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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 (CAP)
Time spent on each test
What does the percentage shown in each test represent?
The percentage displayed corresponds to the candidate’s level of fit to the evaluated profile (CAP) in each test, and not to the raw score obtained.
This indicator reflects how aligned the candidate is with what is expected for the profile in that specific dimension (for example: emotional intelligence, analytical thinking, etc.).
It is important to keep in mind that:
It does not represent the direct test score
It does not measure only performance in the test
It reflects the level of adequacy in relation to what the role requires in that specific area
Interpretation scale
The reference scale is the same as the one used at a global level:
85% to 110%: expected level for the profile
More than 110%: above what is required
Less than 85%: below what is expected
In this case, the interpretation applies to each evaluated dimension, not to the overall role.
Difference with the global score
Global score: indicates overall fit to the role
CAP per test: indicates fit in each evaluated competency
Consideration for technical tests
In the case of technical tests, the percentage shown does correspond to the direct result of the test.
These evaluations are passed with 70% or more
They do not use CAP, as they measure specific knowledge
Recommendation
For a more complete analysis, it is recommended to complement this information with the detail on the following pages, where the following are displayed:
obtained score
expected score
CAP per competency
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.