Competencies are derived from the average of scores on various dimensions obtained from assessments completed on our platform, such as core drivers or core values. These competencies can significantly enhance the recruitment process by enabling users to identify and select the specific competencies needed for particular roles and incorporate them into a recruitment campaign. When candidates complete their assessments, the percentage match to these competencies is automatically calculated, providing a clear insight into their potential fit for specific roles.

For certain roles, such as Customer Support Executive or Sales Representative, we have pre-configured the competencies based on extensive academic research, indicating the traits important for success in these positions. The match scores generated from these configurations help identify candidates who possess the tendencies and strengths necessary for success in their respective roles.

A match score represents the mathematical average of the competencies pre-configured for a role. This average score serves as a benchmark to gauge how candidates may perform relative to each other in a specific job role.

Overall Match Score: Similar to match scores, overall match scores include additional competencies that an administrator may add to a campaign. If the overall match score and the match score are identical, it indicates that no additional competencies were added.

While match scores provide valuable insights into a candidate's potential performance in a future role, it is crucial to remember that these scores are just one part of a comprehensive evaluation, and should not be the sole datapoint used to make a decision about a candidate. Other factors, such as previous work experience, technical skills, cultural fit, and personal motivations, also play pivotal roles in determining a candidate's overall suitability for a position. For instance, a teacher's success may not only depend on their scores in stability and creativity but also on their past teaching experiences and passion for education. Similarly, a sales representative's track record and motivation can significantly influence their performance beyond what their personality assessment might suggest.

The state-of-the-art approach in utilizing these scores involves correlating them with performance metrics within your specific organizational context. Conducting individual validation studies, where the scores on our assessments are correlated with actual performance data within your company, ensures that the assessments are predictive of success in your unique environment. This should be the ultimate goal, as it provides robust evidence that the competencies measured are indeed indicative of job performance in your organization.

Incorporating diverse elements, including match scores, previous work experience, technical skills, and personal motivations, provides a well-rounded view of the candidate. This comprehensive approach fosters more informed and balanced hiring decisions. Competency scores and match scores can also be used to inform the questions discussed during interviews. These scores provide essential material for recruiters and managers, and can also guide onboarding and development plans for the selected candidate.

By following these guidelines, you can leverage the power of competencies and match scores to make more informed hiring decisions, ultimately contributing to the success and growth of your organization.