Competencies and match scores help hiring teams interpret assessment results in a role-relevant and structured way. This article explains how competencies are created, how match scores are calculated, and how to use them responsibly as part of a broader recruitment process.

Competencies are derived from the average scores across multiple behavioral dimensions measured by Deeper Signals assessments, such as Core Drivers and Core Values.

They allow organizations to define which behavioral tendencies matter most for a specific role and to incorporate those requirements directly into a recruitment campaign.

When candidates complete an assessment, their percentage match to the selected competencies is calculated automatically, providing a clear view of potential role alignment.

For certain roles, such as Customer Support Executive or Sales Representative, competencies are pre-configured based on extensive academic and occupational research.

These configurations reflect the traits and tendencies most strongly associated with success in those roles. The resulting match scores help identify candidates who demonstrate the behavioral strengths and patterns relevant to the position.

Note: Pre-configured competencies are grounded in research and are designed to support consistency and objectivity across hiring decisions.

A match score represents the mathematical average of the competencies configured for a specific role. This score provides a standardized way to compare how closely candidates align with the role’s behavioral requirements.

The overall match score includes any additional competencies an administrator may add to a recruitment campaign.

Match scores provide valuable insight, but they should never be used in isolation.

Important: Match scores are one input among many and should not be treated as definitive indicators of future performance.

Hiring decisions should also consider:

For example, success in teaching may depend not only on traits such as stability or creativity, but also on classroom experience and passion for education. Similarly, a sales role requires consideration of past performance and motivation alongside assessment results.

The most effective use of match scores involves validating them within your own organization.

This means conducting individual validation studies that correlate assessment results with actual performance metrics in your specific context. Doing so helps confirm that the competencies measured are predictive of success for your roles, teams, and environment.

Pro tip: Local validation provides stronger evidence than relying solely on generalized benchmarks.

A well-rounded evaluation combines multiple data points to form a complete picture of each candidate.

Competencies and match scores can be used to:

When used responsibly, these insights help recruiters and managers move beyond intuition toward more structured, fair, and transparent hiring practices.

For a detailed explanation of the methodology, validation approach, and governance principles behind Deeper Signals job roles, you can learn more here.