07 Oct
Admittedly, there is a slight learning curve in reading, understanding, and making decisions based on our reports. This article will take you through every step of our reports.
Do you need help evaluating or reading a candidate report?
Drop us a message on the chat down to the right or on our email at [email protected], and our team will be happy to guide you through the candidate report and help you imply better decision-making for your company. The powerful part of the Kandio Report is how you can make better decisions when considering all the metrics together as a whole and not judging any candidate on any single standalone metric.
Example report
If it’s your first time here or using Kandio in general, we recommend you download our example report here.
With our example report, you can follow this article step-by-step, or you can review it on your terms and use this article as a lookup resource for any term, metric, or method that can be challenging to use without proper understanding and context.
------------------------------
The report comprises the following components, and we will go through them one by one in this article.
Heading (3 elements)
Candidate profile (10 elements)
Overall Score component (5 elements)
Skill specific breakdown
Security measurements
Behavior Analytics
------------------------------
The heading consists of 3 elements, which you can use to brand your experience and identify the test at a glance.
------------------------------
The first element is the brandable heading. You can edit your heading to match your brand and so that you can use our reports to work with external clients or discuss the reports with candidates during interviews without letting other people know where the content came from.
------------------------------
The headline simply indicates the name of the test that the candidate participated in. This is the name you set yourself upon the creation of the test. You can change the name at any time, and the candidate sees this name as well.
------------------------------
The Candidate ID and Test ID are used to identify the candidate or the test. This is used for reference purposes if you have many candidates, and if you have candidate-specific questions for our support.
------------------------------
In the candidate profile section, you’ll find key personal information to identify the candidate and get a quick overview of his personal information at a glance. Remember that this section might be anonymized if your account uses our privacy settings.
Disclaimer about personal candidate data: You will always be able to review historical candidates that were tested in the past. Still, you will not be able to retrieve personally identifiable information if it was previously deleted due to your privacy settings. We cannot recover deleted candidate information, and we do not back them up as it is against the law of certain countries. We will never delete any personal information about your candidates unless you actively opt into the setting.
------------------------------
The profile picture is automatically fetched if the candidate uses social integration to conduct his tests, such as Facebook or LinkedIn. We cannot populate any profile picture if the candidate accesses the test with the custom password feature.
Privacy policy: This will be deleted if you manually anonymize a candidate.
------------------------------
The name of the candidate. We get this name from the candidate testing integration, or the candidate enters the name himself.
Privacy policy: This will be deleted if you manually anonymize a candidate.
------------------------------
The email of the candidate. We get this email from the candidates' testing integration or from what the candidate inputs with the custom password feature.
Privacy policy: This will be deleted if you manually anonymize a candidate.
------------------------------
This field indicates if the candidate has been taking other tests with Kandio in the past. We cannot tell you which tests the candidate has been taking, as the information belongs to our other clients, but we can inform you if the candidate has been taking other tests. This can be a fruitful discussion with a candidate during an interview.
------------------------------
The candidate's IP and location can be used to make probable if the candidate is in fact the right person. A remote candidate claiming to be from New York but accessing his test from Asia could be someone trying to fall into a higher salary bracket or working in different time zones than expected.
Privacy policy: This will be deleted if you manually anonymize a candidate.
------------------------------
The testing integration states if the candidate used Facebook, LinkedIn, or Password to access the test.
------------------------------
It would be best to make it a habit to glance at the candidate's gear at every report. An interface designer using Windows could be a red flag if your organization runs on Mac, or a security architect could cause trouble if running on long-overdue outdated browsers.
The candidate's gear and software can tell a lot about the candidate and be the basis for many good discussions.
------------------------------
------------------------------
Our tests are made to fit all levels of expertise. The more capable the candidate, the higher the score.
Because of this, all tests hold easy, intermediate, and challenging questions. Our contributors choose what questions go inside the test based on a set of parameters, and they are responsible for determining the content and maintaining the test over time. They get a 20% compensation based on our revenue due to their work.
