Candidate Result Report

The candidate report is split into 5 sections as shown below:

1 - Candidate

This section contains the candidate's basic information (name, email), along with a detailed description of the candidate. The description is a verbal summary of the information contained in sections 2, 3, and 4.

2 - Score overview

This is an overview of the candidate's scores, which has been automatically compared to the averages of all other candidates in the specific Job assessment:

  • his/her overall rank 
  • his/her overall score (and if above/below average)
  • his/her personality match score (and if above/below average)
  • his/her cognitive score (and if above/below average)

You should use scores comparatively, not absolutely. Use them to find the best candidate from a given pool, but don't set absolute thresholds. We explain the scores for each section below but keep in mind that most scores will fall between 35% and


3 - Activity

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

4 - Cognitive score

This chart shows the candidate's cognitive score in each one of the 4 cognitive areas.

  • The size of each wedge in the pie above corresponds to the weight the specific cognitive area has in the overall cognitive score.
  • The shaded part of the pie shows the average score of all the candidates in the same job assessment.
  • The legend shows the absolute candidate scores.

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. 

5 - Personality match score

Bryq's personality assessment (based on the 16 Personality Factors framework) will assess the candidates' personality in 16 discrete dimensions. 

Each dimension has two extremes (e.g. Cooperative - Assertive, in terms of the candidate's dominance). A shaded-in rectangle indicates where the candidate scores in the specific personality trait.
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 above).

When a personality trait is important, a blue star will denote the ideal match point for the specific role. The rectangle will then be colored, based on how close the candidate's score is to the ideal match point.

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.

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