This article provides guidance on how to effectively interpret and apply the 5-slice report score within your hiring process. The goal of this scoring system is to increase the probability of selecting high-performing individuals who are a strong fit for their roles.
Best Practices
To get the most value out of the report score, follow these implementation strategies:
- Inform Probing Interview Questions: Use the HighMatch Interview questions to probe into potential areas of misalignment. The interview questions are tailored for an employment interview and can be used to probe into potential risk areas to better understand a candidate’s self-awareness and ability to overcome areas of potential role misalignment.
- Rank Order Your Participants: The 5-slice serves as a statistical guide for ranking. For example, a participant with a score of 5 is generally expected to be a slightly better fit for the role than a participant with a score of 4. A good rule of thumb is to prioritize candidates with stronger overall profiles, reaching out first to those with higher assessment scores and a strong application.
- Differentiate “In-Between” Cases: The majority of candidates will “miss the mark” on some job-related areas. The assessment score can be used to distinguish between candidates whose misses are unlikely to derail them (e.g. assessment scores of 4 or 5) and candidates whose misses are more likely to create significant role misfit (e.g. assessment score of 1 or 2).
Common Pitfalls
Avoid these common mistakes to ensure the assessment remains a helpful tool rather than a bottleneck:
- Avoid Automatic “Blind” Cutoffs: Assessment scores are intended to inform hiring decisions, not make them automatically. We recommend avoiding rigid pass-or-fail cutoffs that eliminate participants without further review. Assessment results should be considered alongside other relevant information, such as experience, interview performance, references, and other job-related factors.
- Don’t Dismiss the Assessment Based on Exceptions: Assessments identify patterns associated with a greater or lower likelihood of success, not guaranteed outcomes. An individual who succeeds despite identified risk factors is an exception, not evidence that those factors are irrelevant.
- Avoid Drawing Conclusions from Small Sample Sizes: HighMatch assessments are designed to improve hiring outcomes across a group of hires over time. A small number of early successes or misses may not reflect the overall value of the assessment, especially before employees have had enough time in role for meaningful performance differences to emerge.
Key Takeaway
The report score is directionally correct, meaning it points you toward the most likely successful hires. However, it is important to remember that these scores involve significant nuance and are not a “one-for-one” prediction of performance. They should be used as a guide to increase your probability of success rather than a guaranteed success predictor.
Our Success team at support@highmatch.com will be happy to answer any additional questions if you are interested in learning more about interpreting assessment reports.