The candidate results page is designed to help you make informed, evidence-based hiring decisions by offering a full view of a candidate’s performance, strengths, and potential alignment with your organization.
This guide breaks down each section of the results page, from general performance scores to deeper insights into cognitive attributes, personality traits, and organizational fit (if enabled). By understanding how to interpret the data, you’ll be better equipped to identify top talent, ask more targeted interview questions, and support smarter hiring outcomes.
Overview: Assessments at a Glance
Let’s start by breaking down the first section of the results page — the Overview, where you’ll find a high-level summary of the candidate’s performance.
The Overview section gives you a snapshot of how the candidate performed across all assessments.
At the top, you'll see:
Average Score – calculated across all completed assessments
Candidate Rank – their standing relative to others in your candidate pool
Below that, each individual assessment is displayed in a vertical card format. For each:
A color-coded gauge (0–100 scale) shows the candidate’s score
A greyed-out benchmark gauge shows the average score of the candidate pool for that assessment
You'll also see the completion time and a link to view full results
This section is ideal for quickly comparing overall candidate performance and identifying standout strengths or red flags across assessments.
Profile Fit: Role Alignment Through Cognitive and Personality Data
The Profile Fit section offers psychometric insights into how well a candidate’s abilities and behavioral tendencies align with the demands of the role.
At the top, you’ll find the overall Profile Fit score, a weighted average of the two main components:
a) Cognitive Attributes
This section provides insight into the candidate’s cognitive abilities across four essential dimensions:
Attention to Detail – Accuracy and speed in identifying errors
Logical Reasoning – Pattern recognition and logical problem-solving
Numerical Reasoning – Interpretation and analysis of numerical data
Verbal Reasoning – Comprehension and critical analysis of written information
Each score includes a comparison to the candidate pool for the role, helping you quickly see where a candidate stands relative to others.
b) Personality Traits
This part of the results highlights how a candidate scores on selected traits most relevant for success in the role. Traits are displayed with a focus on the preferred end of each scale (e.g., “practical”).
You can use this data to:
Understand natural behavioral tendencies
Spot strengths that align with job demands
Identify potential challenges or areas to probe further during interviews
c) Indicators
Following the Personality Traits section, the Indicators scores assessed by the Profile Fit are displayed using bar charts (blue = candidate, grey = candidate’s pool average) to quickly assess alignment with key success factors across the role.
Bryq evaluates the following key Indicators, grounded in established psychometric theory and research, drawing from both the 16 Personality Factors (16PF) and the OCEAN (Big Five) frameworks:
Learning Agility- The ability to rapidly acquire and apply new knowledge and skills.
Empathy- The capacity to understand and respond to others' emotions.
Communication- Effectiveness in expressing ideas clearly and listening actively.
Leadership Effectiveness- The ability to inspire, guide, and influence others.
Remote Working- Adaptability and independence in a virtual work environment.
Organizational Fit: Evaluating Culture and Behavioral Alignment
If you have enabled the Culture Fit and/or Custom Work Competencies, an Organizational Fit section will appear after Profile Fit.
Unlike Profile Fit, which is based on traits and abilities associated with job success specifically for the role under investigation, Organizational Fit is highly tailored to your company’s own culture and behavioral expectations.
This section gives you a focused lens into how well a candidate aligns with how your organization works, not just what it does.
How to Read It:
You’ll see two components (depending on what’s enabled):
Culture Fit – This shows how closely the candidate aligns with your defined company values. A higher score indicates natural alignment with the behaviors you expect across your culture.
Use high scores as signals of strong cultural alignment.
Use moderate or lower scores as conversation starters. They may highlight where expectations should be clarified or where support during onboarding could help ensure success.
Custom Competencies – These are specific behaviors your team has identified as essential to success (e.g., accountability, collaboration). Candidates are scored based on how well their profile aligns with these expectations.
High scores show strong alignment with your expectations for the role.
Lower scores may signal development areas or opportunities to build complementary strengths within a team.
🔎 Tip: Use this section to go beyond checking for capability — assess whether the candidate is likely to thrive in your environment, contribute meaningfully, and adapt to your way of working.