FAQs
to the most frequently asked questions.
Inquire what MOVES.
Calculate what COUNTS.
Recognize what WORKS.
The Analytics Score indicates the overall strength of your employer brand. The calculated score is based on all the results of the analysis: attractiveness and retention, satisfaction and engagement, and fulfillment of the psychological contract.
Create a new survey and select “Preview.” There, you can click through the entire questionnaire before launching the survey.
PERSENTIS currently supports 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 connected to PERSENTIS. You will receive all answers in German (also for data protection reasons).
Yes, you can add your own questions. These will be included under the heading “On a Personal Note” at the end of the questionnaire.
First, create your analysis and configure the desired settings. Then, under “PERSENTIS Analytics – Surveys,” click “Start Survey.” This will activate the survey, and you can invite your employees to participate.
You decide the duration yourself. Experience has shown that about two weeks is usually enough to achieve a good level of participation.
If necessary, the survey may be extended twice, by one additional week each time.
We use Stripe as a payment service provider - so you can pay conveniently on account (Klarna), by credit card, bank transfer, SEPA direct debit or other common methods.
PERSENTIS Analytics shows you the Analytics Score, employee retention, your appeal as an employer, your employees' sense of purpose, and their current stress levels.
In addition, you’ll receive your three strongest arguments for authentic recruiting, as well as a detailed analysis of the psychological contract —including its characteristics and degree of fulfillment, broken down into three main factors and nine subfactors.
You’ll also find your employees’ open-ended responses directly in the results. For a quick overview, they’re also summarized using AI.
All results are available to you at the company and department levels in the dashboard —including comparison and filtering features.
Would you like to see for yourself? Our guide takes you step by step through PERSENTIS Analytics and shows you the user interface, the reports, and the most important features—with no obligation and no registration required. OPEN THE GUIDE
If you have any questions about using the PERSENTIS software or about the process of your survey, please send an email to office@persentis.com or schedule a consultation.
When you launch the survey, a survey link is generated that you can easily share with your employees. A QR code is also available for download.
The survey usually takes about 10 to 15 minutes. How much time it actually takes depends mainly on how thoroughly the open-ended questions are answered.
You can find all the open-ended responses directly in your analysis results.
To provide a quick overview, PERSENTIS also uses AI to summarize the responses. This allows you to identify key themes and recurring statements more quickly without having to sacrifice the individual original responses.
Yes. In your account settings, you can add additional administrators for PERSENTIS Analytics and assign them the appropriate permissions.
Yes. The results can be viewed, filtered, and compared at the company and department levels. This allows you to see not only the overall results, but also where individual areas differ and where a closer look is warranted.
Results for individual departments will not be displayed until at least five questionnaires have been fully completed in that department.
If fewer than five responses are received for a department, no separate result is reported for that department. However, the responses are still included in the company's overall analysis.
This way, even smaller areas remain part of the overall picture without making it possible to identify specific individuals.
Participants can take part via a general survey link. PERSENTIS does not collect participants' names or email addresses.
Results for individual departments are displayed only if there are at least five fully completed questionnaires.
The difference between stress and strain in occupational psychology lies in their definition and effect:
Stress describes all external, objective factors that affect a person in the workplace. Stress can be of a physical, psychological or social nature and includes, for example, the working environment (noise, temperature), the work tasks (difficulty, complexity) and the work organization (working hours, break arrangements). Stress is therefore that which comes to the person from outside and can initially be viewed neutrally.
Stress, on the other hand, describes the individual, subjective reaction to these stresses. It depends heavily on the person's personal condition, experience, knowledge and abilities. A certain load can therefore lead to different levels of stress depending on the person. Strain can manifest itself in the form of stress, fatigue, frustration or even positive challenges and is the actual effect that the strain has on the person.
To summarize:
Stress = external working conditions
Stress = individual impact of these conditions on the person
Evaluation in terms of employee protection is a systematic process in which risks to health and safety at work are identified and assessed. According to the Employee Protection Act (AT) and the Occupational Health and Safety Act (DE), employers are obliged to evaluate activities and work processes and to record this process and the results in the health and safety documents. Subsequently, suitable measures to eliminate or minimize the hazards must be defined and implemented. Since 2013, the mandatory risk assessment has also explicitly included mental workload.
The subjective stress experienced and perceptions of individuals are not covered by the workplace evaluation.
Every employer, starting with the 1st employee.
The aim is to identify hazards in as standardized and structured a manner as possible. The measures subsequently defined should address the cause and have a collective effect, i.e. bring about a continuous improvement in working conditions.
The workplace evaluation is regulated in §5 ASchG. This paragraph obliges employers to identify and assess hazards and to define and document measures.
§5 ASchG Assessment of working conditions
(1) The employer shall determine which occupational health and safety measures are required by assessing the hazards associated with the employees' work.
(2) The employer shall carry out the assessment according to the type of activities. In the case of similar working conditions, the assessment of a workplace or activity is sufficient.
(3) A hazard may arise in particular from
- the design and furnishing of the workplace and the workplace,
- physical, chemical and biological effects,
- the design, selection and use of work equipment, in particular working materials, machines, devices and systems, and how to handle them,
- the design of work and production processes, work sequences and working time and their interaction,
- inadequate qualification and instruction of employees,
- mental stress at work.
Legal provisions on evaluation in Austria:
The obligation to evaluate mental workload has been explicitly enshrined in the Austrian Occupational Health and Safety Act (ASchG) since 2013. It is also highlighted as a special evaluation obligation in Section 68 (1) of the ASchG.
