The candidate report includes in total 7 sections which are divided into 3 Tabs:

Results Tab

This section contains a verbal summary of the information provided in following sections 2, 3, and 4. It includes the candidate's basic information such as name and email (unless you have chosen the anonymized version which blurs out candidate’s personal information), along with a detailed description of the candidate based on their assessment results. Also, it contains the Overall match score as well as their rank among the rest of the candidates for the specific Job Assessment.

This section below is an overview of the candidate's scores. It includes the Overall Score, the Cognitive Score and the Personality Score of the candidate as a percentage. These scores are automatically compared to the averages of all other candidates in the specific Job assessment. For each of the 3 scores you can see if the candidate scored above/below the average score as measured by the sum of all the other candidate’s scores. Of course the score overview depends on the nature of the assessment. For example, on the Cognitive only assessment the score overview would show us the cognitive scores of the candidate only.

Note that you should use scores comparatively, not absolutely. Use them to find the best candidate from a given pool, but don't set absolute thresholds as no score is good or bad by itself. In the following sections we elaborate more on the scores for each section but keep in mind that most scores will fall between 35% and 65%.

When analyzing assessment results, it is generally helpful to know how each individual score compares to other people's scores. Knowing whether a score is high, low, or average in comparison to others necessitates the use of a norm group. Norms enable the comparison of an individual's evaluation score to a relevant comparison group. There are numerous standard scales that could be used to assess individuals, however, 'Sten' scores -which is the abbreviation for ‘Standard Tens’ - are available to enable for a common basic language on both aptitude and cognitive tests.

A ‘Sten’ score represents an individual's approximate position in relation to the norm group, thus, other people in that group. So, the placement of the marker indicates where the candidate stands compared to the norm group. ‘Sten’ scores range from 1 to 10, where ‘Stens’ 4 and 7 are typical scores obtained by approximately 50% of the norm group. Sten 1 and 10 are extreme scores each obtained by approximately 2% of the norm group.

In Bryq, the responses are compared with those of a group of candidates, who have already taken the assessment. Then, the results are returned as ‘Sten’ scores.

Bryq’s ‘Sten’ classification is presented below:

📌Do note that you should use the ‘Sten’ score comparatively, not absolutely. No score is good or bad in itself, thus, it is advised to use them to find the best candidate from a specific pool. In order to gain more detailed insights on one’s position as compared to a specific role, it is recommended to look at the comparison section in the Bryq platform.

The activity section contains the timeline of the candidate's activities - specifically when they were invited when they took the assessment, and how long they needed to finish. If the candidate was re-invited, this will appear here as well.

The chart below shows the candidate's cognitive ability score in each one of the 4 cognitive skills.

📌Note that all cognitive assessments are calibrated and the scores follow a normal distribution. This means that 50% of the candidates will score between 31% and 67% (1 standard deviation from the mean of 49%).

📌On average people will score about 50%. We recommend using the scores to compare candidates to find the stronger candidates - and not as an absolute pass/fail criteria.

Bryq's personality assessment (based on the 16 Personality Factors framework- see here) will assess the candidates' personality in 16 discrete dimensions to determine his/her personality match to the specific job role.

Below you can see the candidates scores on each of the 4 categories:

Each of the 4 categories include a number of traits that reflect a candidate's personality match in each of the categories. By clicking on the Expand button you can have a detailed view of the traits that comprise each category, as well as the candidates score on each of the traits.

After clicking on the Expand button you will notice that some of the traits are shaded in gray. While all 16 personality dimensions are measured, usually only 8-10 of them will be relevant to a candidate's performance in a specific role. When a dimension is not important, the rectangle indicator will be gray (as shown below).

For the traits that are of importance to the specific job role, you can see the score of the candidate on each of the traits of interest as a percentage. Each trait has two ends (e.g. Cooperative - Assertive, in terms of the candidate's Dominance trait).

The location of the arrow (to the left or to the right) reveals if the candidate has scored toward the one pole or towards the opposite pole. If one of the poles of each specific trait is considered important for the specific role, the pole will be coloured in blue.

If you have opted to add Indicators (see here) to your assessment, this tab will show you how each candidate scores on each of the chosen Indicators. Moreover, you can see the candidates scores on each of the dimensions comprising each Indicator.

Indicators include Communication, Emotional Intelligence, Problem Solving/Complex Thinking, Sales & Customer Service, Learning Agility, Resilience, Culture, Remote Working, and more.

Below you can see some examples of how the chosen Indicators such as Remote Working are presented:

Suggested Interview Questions & Answers

For every candidate, Bryq provides customized Interview Questions based on the candidate's weaker points as well as indicative answers you might expect from the candidate depending on the end of the scale they lean towards. You'll be able to use these questions to provide a more uniform and structured interview process, as well as mitigate any bias during this stage.

No candidate will ever perfectly fit the job profile; Bryq will help you understand where they are a good fit and where not.

Green indicates a very good match; as the match is becoming worse, the color is turning to red (you can read about color meaning here).

This way, you can identify potential knock-out mismatches (if a criterion is required for the role) and identify areas of concern that you will want to investigate during a subsequent interview.