses – ideal for international teams.
Yes, participation is completely anonymous, and results with fewer than 5 valid responses will not be displayed. This is a prerequisite for honest feedback.
Yes. Data is processed and stored exclusively on servers within the EU, in compliance with applicable data protection regulations.
Participation takes place via a general survey link. PERSENTIS does not collect any names or email addresses of the participants.
Results for individual departments are only displayed from five fully completed questionnaires onwards.
Results for individual departments are only displayed once at least five questionnaires have been fully completed.
If there are fewer than five responses for a department, no separate result is shown for that area. However, the responses are still included in the company-wide overall evaluation.
This ensures that smaller areas remain part of the overall picture without making it possible to identify individual persons.
Yes. The results can be viewed, filtered, and compared at the company and department level. This allows you to see not only the overall score, but also where individual areas differ and where a closer look is worthwhile.
The Analytics Score indicates how strong your employer brand is overall. The calculated value is composed of all the analysis results combined: attraction and retention power, satisfaction and engagement, as well as the fulfillment of the Psychological Contract.
You can find all open-ended responses directly in your analysis results.
For a quick overview, PERSENTIS also provides AI-supported summaries of the responses. This allows you to grasp central themes and recurring statements more quickly without having to forgo the individual original responses.
Yes. In your account settings, you can add additional administrators for PERSENTIS Analytics and assign corresponding permissions.
We use Stripe as a payment service provider – allowing you to conveniently pay by invoice (Klarna), credit card, bank transfer, SEPA direct debit, or other common methods.
PERSENTIS Boarding brings clarity to a phase that is often based on assumptions. It shows where money is being lost, where potential remains untapped, and where specific measures are having an effect. Decisions are made based on data, not intuition.
For all companies that want to actively manage employee retention. PERSENTIS Boarding is ideally suited for medium-sized businesses up to larger organizations and corporations across all industries.
Initial results are visible immediately after the first feedback comes in. Continuous use creates a reliable system that makes developments and patterns visible over time.
Data collection is carried out via short, structured questionnaires for onboarding and offboarding. The effort required for employees is minimal, while the informative value is high. The surveys can be integrated digitally and automatically into existing processes.
This value shows whether former employees would work for the company again or actively recommend it. It is a strong indicator of true employer quality – beyond the moment.
Avoidable turnover describes those resignations that could have been prevented through better leadership, clearer expectations, or more structured onboarding. It is a direct lever for cost reduction.
The early turnover risk shows how likely it is that new employees will leave the company within the first few months. It makes visible whether problems are already arising during the initial phase.
The additional risk indicator shows whether there are structural problems in onboarding or offboarding that could negatively impact retention, performance, or corporate culture. It condenses multiple influencing factors into a clear warning signal.
In addition to OBI and OFI, the system provides four central additional indicators:
> Additional risk indicator
> Early turnover risk
> Avoidable turnover
> Rehire & recommendation value
These key figures make the impact on costs, employer attractiveness, and team stability visible.
The Onboarding Index (OBI) shows how well new employees arrive in the company, become productive, and build commitment.
The Offboarding Index (OFI) shows how structured, fair, and appreciative departures are – and what reasons actually lie behind them.
Classic surveys often provide snapshots of sentiment. PERSENTIS Boarding goes a step further: It combines onboarding and offboarding data into clear indices (OBI & OFI) and supplements them with economically relevant key figures such as early turnover risk or avoidable turnover.
PERSENTIS Boarding is a data-driven system for measuring and managing onboarding and offboarding processes. It makes visible how well new employees are integrated and why employees leave the company – and translates these insights into concrete areas of action.
Due to the changing world of work, psychological strain is increasingly becoming the focus of occupational health and safety and corporate health management. According to European Standard EN ISO 10075-1, which forms the basis for employee protection and particularly the 2013 amendment regarding the evaluation of psychological strain, this is defined as "the totality of all measurable external influences that affect a person and have a psychological impact on them".
Therefore, this is not about measuring job satisfaction, burnout, performance, stress, or similar factors in individual employees, but exclusively about the conditions under which work takes place. It examines which work-related factors can potentially lead to psychological strain in order to identify and improve them in a targeted manner.
In 23 EU countries, the systematic recording of the strain situation is explicitly anchored in law.
