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Objective
The purpose of this article is to guide you in interpreting candidate assessment reports. Understanding how to read these reports will provide a comprehensive view for evaluating each candidate, highlighting the key points of the report.
Report Description by Page
Page 1: Candidate Information and Overall Results
On this page, you will find the following elements:
Left Side:
Your company logo.
Candidate’s full name.
Candidate photo (taken during the assessment process).
Candidate email address.
Position applied for.
Right Side:
Recruitment process ID.
Date when the assessment was completed.
Candidate’s Global Score.
Additionally, the report includes a description of the candidate’s compatibility with the position and a radar chart illustrating the development of the assessed competencies.
Note:
The chart includes up to a maximum of 25 competencies. If more than 25 competencies are assessed within the same process, the chart will not be displayed.
However, the results of all assessed competencies will still be detailed in the final pages of the report, regardless of whether the radar chart is generated.
Results Integrity Monitoring
The anti-cheating monitoring system consists of the following elements:
Visual Confirmation: Photo taken of the candidate at the beginning of the process.
Time Integrity: Verification that the assessment was completed within a valid response time.
Uninterrupted Focus: Confirms that the candidate used full-screen mode throughout the assessment.
Unique IP Access: Confirms that the candidate used a single device to complete the assessment.
Eyes Insights
Eyes Insights is a feature that complements assessment results by analyzing various indicators observed during the completion of the assessments.
Through visual and behavioral analysis technology, the platform identifies patterns that provide additional context about the candidate’s experience during the assessment.
What information does it display?
Depending on the assessment performed, Eyes Insights may display indicators such as:
Screen attention level.
Frequency of detected distractions.
Signs of anxiety observed during the assessment.
Percentage of gaze diverted away from the screen.
Predominant facial expression during the assessment.
Where is it displayed?
This information is available on the first page of the report, within the Results Integrity section.
What is it used for?
Eyes Insights provides complementary information that can help better understand the context in which the assessment was completed.
These indicators allow you to:
Identify potential distractions during the assessment.
Obtain additional information about the observed level of attention.
Add an additional layer of analysis to the evaluation process.
Complement the interpretation of assessment results.
Page 2: Results Details and Recommendations
This section presents the results of each assessment applied, showing:
Assessment name and percentage obtained by the candidate (CAP).
Time spent on each assessment.
What does the percentage displayed for each assessment represent?
The displayed percentage corresponds to the candidate’s Profile Fit Score (CAP) for each assessment and not to the raw test score.
This indicator reflects how closely the candidate aligns with the expected profile for 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 assessment performance.
It reflects the level of alignment with what the position requires in that specific area.
📊 Interpretation Scale
The reference scale is the same one used for the Global Score:
85% to 110%: Expected level for the profile.
Above 110%: Above the required level.
Below 85%: Below the expected level.
In this case, the interpretation applies to each assessed dimension rather than to the position as a whole.
Difference Between Global Score and CAP
Global Score: Indicates overall fit for the position.
CAP by Assessment: Indicates fit within each assessed competency.
Consideration for Technical Assessments
For technical assessments, the displayed percentage corresponds directly to the test result.
These assessments:
Are passed with a score of 70% or higher.
Do not use CAP, as they measure specific knowledge.
Recommendation
For a more complete analysis, we recommend complementing this information with the details provided on the following pages, where you can view:
Obtained score.
Expected score.
CAP by competency.
The report also includes:
Candidate strengths and development areas.
Recommendations based on the obtained results.
Suggested interview questions generated by the system according to the candidate’s performance.
Page 3 Onward: Assessed Competencies
Starting on the third page, the report groups the competencies assessed by each test included in the evaluation.
Each competency is presented with:
Assessment title.
Competency name.
Expected score, obtained score, and CAP.
Competency description: a brief analysis of the candidate’s behavior based on the level of development of the competency.
Key Report Characteristics
Reports maintain a consistent analytical structure.
All assessments included in an evaluation are integrated into a single report, except for the DISC assessment and the BIS-11 assessment, which generate independent reports.
Integrated technical assessments only display the obtained score and do not include answer details, preventing question disclosure.
Technical assessments are standardized with 19 questions. A passing score requires 70% (12 correct answers).
Digital technical assessments display the obtained score in the general report and the answer details in the process Excel report.
Global Score and How to Interpret It
In TestKokoro, the Global Score and related indicators help evaluate candidate suitability for a position.
Below, we explain in detail what it means and how to interpret it.
How is the Global Score Calculated?
The Global Score is obtained by calculating the average of the scores achieved across the different assessments applied during the process.
Note:
Technical assessments, DISC, and BIS-11 are not included in the Global Score calculation because they use different measurement scales.
Expected Score vs. Obtained Score
Expected Score
The Expected Score is based on a benchmark that considers the following specific norms:
Valid assessments standardized by country or region (depending on the country).
Position area and hierarchy level.
Competency calibration, which defines the job hierarchy level when creating the profile (for example: operational, managerial).
CAP Interpretation
CAP indicates the candidate’s fit for the position according to the following interpretation scale:
85% to 110%: The candidate fits the position and is recommended.
Above 110%: The candidate may be overqualified, provided the calibration is correct.
Below 85%: The candidate does not fit the position.
Why is the Global Score Important?
The Global Score provides a comprehensive view of the candidate’s performance across assessments, helping organizations make informed decisions based on the candidate’s fit with the required profile.
Consideration for Assessments Including Wonderlic
When an evaluation includes the Wonderlic assessment, its result impacts the Global Score because it forms part of the average of quantifiable assessments.
For this reason, a Global Score below 85% should not be interpreted in isolation as indicating that the candidate is not suitable for the position.
In these cases, it is recommended to also analyze:
The gap obtained in the Wonderlic assessment.
The CAP of the assessed competencies.
This allows for a more comprehensive interpretation of the candidate’s profile.
Tips and Best Practices
For internal report sharing, we recommend sending the Executive Report, which contains the first two pages in a simplified format for easier analysis.
It is essential to include the assessments that best match the job profile and correctly define the position’s area and hierarchy level to ensure accurate candidate evaluation.
Make sure to assign the same hierarchy level to all competencies within the same position to guarantee a precise assessment.