Q1: The hiring manager has asked for an explanation on the candidate’s scores. “This candidate had scores above the benchmark area and I would have thought that higher scores would mean a higher benchmark suitability score.  Can you please explain the relationship between the candidate’s scores on each scale and the benchmark suitability score?”

A1: The Benchmark Suitability Score is determined by how often the candidate falls off the benchmark areas (green shaded area) of the graph.  You’ll note that the Benchmark Suitability Score will improve if the candidate has landed on the green shaded area more than on areas off the benchmark.  The graph below illustrates each area of the report and how it will affect Benchmark Suitability.

When a candidate has a score that is next to the green shaded area, on either side of the benchmark, they are likely to still possess the qualities required by the benchmark for that particular scale.  If there is more than one white space between the candidate’s score and the benchmark area (whether above or below the benchmark), the candidate may not possess the desired skills represented by the scale and the benchmark.  If a candidate scores higher than the benchmark range, particularly in the abilities & interests scales, they may become bored in the position as they will not be challenged in their roles in those areas.

Q2: “The candidate’s report says it’s been invalidated due to a high number of ‘B’ responses in the Personality section?  What does this mean?  What should I do now?”

A2: In the Personality section, candidates are asked to respond to 110 questions or scenarios.  ‘B’ responses indicate uncertainty while ‘A’ or ‘C’ responses are more decisive as to how the candidate would behave in the situation described in each question.

It is important to note that the candidate is requested to respond with not more than “a dozen or so ‘B’ responses” on three (3) separate occasions while completing the Personality section, including one that pops up midway through the test.  Excessive ‘B’ responses will produce mid-range scores on the candidate’s test results.

Prevue actually accepts up to 34 ‘B’ responses for a valid assessment.  In the Prevue Selection report, if you look at the last page of the report and review the Validity Commentary, the report will indicate how many ‘B’ responses the candidate provided.  Note that leaving a question blank is counted as a ‘B’ response.

A candidate who responds with more than 34 ‘B’ responses has chosen either to ignore the instructions or is oblivious to the instructions. They will usually take an inordinate amount of time to complete the Personality section. They are likely someone who is not decisive and prefers middle of the road answers and solutions, which may or may not be a desirable attribute depending on the requirements of the job. All of this is valuable information for the interview.

You may choose to accept the assessment as invalid because the candidate has failed to follow clear instructions, or you may ask the candidate in the interview to explain why they selected so many “B” responses. If you wish to give the candidate another opportunity you may reset the Personality section and ask the candidate to complete it again, but with more decisive responses.