Find out the ratio of emotional, calculative, and growth factors with PERSENTIS Analytics. Transfer the values from the PERSENTIS Analytics dashboard after your analysis.
PERSENTIS strictly adheres to the principles of the General Data Protection Regulation (GDPR) and ensures that personal data is used exclusively for the intended purpose. Data is only collected and processed for purposes that have been explicitly consented to.
Because a successful hire requires a mutual fit for both sides.
You can invite as many applicants as you like: PERSENTIS personality profiles are free of charge.
- Create a company account or log in at https://my.persentis.com
- Create a new department or select the department in which you want to fill a position.
- Click on "New Position" and name the role you want to fill.
- Select Target Profile > Create
- You will be guided through a few targeted selection questions and will then find out what kind of personality you are looking for (e.g., "You are looking for a personality who is accurate and mindful – CA"). A corresponding description is available for download.
- Now you can invite applicants for matching: Simply enter their name, email address, and preferred language, and click "invite".
- Once applicants have accepted your invitation to profiling and released their results, you will see a color-coded traffic light system indicating which applicants are the best match for your vacancy.
- The matching provides a data-driven pre-selection. You then decide which applicants to invite for interviews or include in the further selection process.
Creating personality profiles is free and unlimited.
The tool is designed for companies, HR professionals, managers, and teams who want to fill positions with a precise fit and optimally utilize potential within the team.
Yes. Upon new registration, you will receive the first target profile credited to your account for free. This allows you to test PERSENTIS Profiling directly and without obligation for a specific job opening.
The personality analysis highlights individual strengths, preferred team roles, motivational factors, and potential stressors. It is based on established potential analysis models and supports both personal development and team collaboration.
The target profile analysis helps companies define the most important personal requirements for an open position. This makes it possible to specifically find candidates who are not only professionally suited, but also a good personal fit for the company and the role.
2-Way Matching compares the employer's requirements and value proposition with the applicants' personality profiles. This provides transparency on how well both sides fit together and what the chances are for a long-term, successful collaboration.
PERSENTIS Profiling is a digital matching tool that brings companies and applicants together based on personality and target profiles. The goal is precise recruitment through data-driven 2-Way Matching, which saves time and money while avoiding bad hires.
You create the Care survey at login.persentis.com and distribute the survey link to your employees. Once the survey is completed, the results are immediately available in the dashboard.
Additionally, you can download a PDF report. You will also receive the legally required progress form as well as a certificate confirming the scientifically sound methodology of PERSENTIS Care.
Critical areas are clearly highlighted. These can then be addressed with internal specialists, working groups, or experts from the PERSENTIS network.
The effectiveness of the measures can subsequently be reviewed in a targeted manner – for example, with individual additional questions in another PERSENTIS analysis or a pulse survey.
Would you like to get to know PERSENTIS Care beforehand?
Our guide takes you step-by-step through the user interface and shows you how a care evaluation is structured – completely without obligation and without registration. OPEN GUIDE
Evaluation in the context of employee protection is a systematic process in which hazards to safety and health at work are identified and assessed. According to the Employee Protection Act (AT) or the Occupational Health and Safety Act (DE), employers are obliged to evaluate activities and work processes and to record this process and its results in safety and health protection documents. Subsequently, suitable measures to eliminate or minimize the hazards must be determined and implemented. Since 2013, the mandatory risk assessment has explicitly included psychological stress at work.
The subjectively experienced strain and feelings of individuals are not the subject of workplace evaluation.
Every employer, starting from the very first employee.
The goal is to assess hazards in as standardized and structured a manner as possible. The measures subsequently defined should target the root cause and have a collective effect, thereby bringing about a continuous improvement in working conditions.
Section 5 of the ASchG regulates workplace evaluation. This section obligates employers to identify and assess hazards, as well as to determine measures and document them.
§5 ASchG Assessment of working conditions
(1) By assessing the risks associated with employees' work, the employer must determine what occupational health and safety measures are necessary.
(2) The employer must carry out the assessment according to the nature of the activities. For similar working conditions, the assessment of a single workplace or activity is sufficient.
(3) A hazard may arise in particular from
- the design and layout of the workplace and workstation,
- physical, chemical, and biological influences,
- the design, selection, and use of work equipment, in particular working substances, machinery, devices, and systems, as well as handling them,
- the design of work and production processes, workflows, and working hours, and how they interact,
- inadequate qualification and instruction of employees,
- psychological stress at work.
