Match scores indicate person-job fit. They determine how likely a Candidate is to perform the behavior defined in the lens. The same Candidate will have different match scores for different lenses, because a person will not be equally suited for all different jobs. For the same job, different Candidates will have different Match scores, since not all are equally suited for the job, given their personality and General Mental Ability.
Match score calculation
Candidates provide Personality and Intelligence data by answering questions (items) in MAP and Matrigma. The data from these items is used to calculate potential scores, for each of the scales of the Big Five (Extraversion, Conscientiousness, Openness, Agreeableness and Emotional stability, as well as their subscales) and the GMA scale. With these potential scores, all competencies in the Assessio Performance Framework can be calculated (also see Competency scores). A lens only uses some of these competencies, based on the job it is used for, such as Project manager in the image below. This selection determines which competency scores are used to calculate the Match score of a lens.
Interpretation of Match score
A Match score is based on the potential of a Candidate and the selected lens. For any given lens, the match score is calculated by taking the competency scores of the candidate for the competencies that are in the lens, taking into account their respective competency weights. All this is visible in the lens information card.
The competency scores are based on the potential of a candidate and thus indicate potential for behavior. Combined in a lens these scores indicate the how likely a Candidate is to perform the behavior defined by the lens. A Match score thus indicates person-job fit, or how likely a person is to perform behavior that is required for the job.
Match scores range from 0 -100. The higher the Match score, the better the person-job fit. A score of between 80 and 100 indicates a 'Very strong match'. A Canidate with this match score will likely perform just right on all behaviors related to job success. Know that this result is not very common. More candidates will have a 'Strong match' and even more an 'Average match'. Candidates with these results can still overall perform well on the job, but will have one or more competencies where the behavior comes less natural to them to perform just right. Candidates with a 'Lower match' are least likely to perform well on a job.
Guidelines Match scores
|
Match score |
Match to job |
|---|---|
|
80-100 |
Very strong match |
|
60-79 |
Strong match |
|
40-59 |
Average match |
|
0-39 |
Lower match |