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How do your candidates measure up?

5th February 2020

You’re probably familiar with the phrase “what gets measured gets done.” Defining and measuring effectiveness – especially the performance of workers – is an important part of any hiring manager.

How do you know what to measure?

The tricky bit is…how do you define the skills, behaviours, and attitudes that workers need to perform their roles effectively? How do you know if they are qualified for the job? In other words, how do you know what to measure?

Our assessments system combines the results of Cognitive Ability (General Reasoning) Test and Personality Assessments to produce a job-fit percentage by comparing the candidate’s responses with a behavioural template which we call a benchmark.
Once a candidate has completed the assessments their profile is then compared to any of the 150+ job-fit benchmarks in our library. These range from administrative, financial and IT to sales, management and customer service..
The job-match displayed as a percentage which means client users can quickly see how they measure up and easily compare all candidates for specific job roles.

To explain the concept behind job role benchmarking – it is not necessarily about one benchmark or another but often a job requires a mix of different competencies so it may often require two or more. As an example of this consider the following scenario:
Steve is a long-distance truck driver – his job role entails driving but also interaction with customs, other hauliers and maybe customers when delivering the consignments.
So, we might suggest ‘Driver’ as the prime benchmark with ‘Customer Service’ benchmark as secondary. We would expect a high job-fit percentage to the ‘Driver’ benchmark but maybe a lower percentage to the other etc…). 

Some people have asked us in the past if candidates should take different assessments for different jobs. The answer is NO. All candidates take the same assessments – it’s a bit like exams where the exams are set in each subject so that all students sit the same exams in the same subjects…

Off the shelf V Bespoke benchmarks
Our team of psychologists have analysed a range of common job roles and descriptions and built a series of general business benchmarks that can be used off the shelf.
Whereas we cover a huge range should you want to define your own secret sauce for a specific job role we can help you with this too!
Just contact us on to find out more

Filed in: Score interpretation • Tags:

About the Author:

Nikky van Bommel is the Marketing Director for Big 5 Assessments and has worked in the Psychometric Testing industry for over 10 years. Nikky is responsible for all marketing and social media for the organisation.

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