Legal provisions for evaluation in Austria:
The obligation to evaluate psychological strain at work has been explicitly anchored in the Austrian Occupational Health and Safety Act (ASchG) since 2013. Additionally, it is highlighted as a special evaluation obligation in Section 68 Paragraph 1 of the ASchG.
Employee Protection Act (ASchG, BGBl. 450/1994):
§ 4 (Hazard identification and determination of measures)
§ 5 (Documentation)
§ 7 (Principles of hazard prevention)
Companies that do not conduct a psychosocial risk assessment risk legal consequences. Depending on the severity of the violation, this can mean a fine or even imprisonment for the employer, especially if the health or life of an employee is endangered as a result.
In GERMANY, companies that fail to meet their obligation to conduct a psychosocial risk assessment (GB-Psych) can expect substantial penalties:
Fines: Non-compliance with legal requirements can result in fines of up to 25,000 euros
Legal consequences: In the worst-case scenario, this can lead to personal criminal liability for the managing director. This can result in prison sentences of up to one year or correspondingly higher fines.
Other potential consequences: Closure of the affected work area, recourse claims by insurance companies in the event of a workplace accident
These penalties are generally only imposed after the company has been requested by the competent authority to carry out the risk assessment and has failed to comply with this request within a set deadline
AUSTRIA: Failure to conduct the mental health evaluation in Austria may result in the following penalties pursuant to § 130 para. 1 no. 5 ASchG:
First offense: Fine from €166 to €8,324
Repeat offense: Fine from €333 to €16,659
The obligation to document is enshrined in the Occupational Health and Safety Act (DE § 5 and § 6 ArbSchG / AT ASchG, § 4 and § 5). Accordingly, all companies are legally required to document the risk assessment.
The documentation must show that the risk assessment was carried out appropriately, what measures were taken, and whether the employee's protection goals were achieved. The documentation can be kept in paper form or as electronically stored files.
With your PERSENTIS Care report, you receive a certificate confirming the conceptual, professional, and methodological quality of the survey process as well as a documentation form where you can enter responsibilities and planned measures.
In accordance with the Occupational Health and Safety Act, the psychosocial risk assessment must be updated "whenever working conditions change."
Examples of this include the introduction of new working materials, changes to work processes and activities, as well as the occurrence of incidents or accidents.
Every employer is obliged to continuously review and adapt measures to improve occupational health and safety. A 1 to 2-year cycle for evaluation is recommended and accepted by legislators.
In the event of an inspection, compliance with the aforementioned 7 steps and the use of a suitable tool in accordance with the ISO 10075 standard will be reviewed. The identified mental strains and the measures derived from them must be documented in the company's occupational health and safety records.
The members of a survey group should perform comparable activities under similar conditions. Grouping them by departments is the most logical approach here.
In Germany, trade oversight authorities and regulatory agencies of the respective federal states are responsible for monitoring compliance with the Occupational Health and Safety Act, including psychosocial risk assessments. They conduct inspections and review occupational safety measures in companies. On the other hand, accident insurance institutions (e.g., professional associations) play an important role, as they not only monitor compliance with regulations but also offer advice and training on risk assessments. They can impose sanctions in the event of violations.
In Austria, the Labour Inspection Authority is primarily responsible: As the central authority overseeing employee protection, it checks whether companies properly carry out risk assessments, including psychological stress factors. In the event of violations, the labour inspection authority can take action or impose fines.
Both countries rely on a combination of inspections and preventive measures to ensure that risk assessments are carried out properly.
The difference between stressor (Belastung) and strain (Beanspruchung) in occupational psychology lies in their definition and effect:
Stressor (Belastung) describes all external, objective factors that act on a person in the workplace. Stressors can be of a physical, psychological, or social nature and include, for example, the working environment (noise, temperature), work tasks (difficulty, complexity), and work organization (working hours, break schedules). A stressor is therefore what comes at a person from the outside and can initially be viewed neutrally.
Strain, on the other hand, describes the individual, subjective reaction to these stressors. It strongly depends on a person's personal condition, experience, knowledge, and abilities. Thus, a specific stressor can lead to varying levels of strain depending on the individual. Strain can manifest as stress, fatigue, frustration, or even positive challenges, representing the actual impact that the stressor has on the person.
