You need to have the Recruitment Admin or Recruiter role in the platform to view Candidate results in the Assessio platform. If you have the Recruiter Member role, results of specific candidates of a Recruitment can be shared with you. Read the article ‘Analyzing results as a Recruitment Member’, to see how to access this information.
When enough candidates have completed the assessments, you can compare their results in the Compare Candidates page. To access this
- Click on Recruitment in the menu on the left and then select Recruitments. to go to Your recruitment page.
- Click on the Recruitment you want to see the results of, to go to its Recruitment page. Here candidates are already ranked by Match scores, which is the most important result of the Assessment.
- Select the candidate or candidates you want to compare further, one by one.
- Click on Compare.
The Compare page offers three types of results: Match scores, Competency scores and additional insights. The Match score is based on the selected lens and indicates overall person-job fit. The Competency scores are shown for all Competencies in the selected Lens and indicate the ability of a candidate to perform the related behavior. The Additional insights that you can see depend on what add-ons your organization has activated, the options are: Extremes, Potential and Learning Agility. These results can be accessed by clicking the tabs next to the Competencies.
The aim of these assessments is always to find a match between candidate and job, for this reason Assessio advices you to first and foremost look at and use the Match score. All other comparisons or analyses are extra, to gain more insight into the candidate and their expected behaviors on the job. The general advice for determining who to invite for a job interview is: first Match score, second Competency scores, and third, only if required for the particular job, additional insights.
Match score
A Match score indicates a person-job fit and is based on the candidate’s potential within the selected lens. It ranges from 1 to 100, with 100 being a perfect match to the job. The top few candidates have the most potential for the job and a Match score over 60 indicates a strong match. Scores over 80 indicate a very strong Match.
It is possible to temporarily change the Lens in the Compare Candidates page, by clicking on ‘Switch lens’. Doing so will also affect the Match score of the candidate and thus their ranking.
Competency Scores
The Compare Candidates page shows all competencies that are important to the job that the candidates have been matched to, based on the Active lens. For each competency you can see whether the candidates are likely to underdo the necessary behavior, overdo this behavior, or perform just right. Just right indicates a competency score of between 80 and the maximum of 100, meaning that the candidate has the potential for optimal performance on the competency. This is ideal, but not very common.
Both underdoing and overdoing are based on competency scores below 80. “May underdo” means that, based on the candidate’s potential, they are likely to perform less of the behavior then ideal. They can perform well, but this will take them more effort or require more support. This results in a score between 1 and 80, depending on how difficult the behavior will be for them. A score over 60 still means that the candidate has an easier time performing the behavior than the average person, who scores around 50.
“May overdo” means that the candidate’s potential is such that they are very likely to perform the behavior, but to such an extent that it is no longer optimally effective. This results in a score between 60 and 80; still above average but depending on the specific competency, not ideal.
You can click on a competency to see all related behavior descriptions of what underdoing, overdoing and just right mean. Compare these behaviors and the candidates potential for them to the job description, to see what impact they may have on the job-fit.
If you want to know how these candidates scores on specific competencies which are not included in the Lens, you can click ‘+More competencies’. This will not affect the Match score, which is always based on the selected lens. Remember that you are not analyzing a person, but a person-job fit. Always make sure you only look at competencies that are relevant for the job
If you need to know more about this job, or the lens that has been selected for it, click on ‘Lens details’. Here you also see the competency weights, indicating how much influence a competency score has on the Match score, based on its relative importance for the job. And below you see what behaviors are associated with each competency. From here you can also open the Interview questions, which should be used during the interview for a job using this lens.
For most jobs and the vast majority of candidates, you will need no further analyses. The Match score is enough to determine whom to invite for a job interview and the competency scores tell you what you need to know about the expected job performance. Combine these with structured interviewing, using competency based questions, and you are able to make the best recruitment decisions.
Additional Insights
For specific cases there are additional insights available: Extremes, Learning Agility and Potential. Which additional insights are available to you depend on whether your organization has activated these insights and whether or not candidates have completed the necessary questionnaires. Should you require information on how to use these additional insights, please see the related articles.
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