Read the employee results

Learn more about how you can read and interpret the employee results

Manto Papagianni avatar
Written by Manto Papagianni
Updated over a week ago

Once you have imported and assessed your employees you can evaluate their potential across various roles.

📌 If your employees have taken the assessment as candidates, they don't have to re-take the assessment. Learn how here. Please note that in this case although the system will show the assessment as completed, the employee will appear as not invited. You have the option to invite your employee for any business reason i.e. assess based on a different business language, outdated data, etc.

The employee results page includes the following sections:

  • Employee Data & Role Selection

  • Overview

  • Cognitive

  • Personality

  • Indicators

  • Development

  • Talent Matching

Employee Data and Role Selection

At the top left of the employee results page, the employee name, email, role, and department together with a link to view the imported employee data are displayed.

When clicking on the See Employee's Data link a pop-up with the imported information about the employee appears:

💡 A link See Employee’s View will redirect you to the Employee Results Report in a separate tab.

To view the employee results you should first select a validated profile or open role. As long as no role is selected the data displayed are raw data that are not associated with any role for contextual information. Several prompts throughout the page will urge you to select a role for targeted insights. For example:

Depending on the invitation and assessment status the following notifications are available:

  1. The employee has not been invited ➡️ Read how to invite here.

  2. Pending assessment ➡️ Ability to re-invite the employee in case you want to remind them that they need to take the assessment.

📌 If the employee's email address has been bounced, then you should delete the employee and reinvite with the correct email address.

Finally, two more actions are available to perform for an employee:

  1. Print employee results

  2. Delete employee. You can manually delete an employee for any reason i.e. termination etc. When clicking Delete you will be asked to confirm the deletion.

Once you select a role (validated or open role) the results page will be updated with the relevant data.

📌As you scroll, a sticky header emerges, ensuring constant visibility of crucial employee data, fit score, designated role, and navigation tabs. This feature facilitates effortless navigation and keeps your focus on vital information.

Now let's have a look at the different sections:

Overview Tab

Under the Overview tab, you'll find the following information and options:

a. Fit Score: Assesses the employee's suitability for the role in comparison to the global population.

b. Bryq Score: Indicates the talent's assessment-based relative score for the specific role.

Why Fit Score?

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. In Bryq, the responses are compared with those of a group of candidates, who have already taken the assessment i.e. Global Population. Then, the results are returned as Fit scores.

Bryq’s Fit Score is presented below:

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

💡 Bryq's Global Population: Our sample size of 10,000 candidates is designed to accurately represent the demographic composition of our population across different regions and departments. We have ensured proportional representation from various regions such as Africa, Asia, Europe, Latin America, North America, and Oceania, reflecting the actual distribution of our population. Similarly, within each department category including Administration, Blue Collar, Call Center, Consulting, Customer Service or Support, Data Science, Finance and Accounting, Human Resources, Information Technology, Legal, Marketing, Operations, Product, Project Management, Retail, and Sales, we have maintained proportional distribution to capture the diversity of roles existing in our data pool. This approach enables meaningful comparisons and conclusions to be drawn regarding demographic factors under analysis.

Cognitive Attributes

This section shows the talent's cognitive ability fit score as determined by the four cognitive attributes. Just beneath the Overall Fit Score, you'll find a detailed breakdown of the four cognitive attributes. The weight of each attribute in the overall cognitive fit score is conveniently presented under the corresponding category icon.

Additionally, a concise explanation of the fit score for each cognitive attribute is provided, offering clarity for easy interpretation.

For deeper insights, you may expand the section by clicking Read More Insights.

In the expanded view, you'll gain access to:

  1. Descriptions of each cognitive attribute.

  2. Additional insights elaborating on the talent's cognitive ability, detailing the fit score for each attribute.

📌Applying the same rationale, the talent's fit score is compared against the Global Population.

📌 If the role is based on Personality Only, cognitive insights will not be provided.


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

Similar to the cognitive part there is the candidate's overall Personality Fit Score for the considered profile which is normalized based on the Global Population sample.

The quick view exclusively showcases the chosen traits for the designated role, ensuring the role's desired pole is consistently positioned on the right side for clarity and avoidance of confusion.

Below each trait, a blue line indicates the candidate's inclination towards the desired pole based on assessment responses. The Fit Score scale beneath translates this inclination into a standardized 1-10 scale, comparing it to the Global Population.

Expanding the view provides descriptions for both poles of each trait, enhancing comprehension of the talent's strengths and challenges.

📌 In case you are interested in finding out more about the talent's personality you might click on the Personality Traits not related to profile to get an understanding of the talent's inclination for the remaining traits.

💡 If OCEAN (Big 5) is selected when the assessment has been created then an illustration of the OCEAN results will be available right below the personality section.

Likewise, upon expanding, additional details about each factor and the talent's personality become accessible.


If you have opted to add Indicators (see here) to your assessment, this tab will show you how much of a fit the talent is on each of the chosen Indicators.

Bryq offers two display modes a simple as seen below and

a complex view as the Culture Indicator in the following screen:

The complex view is expandable offering more insights on the construct as seen below:


The Development section contains the Learning Agility fit score of the employee together with the behavioural explanation of the score.

Bryq uses Learning Agility to identify the talent's learning potential and create a personalized development plan to increase job performance & grow your employees. Learn more here.

Talent Matching

Talent Matching section provides an overview of the recommended roles for the examined employee.

The recommendations are for matches where the employee is a Good Fit or above. This ensures that employees with a strong alignment to the role profile are identified and prioritized in the talent-matching process. Learn more here.

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