Employee Protection Act (ASchG, Federal Law Gazette 450/1994):
§ 4 (Hazard identification and determination of measures)
§ 5 (Documentation)
§ 7 (Principles of risk prevention)
In Germany, trade supervisory offices or supervisory authorities of the respective federal states are responsible for monitoring compliance with the Occupational Health and Safety Act, including the psychological risk assessment. They carry out inspections and check the occupational health and safety measures in companies. On the other hand, accident insurance institutions (e.g. employers' liability insurance associations) play an important role, as they not only monitor compliance with the regulations, but also offer advice and training on risk assessment. They can impose sanctions in the event of violations.
In Austria, the labor inspectorate is primarily responsible: As the central authority that monitors employee protection, it checks whether companies carry out risk assessments, including mental stress, properly. In the event of violations, the labor inspectorate can take measures or impose fines.
Both countries rely on a combination of inspections and preventive measures to ensure that the risk assessment is carried out properly.
In the event of an audit, compliance with the above 7 steps and the use of a suitable instrument in accordance with ISO 10075 standard. The stresses identified and the measures derived from them must be recorded in the company health and safety documents.
You can access the Care Survey at login.persentis.com and share the survey link with your employees. Once the survey is complete, the results will be available immediately in the dashboard.
In addition, you can download a PDF report. You will also receive the legally required update form and a certificate confirming the scientifically validated method used by PERSENTIS Care.
Critical topics are clearly identified. These can then be addressed with internal specialists, working groups, or experts from the PERSENTIS network .
The effectiveness of the measures can be specifically evaluated later—for example, by including additional individual questions in a subsequent PERSENTIS analysis or a Pulse survey.
Would you like to get to know PERSENTIS Care beforehand?
Our guide walks you through the user interface step by step and shows you how a Care evaluation is structured—with no obligation and no registration required. OPEN GUIDE
The members of a survey group should carry out comparable activities under similar conditions. The obvious approach here is to group them into departments.
Every employer is obliged to continuously review and adapt measures to improve occupational health and safety. A 1 to 2-year cycle is recommended for the evaluation and accepted by the legislator.
According to Section 5 of the Occupational Health and Safety Act, the risk assessment of mental stress must be updated "whenever there is a change in working conditions".
Examples of this are the use of new working materials, changes to work processes and activities and the occurrence of incidents or accidents.
The documentation obligation is laid down in the Occupational Health and Safety Act (DE § 5 and § 6 ArbSchG / AT ASchG, § 4 and § 5). Accordingly, all companies are legally obliged 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 in the form of electronically stored files.
With your PERSENTIS Care Report you will receive a certificate of the conceptual, technical and methodological quality of the survey procedure as well as a documentation form in which you can enter responsibilities and planned measures.
Companies that do not carry out a risk assessment for mental stress risk legal consequences. Depending on the severity of the violation, this can mean a fine or even a prison sentence for the employer, especially if the health or life of an employee is endangered as a result.
In GERMANY, companies that fail to comply with their obligation to carry out a mental health risk assessment can face considerable penalties:
Fines: Fines of up to 25,000 euros may be imposed for non-compliance with the legal requirements
Criminal consequences: In the worst case, the managing director may be personally liable under criminal law. This can lead to prison sentences of up to one year or correspondingly higher fines.
Other possible consequences: Discontinuation of the affected work area, recourse claims by insurance companies in the event of an accident at work
These penalties are generally only imposed after the company has been requested by the competent authority to carry out the risk assessment and has not complied with this request within a set period of time
AUSTRIA: Failure to carry out an evaluation of mental stress in Austria can result in the following penalties in accordance with § 130 Para. 1 Z 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, mental stress is increasingly becoming the focus of statutory occupational health and safety and workplace health promotion. According to European standard EN ISO 10075-1, which forms the basis for employee protection and in particular the 2013 amendment regarding the evaluation of mental stress, this is "the totality of all detectable influences that come from outside and have a psychological effect on people".
It is therefore not about measuring job satisfaction, burnout, performance, stress or similar in individual employees, but exclusively about the conditions under which work takes place. It examines which work-related factors can potentially lead to psychological stress in order to specifically identify and improve them.
In 23 EU countries, the systematic recording of the stress situation is explicitly enshrined in law.
PERSENTIS Profiling is a digital matching tool that brings companies and applicants together on the basis of personality and target profiles. The aim is to fill vacancies with a perfect fit using data-based 2-way matching, saving time and money and avoiding unsuccessful placements.
Two-way matching compares the employer's requirements and offers with the applicants' personality profiles. This makes it transparent how well both sides fit together and what the chances are of a long-term, successful collaboration.
The target profile analysis helps companies to define the most important personal requirements for an open position. In this way, candidates can be found who not only fit the company and the position professionally, but also personally.
The personality analysis reveals individual strengths, preferred roles in the team, motivational factors and possible stressors. It is based on established models of potential analysis and supports both personal development and team collaboration.
Yes. When you sign up, you'll receive your first target profile for free in your account. This allows you to test PERSENTIS Profiling directly and with no obligation for a specific job opening.
The tool is aimed at companies, HR managers, executives and teams who want to fill vacancies precisely and make optimum use of potential within the team.
The creation of 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 position to be filled.
- Select Target profile > Create
- You will be guided through some specific selection questions and will then be told which personality you are looking for (e.g. "You are looking for a personality who is correct and attentive - KA"). A corresponding description is available for download.
- You can now invite applicants for matching: Simply enter your name, email address and preferred language and click on "Invite".
- Once applicants have accepted your invitation to profiling and released their results, you will be shown in traffic light colors which applicants are best suited to your vacancy.
- Matching provides a data-based preselection. You then decide which applicants to invite to 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 it has to be a good fit for both sides in order to fill a position successfully.
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 the purposes to which it has been expressly consented.
Use PERSENTIS Analytics to determine the balance between emotional, calculative, and growth factors. After completing your analysis, copy the values from the PERSENTIS Analytics dashboard.