In summary:
Stressors = external working conditions
Strain = individual impact of these conditions on the person
If you have any questions about using the PERSENTIS software or the process of your survey, please send an email to office@persentis.com or book a consultation appointment.
The Analytics Score indicates how strong your employer brand is overall. The calculated value is composed of all the analysis results combined: attraction and retention power, satisfaction and engagement, as well as the fulfillment of the Psychological Contract.
Create a new analysis and select "Preview". There, you can click through the complete questionnaire before starting the survey.
PERSENTIS currently speaks 33 languages:
German, English, Albanian, Arabic, Bulgarian, Bosnian, Czech, Greek, Hindi, Spanish, Persian, French, Croatian, Hungarian, Italian, Kurmanji, Macedonian, Dutch, Norwegian, Pashto, Polish, Portuguese, Romanian, Russian, Slovak, Slovenian, Serbian, Swedish, Tagalog, Thai, Turkish, Ukrainian, and Vietnamese.
Automated translation services are integrated into PERSENTIS. You will receive all responses in German to read (partly for data protection reasons).
Yes, you can add your own questions. These will be appended at the end of the questionnaire under the heading "In our own interest".
First, set up your analysis and make the desired settings. Then click on "Start survey" under "PERSENTIS Analytics – Surveys". This will activate the survey and allow you to invite your employees to participate.
You determine the duration yourself. Experience shows that around two weeks are usually sufficient to achieve a good participation rate.
If necessary, the survey can be extended twice by another week each time.
We use Stripe as a payment service provider – allowing you to conveniently pay by invoice (Klarna), credit card, bank transfer, SEPA direct debit, or other common methods.
PERSENTIS Analytics shows you the Analytics Score, the retention power, your attractiveness as an employer, the orientation of your employees, and the current stress level.
In addition, you receive your three strongest arguments for authentic recruiting as well as a detailed analysis of the psychological contract – including its nature and degree of fulfillment, broken down into three main factors and nine sub-factors.
You can also find the open-ended responses from your employees directly in the results. For a quick overview, they are also summarized using AI.
All results are available to you at the company and department level in the dashboard – including comparison and filter functions.
Would you like to see for yourself? Our guide walks you step-by-step through PERSENTIS Analytics, showing you the user interface, evaluations, and key features – with no obligation and no registration required. OPEN GUIDE
If you have any questions about using the PERSENTIS software or the process of your survey, please send an email to office@persentis.com or book a consultation appointment.
When the survey starts, a survey link is generated that you can easily share with your employees. In addition, a QR code is available for download.
The survey generally takes about 10 to 15 minutes. The exact time required depends primarily on how detailed the answers to the open-ended questions are.
You can find all open-ended responses directly in your analysis results.
For a quick overview, PERSENTIS also provides AI-supported summaries of the responses. This allows you to grasp central themes and recurring statements more quickly without having to forgo the individual original responses.
Yes. In your account settings, you can add additional administrators for PERSENTIS Analytics and assign corresponding permissions.
Yes. The results can be viewed, filtered, and compared at the company and department level. This allows you to see not only the overall score, but also where individual areas differ and where a closer look is worthwhile.
Results for individual departments are only displayed once at least five questionnaires have been fully completed.
If there are fewer than five responses for a department, no separate result is shown for that area. However, the responses are still included in the company-wide overall evaluation.
This ensures that smaller areas remain part of the overall picture without making it possible to identify individual persons.
Participation takes place via a general survey link. PERSENTIS does not collect any names or email addresses of the participants.
Results for individual departments are only displayed from five fully completed questionnaires onwards.
The difference between stressor (Belastung) and strain (Beanspruchung) in occupational psychology lies in their definition and effect:
Stressor (Belastung) describes all external, objective factors that act on a person in the workplace. Stressors can be of a physical, psychological, or social nature and include, for example, the working environment (noise, temperature), work tasks (difficulty, complexity), and work organization (working hours, break schedules). A stressor is therefore what comes at a person from the outside and can initially be viewed neutrally.
Strain, on the other hand, describes the individual, subjective reaction to these stressors. It strongly depends on a person's personal condition, experience, knowledge, and abilities. Thus, a specific stressor can lead to varying levels of strain depending on the individual. Strain can manifest as stress, fatigue, frustration, or even positive challenges, representing the actual impact that the stressor has on the person.
