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Guide to Correctly Interpreting Candidate Evaluation Reports

Learn how to analyze the results to make accurate decisions in your selection processes.

Updated over 2 weeks ago

Reading time: 3 minutes


Objective

This article aims to guide you in interpreting the reports of tests performed by candidates. Knowing how to read these reports will give you a comprehensive view to assess each candidate, highlighting the key points of the report.

Description of the Report by Page

Page 1: General Candidate Information and Global Results
On this page, you will find the following elements:

Left Side:

  • Company logo

  • Candidate's full name

  • Candidate’s photo (taken during the evaluation process)

  • Candidate's email

  • Position applied for

Right Side:

  • Selection process ID

  • Test date

  • Candidate’s global score

Additionally, a description of the candidate’s compatibility with the position is included, along with a spider chart illustrating the development of the evaluated competencies.

Note: The chart includes up to a maximum of 25 competencies. If more than 25 competencies are assessed in the same process, the chart will not be displayed.

However, the results for all evaluated competencies will be detailed in the final pages of the report, regardless of whether the spider chart was generated or not.

Monitoring Result Integrity:
The anti-cheating monitoring includes the following elements:

  • Visual confirmation: A photo of the candidate taken at the start of the process

  • Temporal integrity: Verification of valid response time compliance

  • Uninterrupted focus: Ensures the candidate used the full screen during the test

  • Unique IP access: The candidate used a single device for the test

Page 2: Detailed Results and Recommendations
This section presents the specific results of each test applied, showing:

  • Test name and percentage achieved by the candidate

  • Time spent on each test

Additionally, it lists:

  • Candidate's strengths and areas for improvement

  • Recommendations based on the results

  • Suggested interview questions based on the candidate’s performance

Page 3 and beyond: Evaluated Competencies
From the third page onwards, competencies evaluated by each test included in the assessment are grouped. Each competency is described as follows:

  • Test title

  • Competency name

  • Expected score, achieved score, and CAP

  • Competency description: A brief analysis of the candidate’s behavior based on the level of competency development

Key Features of the Report:

  • Reports follow a consistent analysis structure

  • All tests in an assessment are integrated into a single report, except for the DISC test, which generates an independent report

  • Technical tests are shown separately and only report the score achieved, without details of responses, to prevent question leakage

  • Technical tests are standardized with 19 questions. A score of 70% (12 correct answers) is required to pass

Global Score and How to Interpret It


At Testkokoro, the Global Score and related indicators help you evaluate candidates' suitability for the role. Below, we explain in detail what it means and how to interpret it:


How is the Global Score calculated?


The Global Score is obtained as the average of the scores achieved in the different tests applied during the process.

Note: Technical tests are not part of the Global Score, as they use different measurement scales.


Expected Score vs. Obtained Score

Expected Score


Based on a benchmark that considers the following specific standards:

  • Tests validated by country or region (depending on the country).

  • Area and job level.

  • The competency calibration, as when creating the profile, defines the job hierarchy (e.g., operational, managerial).


CAP Interpretation


The CAP indicates the candidate's fit for the role through an interpretation scale:

  • 85% to 110%: The candidate fits and is recommended for the position.

  • Over 110%: The candidate may be overqualified, as long as the calibration is correct.

  • Less than 85%: The candidate does not fit the role.


Why is the Global Score important?


The Global Score provides an overall view of the candidate's performance in the assessments, helping to make informed decisions based on their alignment with the required profile.


Tips and Best Practices

  • For internal sharing, we recommend sending the executive report, which contains the first two pages in a simplified format for analysis.

  • It is essential to add the most appropriate tests for the job profile and correctly define the area and job level for an accurate evaluation of candidates.

  • Ensure the same hierarchy is assigned to all competencies within the same role to guarantee an accurate evaluation.

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