Our assessments measure the personality traits and tendencies that predict success for important job competencies.
When you look at a candidate’s assessment report, you’ll see a graph for each competency measured by the assessment. These graphs make it easy to see where candidates score on each of the core competencies in a success model.
Let’s look at the graph for Decisive Judgement, which is made up of five traits: Fact-Based, Realistic, Serious-Minded, Restrained, Self-Reliance, and Assertiveness. These are the traits that most influence Decisive Judgement. Other competencies have different traits.
What are the blue dots?
The blue dots represent a candidate’s score, or where they fall on the spectrum for that trait. Scores in the boxes on the left mean the candidate is lower on that trait than others, and scores in the boxes on the right mean the candidate is higher than others. For example, this candidate is high on Assertiveness (but read on—high scores are not always best!)
What do the colors mean?
- Green is ideal—for a good fit, look for dots that fall within the green range.
- Yellow is potential concern—dig in to determine if these are red flags or opportunities for improvement.
- Red is a likely concern—watch out for too many dots in the red range.
What’s the difference between an interview question and a “special probe”?
To the right of the graph, you’ll see a suggested interview question. This question is the same for all candidates and helps connect specific behavioral examples to the competency.
Below the graph, you’ll see “additional special probes.” These questions are unique to the candidate and help the interviewer gain a deeper understanding of the yellow and red areas.
Things to keep in mind as you review competencies:
- There’s no perfect candidate. Most candidates will have strengths (scores in the green range) as well as opportunities for improvement (scores in the yellow or red range).
- Successful candidates don’t need to be in the green range for all traits in a competency. There are many competencies to consider when determining job fit, so don’t get too hung up if a few traits fall out of range.
- Use the suggested interview questions and probes to better understand areas of concern. Listen for examples of hindered job performance, and work to understand if the candidate has learned to compensate for their natural tendency.
- Different jobs require different competencies. A candidate may score well on one set of competencies, or have traits that set them up for success in a certain type of job, but those same traits may be areas of concern when applied to a different role.
These competency range graphs are your first look at how well the candidate’s innate style fits with the job and with your organization. From here, you can continue to dig into the assessment report for an even deeper understanding of a candidate’s motivations, work preferences, and job potential.
This post is part of our FAQs series, where you can learn about the inner-workings of our assessments, as well as best practices to help improve your hiring process.