In summary:
Stressors = external working conditions
Strain = individual impact of these conditions on the person
Evaluation in the context of employee protection is a systematic process in which hazards to safety and health at work are identified and assessed. According to the Employee Protection Act (AT) or the Occupational Health and Safety Act (DE), employers are obliged to evaluate activities and work processes and to record this process and its results in safety and health protection documents. Subsequently, suitable measures to eliminate or minimize the hazards must be determined and implemented. Since 2013, the mandatory risk assessment has explicitly included psychological stress at work.
The subjectively experienced strain and feelings of individuals are not the subject of workplace evaluation.
Every employer, starting from the very first employee.
The goal is to assess hazards in as standardized and structured a manner as possible. The measures subsequently defined should target the root cause and have a collective effect, thereby bringing about a continuous improvement in working conditions.
Section 5 of the ASchG regulates workplace evaluation. This section obligates employers to identify and assess hazards, as well as to determine measures and document them.
§5 ASchG Assessment of working conditions
(1) By assessing the risks associated with employees' work, the employer must determine what occupational health and safety measures are necessary.
(2) The employer must carry out the assessment according to the nature of the activities. For similar working conditions, the assessment of a single workplace or activity is sufficient.
(3) A hazard may arise in particular from
- the design and layout of the workplace and workstation,
- physical, chemical, and biological influences,
- the design, selection, and use of work equipment, in particular working substances, machinery, devices, and systems, as well as handling them,
- the design of work and production processes, workflows, and working hours, and how they interact,
- inadequate qualification and instruction of employees,
- psychological stress at work.
Legal provisions for evaluation in Austria:
The obligation to evaluate psychological strain at work has been explicitly anchored in the Austrian Occupational Health and Safety Act (ASchG) since 2013. Additionally, it is highlighted as a special evaluation obligation in Section 68 Paragraph 1 of the ASchG.
Employee Protection Act (ASchG, BGBl. 450/1994):
§ 4 (Hazard identification and determination of measures)
§ 5 (Documentation)
§ 7 (Principles of hazard prevention)
In Germany, trade oversight authorities and regulatory agencies of the respective federal states are responsible for monitoring compliance with the Occupational Health and Safety Act, including psychosocial risk assessments. They conduct inspections and review occupational safety measures in companies. On the other hand, accident insurance institutions (e.g., professional associations) play an important role, as they not only monitor compliance with regulations but also offer advice and training on risk assessments. They can impose sanctions in the event of violations.
In Austria, the Labour Inspection Authority is primarily responsible: As the central authority overseeing employee protection, it checks whether companies properly carry out risk assessments, including psychological stress factors. In the event of violations, the labour inspection authority can take action or impose fines.
Both countries rely on a combination of inspections and preventive measures to ensure that risk assessments are carried out properly.
In the event of an inspection, compliance with the aforementioned 7 steps and the use of a suitable tool in accordance with the ISO 10075 standard will be reviewed. The identified mental strains and the measures derived from them must be documented in the company's occupational health and safety records.
You create the Care survey at login.persentis.com and distribute the survey link to your employees. Once the survey is completed, the results are immediately available in the dashboard.
Additionally, you can download a PDF report. You will also receive the legally required progress form as well as a certificate confirming the scientifically sound methodology of PERSENTIS Care.
Critical areas are clearly highlighted. These can then be addressed with internal specialists, working groups, or experts from the PERSENTIS network.
The effectiveness of the measures can subsequently be reviewed in a targeted manner – for example, with individual additional questions in another PERSENTIS analysis or a pulse survey.
Would you like to get to know PERSENTIS Care beforehand?
Our guide takes you step-by-step through the user interface and shows you how a care evaluation is structured – completely without obligation and without registration. OPEN GUIDE
The members of a survey group should perform comparable activities under similar conditions. Grouping them by departments is the most logical approach here.
Every employer is obliged to continuously review and adapt measures to improve occupational health and safety. A 1 to 2-year cycle for evaluation is recommended and accepted by legislators.
In accordance with the Occupational Health and Safety Act, the psychosocial risk assessment must be updated "whenever working conditions change."
Examples of this include the introduction of new working materials, changes to work processes and activities, as well as the occurrence of incidents or accidents.
The obligation to document is enshrined in the Occupational Health and Safety Act (DE § 5 and § 6 ArbSchG / AT ASchG, § 4 and § 5). Accordingly, all companies are legally required to document the risk assessment.
