Psychometric Foundations and Evaluation Criteria at Testkokoro
At Testkokoro, we work with psychometric assessments designed with a competency-based approach, backed by psychology professionals and validated in real workplace contexts. Our goal is to deliver reliable and accurate results that support objective and well-founded decision-making in talent selection processes.
Validation and Reliability
All our tests are developed under rigorous validation standards. They are endorsed by experienced organizational psychologists, ensuring that our assessments accurately measure the key competencies required for each type of position.
Use of Norms by Country, Area, and Role Level
In our competency assessments, we apply specific norms based on:
The country or region where the assessment is conducted.
The area of performance of the role.
The role's level or hierarchy.
⚠️ Recommendation: To ensure accurate results, it is important to assign the same level to all competencies when creating a customized test.
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 specific competencies (such as honesty, critical thinking, responsibility, etc.).
Consistency Evaluation
We analyze the candidate's overall response pattern to assess internal consistency. This helps validate the sincerity and stability of the answers, minimizing biases such as social desirability.
Competency Levels and Norm Comparison
Each assessed competency is categorized into one of the following levels:
Very low
Medium
High
Very high
We then compare these results with our reference norms to determine how well a candidate aligns with the expected profile.
What is the CAP (Position Fit Coefficient)?
The CAP is an indicator that allows us to analyze how well a candidate matches the desired profile.
Formula:
CAP = (Score obtained / Expected score) * 100
CAP Interpretation:
85% to 110% → The candidate matches the profile or competency.
Less than 85% → The candidate does not match the profile or competency.
More than 110% → If calibration is correct, the candidate is considered overqualified.
The same criteria apply to the global score.
How to Know If a Candidate Fits the Role
Select the most appropriate tests for the role.
Generate a report with the candidate's results.
Analyze the global CAP and performance by competency.
🔍 Suggestion: We recommend including the Wonderlic intelligence test in all evaluations, as it is highly predictive and improves result matching.
Wonderlic Test
The Wonderlic test measures general cognitive ability. The score ranges are:
Below average: less than 15 points
Low average: 16 to 19 points
Average: 20 to 24 points
Above average: 25 to 34 points
Superior: more than 35 points
Each point equals 2% of the total (50 questions).
Example: If someone scores 40%, this equals 20 points → within the average range.
Wonderlic Gap
The intelligence gap is calculated as follows:
(Score obtained / Expected score) * 100 / 2
This indicator reflects the candidate’s cognitive level compared to peers. The higher the gap, the more cognitively capable the candidate is.
Global Score
The global score is the average of the scores obtained across the included tests in a profile, excluding:
Technical tests (which use different scales)
DISC test (not quantifiable)
Example:
If a profile includes 2 quantifiable tests, the global score will be a simple average (50% weight each).
📌 Note: A global score above 110% is interpreted as overqualification, provided that the calibration of the evaluated profile has been properly conducted.