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Objective
In this article, you will learn about the advanced tools and indicators available in TestKokoro to analyze candidates during your recruitment processes. These features complement assessment results and help you identify relevant information quickly and in a centralized way.
What features are available?
Within the platform, you will find different tools that provide additional information about assessed candidates:
Knockout Questions
AI CV Score
Percentile and Benchmarking
Behavioral Tier
Insights Column
Below, we explain each of them.
Knockout Questions
Knockout Questions allow you to incorporate preliminary filters within an assessment process to validate minimum requirements before applicants begin their assessments.
This feature can be configured from the recruitment process by enabling the Knockout Filters section and adding the questions you want to use as filters.
How does it work?
1. Enable the Applicant Filter (Knockout) option within the process.
2. Add one or more filter questions.
3. Define the correct answer for each question.
4. Save the configuration.
5. Invite applicants to the process.
When accessing the assessment link, applicants must first answer the configured questions.
If they answer correctly, they will be able to continue with the assessments.
If they answer any question incorrectly, they will not be able to proceed and will see a message indicating that they do not meet the minimum requirements for the position.
Usage Recommendations
To ensure an appropriate candidate experience, we recommend configuring Knockout Questions before sending invitations to the process.
These questions are especially useful for validating mandatory requirements such as:
Availability to travel
Availability of working hours
Required work modality
Mandatory certifications
Minimum years of experience
Specific licenses or permits
Benefits
Reduces manual review time.
Automates the initial candidate screening process.
Allows recruiters to focus on profiles that meet the minimum job requirements.
What happens if I add questions after inviting applicants?
If Knockout Questions are configured after invitations have already been sent, you can resend the invitation so applicants can view and answer the new filter questions.
Important Consideration
If an applicant has already completed the process and has a generated report, resending the invitation will restart the process from scratch.
This means:
The previously generated report will be lost.
The process status will return to the beginning.
The applicant must complete all assessments again to generate a new report.
For this reason, we recommend defining and configuring Knockout Questions before inviting candidates to the process.
AI CV Score
AI CV Score automatically analyzes the candidate’s resume and generates a compatibility score with the position.
In addition to the score, it identifies relevant information regarding the level of alignment between the candidate’s experience and the position requirements.
You can upload the applicant’s CV from the Insights column using the +CV option.
What information does it provide?
By hovering over the CV Score indicator, you can view:
Position compatibility score.
General profile summary.
Strengths identified in the candidate’s experience and career path.
Potential gaps or missing information related to the job requirements.
Benefits
Simplifies the initial resume review process.
Allows more objective candidate comparisons.
Complements the information obtained through assessments.
Percentile and Benchmarking
The Percentile and Benchmarking feature allows you to compare a candidate’s performance against the historical record of candidates assessed for the same profile within the company.
This indicator provides additional context about the result obtained, helping identify how outstanding a candidate is compared to previous evaluations for the same role or profile.
How does it work?
The platform calculates the candidate’s percentile using the historical record of assessed candidates for that profile as a reference.
Depending on the result, the indicator will be displayed in one of two ways:
Top X%: displayed when the candidate outperforms 50% or more of historical candidates.
Percentile X: displayed when the candidate is below that threshold.
Examples
A candidate with a percentile of 85 will see Top 15%, since they achieved a better result than 85% of historical candidates assessed for that profile.
A candidate with a percentile of 68 will see Top 32%.
A candidate with a percentile of 32 will see Percentile 32, indicating they performed better than 32% of historical candidates.
Where is it displayed?
This indicator is available in the Insights column within recruitment processes.
By hovering over the indicator, additional information about the comparison will be displayed.
Requirements for Display
The percentile will only be available when the following conditions are met:
The candidate is in Completed status.
The candidate has a calculated score.
There is a minimum history of 10 assessed candidates for that profile within the company.
If any of these conditions are not met, the indicator will not be displayed.
What is it used for?
Comparing candidates using historical data from the same profile.
Quickly identifying high-performing applicants.
Adding additional context to result interpretation.
Facilitating candidate prioritization during the recruitment process.
Considerations
The percentile is a comparative indicator that may be updated as new assessments are added to the profile’s historical data.
Behavioral Tier
Behavioral Tier is an indicator that identifies behaviors observed during assessments, specifically related to the candidate’s ability to remain in full-screen mode.
The classification is as follows:
Detected Behavior | Category |
The candidate remains in full-screen mode throughout the assessment | Normal |
The candidate exits full-screen mode once (for example, switches windows or presses Esc) | Attention |
The candidate exits full-screen mode two or more times | Risk |
What is it used for?
This indicator helps identify situations that may require additional review by the evaluator and provides context regarding how the assessment was completed.
Where is it displayed?
Behavioral Tier can be viewed:
In assessment reports.
In the Insights column within recruitment processes.
Insights Column
The Insights Column brings together some of the main indicators available for each candidate in a single view within the recruitment process.
Depending on the enabled features, this column may display:
Behavioral Tier (Normal, Attention, or Risk)
Candidate Percentile
AI CV Score
What is it used for?
It allows recruiters to quickly identify relevant information about each applicant without having to access individual reports.
Benefits
Centralizes key indicators in one place.
Facilitates candidate comparison.
Speeds up the review of processes with multiple applicants.
Allows quick identification of standout profiles or situations requiring attention.
Example
From the candidate list within the process, you can view the different insights associated with each applicant, such as their Behavioral Tier, percentile ranking, and CV Score, enabling a faster and more complete evaluation.
Considerations
These features complement the information obtained through assessments and are designed to facilitate result interpretation and decision-making within recruitment processes.
We recommend using them as support for the comprehensive analysis of each candidate.