Real World Scenarios
See how your candidates fare with relevant scenario testing
Ratings Scale
Rating scales can range from 3 points to 10 points i.e. 1-3 or 1-10. It is generally accepted that using a maximum of 5 points in a rating scale is best practice. Using 10 points on a rating scale can lead to confusion over what constitutes a specific score, i.e. what is a 6 versus a 7. By keeping the matrix more concise, clear distinction can be made between observed levels of behaviours and skills.
Score and Description:
1 – Provides no evidence and/or demonstrates no behavioural indication of desired competency
2 – Provides little evidence and/or demonstrates limited behavioural indication of desired competency
3 – Provides some evidence and/or demonstrates basic level and behavioural indication of desired competency
4 – Provides good evidence and/or demonstrates capable level and behavioural indication of desired competency
5 – Provides strong evidence and/or demonstrates comprehensive level and behavioural indication of desired competency
Problem Solving
See how your candidates perform with problem-solving tasks
Creative
Can your candidates think outside the box when needed?
Speed
Make the correct hiring decisions with speed and certainty
Why?
A 5-point scoring model in data-driven recruitment offers greater clarity, consistency, and reliability compared to a 10-point scale. With fewer options, assessors make more decisive, objective evaluations, reducing subjectivity and variability. A 5-point model simplifies data interpretation, making it easier to compare candidates and identify top talent. It also improves inter-rater reliability, as assessors are less likely to overanalyze small differences. In contrast, a 10-point scale can introduce unnecessary complexity and inconsistency. By using a structured, simplified approach, organizations enhance hiring accuracy, streamline decision-making, and ensure fair, data-driven recruitment processes that lead to better hiring outcomes.