Overview
A common question arises when internal staff, such as HR representatives, recruiters, or managers, take an assessment and receive a lower-than-expected score. It is important to understand that these assessments are built and calibrated specifically for participants currently applying for a particular role.
Why Scores May Differ for Existing Team Members
If you are a leader or a supervisor for a position and choose to take the assessment, your score may not reflect your professional expertise. This is because the assessment is not an evaluation of your general ability or capability; rather, it is a measure of fit for a specific job at this point in time.
Key factors to keep in mind:
- Specific Calibration: From the very beginning, every assessment is designed exclusively for the participant pool of a specific position.
- Fit vs. Ability: You may have the skills to perform the job, or perhaps you even held the position successfully in the past, but the assessment determines if you are a good fit for the role as it exists today.
- Not General-Purpose: These tools are not intended to be general-purpose assessments for the entire organization.
Word of Caution
The scoring models and components included in these assessments are tailored specifically for applicants. Therefore, if you are not an active applicant for the position, you should avoid taking the assessment and certainly should not read into your results.