The documentation must show that the risk assessment was carried out appropriately, what measures were taken, and whether the employee's protection goals were achieved. The documentation can be kept in paper form or as electronically stored files.
With your PERSENTIS Care report, you receive a certificate confirming the conceptual, professional, and methodological quality of the survey process as well as a documentation form where you can enter responsibilities and planned measures.
Companies that do not conduct a psychosocial risk assessment risk legal consequences. Depending on the severity of the violation, this can mean a fine or even imprisonment for the employer, especially if the health or life of an employee is endangered as a result.
In GERMANY, companies that fail to meet their obligation to conduct a psychosocial risk assessment (GB-Psych) can expect substantial penalties:
Fines: Non-compliance with legal requirements can result in fines of up to 25,000 euros
Legal consequences: In the worst-case scenario, this can lead to personal criminal liability for the managing director. This can result in prison sentences of up to one year or correspondingly higher fines.
Other potential consequences: Closure of the affected work area, recourse claims by insurance companies in the event of a workplace accident
These penalties are generally only imposed after the company has been requested by the competent authority to carry out the risk assessment and has failed to comply with this request within a set deadline
AUSTRIA: Failure to conduct the mental health evaluation in Austria may result in the following penalties pursuant to § 130 para. 1 no. 5 ASchG:
First offense: Fine from €166 to €8,324
Repeat offense: Fine from €333 to €16,659
Due to the changing world of work, psychological strain is increasingly becoming the focus of occupational health and safety and corporate health management. According to European Standard EN ISO 10075-1, which forms the basis for employee protection and particularly the 2013 amendment regarding the evaluation of psychological strain, this is defined as "the totality of all measurable external influences that affect a person and have a psychological impact on them".
Therefore, this is not about measuring job satisfaction, burnout, performance, stress, or similar factors in individual employees, but exclusively about the conditions under which work takes place. It examines which work-related factors can potentially lead to psychological strain in order to identify and improve them in a targeted manner.
In 23 EU countries, the systematic recording of the strain situation is explicitly anchored in law.
PERSENTIS Profiling is a digital matching tool that brings companies and applicants together based on personality and target profiles. The goal is precise recruitment through data-driven 2-Way Matching, which saves time and money while avoiding bad hires.
2-Way Matching compares the employer's requirements and value proposition with the applicants' personality profiles. This provides transparency on how well both sides fit together and what the chances are for a long-term, successful collaboration.
The target profile analysis helps companies define the most important personal requirements for an open position. This makes it possible to specifically find candidates who are not only professionally suited, but also a good personal fit for the company and the role.
The personality analysis highlights individual strengths, preferred team roles, motivational factors, and potential stressors. It is based on established potential analysis models and supports both personal development and team collaboration.
Yes. Upon new registration, you will receive the first target profile credited to your account for free. This allows you to test PERSENTIS Profiling directly and without obligation for a specific job opening.
The tool is designed for companies, HR professionals, managers, and teams who want to fill positions with a precise fit and optimally utilize potential within the team.
Creating personality profiles is free and unlimited.
- Create a company account or log in at https://my.persentis.com
- Create a new department or select the department in which you want to fill a position.
- Click on "New Position" and name the role you want to fill.
- Select Target Profile > Create
- You will be guided through a few targeted selection questions and will then find out what kind of personality you are looking for (e.g., "You are looking for a personality who is accurate and mindful – CA"). A corresponding description is available for download.
- Now you can invite applicants for matching: Simply enter their name, email address, and preferred language, and click "invite".
- Once applicants have accepted your invitation to profiling and released their results, you will see a color-coded traffic light system indicating which applicants are the best match for your vacancy.
- The matching provides a data-driven pre-selection. You then decide which applicants to invite for interviews or include in the further selection process.
You can invite as many applicants as you like: PERSENTIS personality profiles are free of charge.
Because a successful hire requires a mutual fit for both sides.
PERSENTIS strictly adheres to the principles of the General Data Protection Regulation (GDPR) and ensures that personal data is used exclusively for the intended purpose. Data is only collected and processed for purposes that have been explicitly consented to.
Find out the ratio of emotional, calculative, and growth factors with PERSENTIS Analytics. Transfer the values from the PERSENTIS Analytics dashboard after your analysis.