The Hard Skills Match Score is a tool designed to evaluate a candidate's suitability for a role based on their specific skills. This scoring mechanism complements the Fit Score derived from psychometric assessments, providing a holistic evaluation of each candidate.
💡 Learn more about how Hard Skills are collected and matched here.
Hard Skills Scoring Mechanism
Must-Have Skills (Core competencies)
These are the essential skills a candidate must possess to be considered for a role. The score is calculated based on how well the candidate's skills align with these requirements.
Rating Scale: The match score is represented on a 5-point scale with 0.5-point increments. This means a candidate can score from 0 to 5 points, allowing for a clear evaluation of their skills.
Visual Representation:
Dots: The score is visually represented by 5 dots, each representing a point on the scale.
Color: These dots are highlighted in blue, indicating the candidate's proficiency in the Must-Have Skills.
Nice-to-Have Skills (Bonus Competencies)
These are additional skills that, while not required, can significantly enhance a candidate's profile. They provide an extra edge, particularly when deciding between candidates with similar core competencies.
Bonus Dot: The Nice-to-Have Skills are represented by a 6th bonus dot that appears in addition to the 5 core dots.
Impact on Score:
The Nice-to-Have Skills do not directly contribute to the Hard Skills Match Score (the score out of 5).
However, they act as a bonus factor and can influence decision-making, especially in cases where candidates have identical Must-Have Skill scores.
Color: This bonus dot is highlighted in light blue to distinguish it from the Must-Have Skill dots.
Fit Score Meets Hard Skills Score: A Perfect Harmony
The Fit Score is the primary metric used to assess a candidate's overall suitability for a role. It is derived from our psychometric assessment that evaluates personality traits, cognitive abilities, and competencies, including soft skills and cultural alignment.
The Fit Score ranges from 1 to 10, with higher scores indicating a better match between the candidate's profile and the role's requirements.
The Fit Score is the main reference for making screening decisions. It provides insight into a candidate's potential to thrive in the job environment.
Hard Skills Consideration: The Hard Skills score should be used primarily as an initial filter, allowing you to exclude candidates who lack the required skills or, conversely, to prioritize those with them, based on your hiring needs. It serves as a first screening step that helps save time and effort before delving deeper into a candidate’s potential. Additionally, it guides the interview process, allowing you to ask targeted questions if a particular hard skill is missing. Lastly, it offers an indication of the training and onboarding time a candidate might require, enabling you to choose the right candidate depending on your business needs.
Example Scenario: The Software Development Role
In the bustling world of software development, two promising candidates emerge for a crucial role at a fast-growing tech company. The hiring team faces a challenging decision, as both candidates bring unique strengths to the table.
Candidate A: The Skilled Performer
Candidate A steps into the spotlight with a solid Fit Score of 7/10. This score reflects a good alignment with the company's culture, values, and the cognitive demands of the role. But where Candidate A truly shines is in their technical expertise. With a perfect Hard Skills Match Score of 5/5, they possess full proficiency in all the Must-Have Skills required for the job. Moreover, they bring an additional Nice-to-Have Skill to the table, subtly highlighted by a light blue dot, which could offer unexpected value to the team.
Candidate B: The High-Potential Challenger
Candidate B presents a different profile. They boast an impressive Fit Score of 9/10, indicating an exceptional alignment with the company’s culture and a strong potential to thrive in the environment. However, their Hard Skills Match Score of 3.5/5 reveals some gaps in critical competencies. While they excel in other areas, their technical knowledge doesn’t fully meet the essential requirements for the role, raising questions about their ability to hit the ground running.
Decision Paths:
Option 1: Prioritize Technical Proficiency
Candidate A is the clear choice if immediate technical capability is paramount. Their perfect Hard Skills Match Score ensures they can seamlessly integrate into the team and contribute from day one. With a good Fit Score and an additional skill in their arsenal, they are a well-rounded candidate. The hiring team routes Candidate A to the first interview for a deeper assessment of their potential.
Option 2: Invest in High Potential
Candidate B, despite the gaps in technical skills, offers exceptional potential due to their high Fit Score. If the company has the resources and time to provide additional training, Candidate B could be a long-term asset. Their strong alignment with the company's culture might make them a valuable team member once they’ve bridged the skill gaps. In this scenario, the team could opt to give Candidate B a secondary review, considering them for future opportunities or even bringing them in for an interview to assess how quickly they could close the skill gap.
Option 3: A Balanced Approach
The hiring team might also consider both candidates, weighing the urgency of the role against long-term potential. Candidate A could be the immediate choice for the current role, ensuring that the team’s technical needs are met right away. Meanwhile, Candidate B could be kept in mind for a future opening or even offered a role with a clear development plan to bring their technical skills up to par.
The decision isn’t just about numbers—it’s about understanding what the team needs now and in the future. Candidate A offers immediate proficiency, making them a strong choice for immediate needs. Candidate B presents high potential with room for growth, making them an intriguing option for a company willing to invest in their development. The hiring team must decide: prioritize immediate technical capability, invest in high potential, or balance both paths?
Thanks to Bryq, these options are now clearly visible at the beginning of the hiring funnel, enabling recruiters to quickly and accurately gauge a candidate's full potential. What once took extensive interviews and time-consuming evaluations to uncover can now be understood at a glance. We empower recruiters with the insights they need to make informed decisions from the start, allowing them to tailor their approach based on the specific needs of their business.
Conclusion
The combination of the Fit Score and Hard Skills Score provides a comprehensive view of a candidate's potential and readiness for a role. While the Fit Score remains the primary criterion for evaluation, the Hard Skills Match Score offers essential insights into a candidate's technical qualifications.
This balanced approach ensures that recruiters and talent acquisition managers make more informed and effective hiring decisions that align with their company's business objectives.