Every candidate is scored against the ideal profile. Candidates are scored and classified as:
🟢 Green: the top 40th percentile
🟠 Orange: between 40th and 60th percentile
🔴. Red: below the 40th percentile
This way you can focus on the best candidates upfront.
The score criteria
Candidate responses are ranked.
This is the candidate’s percentile ranking relative to the ideal profile for this role. The higher the number, the more likely you're picking the best of the bunch for the role.
This is the candidate’s percentile ranking relative to the population of candidates who have applied for this vacancy. The higher the number, the better quality candidate your organisation is attracting to the role.
This is the candidate’s percentile ranking relative to the population of candidates who have applied for this role across all of our customers. The higher the number, the better quality candidate your organisation is attracting to the role.
This is the candidate’s actual ranked position relative to the whole candidate pool for this current vacancy. Ideally you want to select from the top of the pool.
Getting to know the candidate
You can always read the candidate's responses by clicking here:
Recommended Interview Questions
These recommended interview questions are suggested because they align with the candidate’s areas of development.
Where a candidate scores low in communication skills, we will alert you and provide you an additional interview question to ask.
This shows the most important traits for success in this role, including the ideal benchmark or threshold for each trait.
The blue bar represents the traits strength for the candidate compared to the median of the candidate market for this role.
Relative to the candidate market, if the blue bar appears on the:
Left side it means the candidate is weak on this trait
Right side it means the candidate is strong on this trait.
The green dot provides you with the benchmark, or threshold for this trait, for this role type.
TalentInsights also offers you a summary personality profile of each candidate based on the Hexaco 6 Factors of Personality.
This preferred model measures the degree of extraversion, openness, conscientiousness, emotionality, humility and agreeableness. Most psychometric testing is based on this model.
The power of NLP and our own IP means that we can discover this personality from just 150 words giving you a deeper insight on the candidate.
Still got questions? Check out our TalentInsights FAQs.