Psychometric Foundations and Evaluation Criteria at Testkokoro
At Testkokoro, we work with psychometric assessments designed with a competency-based approach, supported by psychology professionals and validated in real workplace contexts.
Our goal is to provide reliable and accurate results that enable objective and well-grounded decision-making in talent selection processes.
Validation and Reliability
All our assessments are developed following rigorous validation standards. They are endorsed by psychologists with extensive experience in organizational psychology, ensuring that our evaluations accurately measure the key competencies required for each type of role.
Use of Norms by Country, Area, and Seniority
For competency assessment, we apply specific norms according to:
The country or region where the evaluation takes place.
The job’s functional area.
The position’s seniority level.
⚠️ Recommendation: To ensure accuracy in results, it is important to assign the same seniority level to all competencies when creating a customized assessment.
How Are Scores Interpreted in Testkokoro?
Likert Scale
Our assessments use a Likert scale, which measures the degree of agreement or frequency with which a person exhibits behaviors or attitudes related to different competencies (such as honesty, critical thinking, responsibility, among others).
Consistency Evaluation
We analyze the overall response pattern to assess internal consistency, which helps validate the sincerity and stability of responses and minimizes biases such as social desirability.
Levels and Comparison with Norms
Each evaluated competency is classified into the following levels:
Very low
Medium
High
Very high
These results are then compared with our reference norms, allowing a more precise understanding of how aligned a candidate is with the expected profile.
What Is the CAP (Position Fit Coefficient)?
The CAP is an indicator used to analyze the degree of fit between a candidate and the desired profile.
Formula:
CAP = (Score obtained / Expected score) × 100
CAP Interpretation
85% to 110% → The candidate fits the profile or competency.
Below 85% → The candidate does not fit the profile or competency.
Above 110% → If calibration is adequate, the candidate is considered overqualified.
The same criteria apply to the overall score.
How to Know If a Candidate Fits the Position
The most appropriate tests are defined according to the job profile.
A report is generated with the obtained results.
The overall CAP and competency-level performance are analyzed.
🔍 Suggestion: We recommend including the intelligence test (Wonderlic) in all evaluations, as it is highly predictive and improves matching accuracy.
General Clarification on Results Interpretation
📌 Important clarification:
The overall interpretation of each candidate’s results is always aligned with the evaluation objective defined by each company.
Scores, levels, and metrics function as technical indicators that must be analyzed together with the job context and the selection process.
Wonderlic Test
The Wonderlic test measures a candidate’s general cognitive ability. Its scoring scale is as follows:
Low: less than 15 points
Below average: 16 to 19 points
Average: 20 to 24 points
Above average: 25 to 34 points
High: more than 35 points
Each point equals 2% of the total (50 questions).
Example:
If a person scores 40%, this equals 20 points and falls within the average range.
Wonderlic Gap
The intelligence gap is calculated as follows:
(Score obtained / Expected score) × 100 ÷ 2
This value reflects the candidate’s cognitive level relative to their peers. The higher the gap, the higher the intellectual performance.
Clarification on Evaluations Including Only the Wonderlic Test
When an evaluation process includes only the Wonderlic test, CAP interpretation does not apply.
In these cases:
The report is interpreted exclusively based on the cognitive gap and the Wonderlic scoring scale.
If the result is below expected values (for example, below 80%), it is not interpreted as a CAP mismatch, but according to the specific Wonderlic interpretation criteria.
This is because the Wonderlic provides an independent, standardized cognitive result and does not evaluate behavioral or competency-based fit.
Overall Score
The overall score represents an average of the scores obtained in the quantifiable tests included in the evaluation, according to the associated profile.
The following tests are not included in the calculation:
Technical tests (use different measurement scales).
DISC test (not quantifiable and provides a separate report).
BIS-11 test (measured independently and does not impact the overall score).
Calculation example
If an evaluation includes two quantifiable tests, the global score will be the simple average between both (50% weight each).
📌 Note: A global score above 110% is interpreted as overqualification, provided that the calibration of the profile associated with the evaluation has been carried out correctly.
Clarification on the impact of Wonderlic on the global score
📌 Important:
When an evaluation includes the Wonderlic test, its result impacts the global score, as this score is calculated as an average of all quantifiable tests included in the assessment.
In some cases, the result obtained in the Wonderlic test may cause the global score to fall below 85%. This does not necessarily mean that the candidate is not suitable for the position, but rather that the cognitive result influenced the overall average, even when it falls within acceptable ranges.
For this reason, it is recommended to interpret the global score together with:
the CAP by competency, and
the specific interpretation of the Wonderlic gap, according to its scale.
The evaluation should be analyzed holistically, considering which competencies are critical for the evaluated position.