This guide provides practical steps to interpret and utilize the results effectively. Here is a guideline to help you understand the different sections of the report and make the most of the results.
1. Candidate List – Ranking and Scores
When you open the candidate list, you will see a ranking based on potential. This score is a combination of three main assessment areas:
Qualification (35%) – The candidate's responses to yes/no questions related to the job requirements.
Behavior (40%) – The candidate's responses to open-ended questions, where you have the option to listen to recorded answers.
Personality (25%) – A self-assessment of the candidate’s work-related personal traits.
Each candidate's score is clearly displayed, with the highest possible score being 10.0. Candidates with higher scores have better matched the criteria set in the recruitment process. In ATS (Applicant Tracking System) integrations, this score is often converted to 100.
2. Qualification (Green Column)
This section indicates how well the candidate meets the specific qualifications required for the role.
Score 10 means the candidate answered "Yes" to all requirement questions.
Lower scores indicate that the candidate did not meet all requirements but might still be interesting if other evaluations are strong.
If a candidate has answered "No" to one of the requirement questions, they are disqualified and receive 0.0 points, turning their status Red. This also affects the other scores, meaning that Potential will also be 0.0, even if the candidate has Personality and Behavior scores.
Qualification is a binary evaluation (yes/no), making it an easy first filter. If a candidate has received a low qualification score, check which requirements were not met and consider if they are critical for the role.
3. Personality (Purple Column)
The personality score is based on the candidate's self-assessment of work-related traits.
The scale is 0–10, where a higher score indicates a stronger match with the desired traits.
Since personality is self-reported and not an objective measurement, it should be used as an indicator rather than an absolute truth.
A candidate with a personality score close to 10 possesses traits that research has shown to correlate with generally good job performance.
4. Behavior (Blue Column)
The behavior section is based on recorded responses from the candidate. Here, you have the opportunity to manually listen and assess how the candidate reasons about work-related situations.
This section is manually assessed by you as the recruiter and impacts the overall score.
Candidates with 0 have not yet been assessed in this category.
When listening to responses, note the structure, relevance, and examples provided by the candidate.
If you choose to assess behavior, the candidate’s total score will be updated to provide a more complete picture of their potential.
5. How to Use the Results in the Selection Process
Identify the strongest candidates: Start with the highest-ranked and review qualification, personality, and behavior.
Use qualification scores as an initial filter: If a candidate does not meet the most critical requirements, they can be excluded early.
Listen to behavioral responses: This provides deeper insight into the candidate's reasoning and approach.
Compare candidates across multiple dimensions: A candidate with a slightly lower qualification score but a strong behavioral assessment may still be suitable for the role.
Make a final assessment: Based on the full picture – qualification, personality, and behavior – determine which candidates should proceed to the next stage.
6. Frequently Asked Questions and Misconceptions
Why is a candidate with a lower qualification score ranked higher than another?
This is because the total score considers both personality and behavior, not just qualifications.
Do I need to listen to all recorded responses?
No, but if a candidate has high potential but a low qualification score, it may be worth listening to their responses to determine if they are still a good fit for the role.
Can I adjust the weighting of qualification, personality, and behavior?
The weighting is currently standardized based on research, but you can always make additional manual assessments beyond the scores.
Candidates only have scores below 6.0 (60)?
The two automatic scores/evaluations, Personality and Qualification, mean that a candidate can only reach a maximum of 6.0 (60). The weighting described above leads to a max of 60. The recruiter must evaluate Behavior for the candidate’s total result to exceed 6.0 (60) and have the potential to reach the maximum score of 10.0 (100).
By understanding and interpreting Tengai's results correctly, you can streamline the selection process, save time, and ensure that you advance the most suitable candidates to the next stage! Do you have any questions or concerns? Do not hesitate to contact our support team for further guidance.