You can review each contributor behind each test here: https://kand.io/tests
We divide candidates into 4 brackets
| From | To | Label | Context | Our recommendation |
| 75 | 100 | Senior | This is usually the needle in a haystack, but remember to assess cultural fit, as great candidates could be without a job for a reason. | Few candidates will fall into this category, and we strongly recommend you to consider any senior candidate on any test for a job or an interview. |
| 50 | 74 | Intermediate | These are often strong, above-average candidates who fall into this category. These candidates have several years of good experience but still could improve to a senior-level candidate over time if given the right tools. | Intermediate candidates are usually experienced, and we recommend our clients to consider them for interviews at least. |
| 25 | 49 | Junior | Junior candidates are usually fit for junior positions. A high junior could be an intermediate level, but candidates in this category are generally on a path to learn the ins and outs of a career path of coding. Every individual has to start somewhere, and a great junior candidate can evolve into a great coder with the right tools and guidance from a good team. | We recommend that our clients consider these candidates to work under supervision or in a team. Or work on less complex tasks or projects that do not require knowledge about complex concepts. |
| 0 | 24 | Don’t Hire | Our lowest bracket is candidates who got basic concepts wrong and who failed to demonstrate even a common baseline of knowledge on the topic at hand. We | Re-asses with another test to rule out a bad day and consider hiring only under strict supervision and/or in positions with steep learning components. Such as graduate programs and trainee positions. |
------------------------------
The overall score indicates a computation of the full test and performance across all questions and topics included in the test. This includes our tests as well as your own custom tests.
------------------------------
Our skill-specific score indicates the score specific to 1 test topic. If only holds 1 test topic, the overall score will equal the skill-specific score.
------------------------------
Our distributed score is a powerful tool to evaluate where your candidate falls compared to other candidates who took the same test across the world. This is beneficial when you want to assess if a strong candidate is solid when put into perspective or if you could find a better candidate down the road.
------------------------------
The label indicated the bracket that the candidates fell within after taking the test.
See “We divide candidates into 4 brackets” to understand the brackets.
------------------------------
The overall score component can have one or several test overviews. We recommend that candidates are given tests with 15-30 questions, as you can always provide another test for candidates down the road if needed. Giving a candidate 1 of our tests is enough to assess a skill, but certain situations require getting two or more tests at once. If the candidate receives more tests simultaneously, a break will be provided after each test so that the candidatae does not have to take the entire test in 1 sitting.
Please write us a message on the chat down to the right or on our email at [email protected], if you need guidance on which test to give a candidate.
------------------------------
------------------------------
The skill-specific header shows 4 key elements of every skill area in the test.
------------------------------
We recommend all our clients to allow overtime as it is usually more valuable to have a finished test with overtime than to have a cut-off test on time. We allow overtime by default, but you can change it to your preference.
------------------------------
This indicates the overall score of the skill area.
------------------------------
Every skill area comprises (usually) 4-6 subcategories. Our contributors determine all subcategories, so you can see how candidates performed within a vertical. You can use this to understand better how your candidate falls within a particular subcategory. One candidate might be weak overall but firm in the subcategories you need, which could make him a good candidate for you specifically. Or the other way around.
------------------------------
Our cloud distribution is another way to visualize a distributed chart of your candidate's performance benchmarked across your account as well as other candidates who took the same test across the world.
------------------------------
Our Advanced and Premium plans have a webcam security feature, so you’re able to see snapshots of the candidate while they are conducting the assessments.
This is helpful to
------------------------------
We track a range of data points on the candidate's behavior while assessments are being conducted.
Keystrokes
This indicates how much the candidate used his keyboard during the test. This should be zero and could suggest that the candidate tried to cheat. The candidate has no reason to be using the keyboard.
Right Click Attempts
Right-clicking during the test could indicate that the candidate tried to work around our security measurements. A few right-clicks are normal. Several right-clicks are a reliable indicator that the candidate actively sought to bypass our security.
Console access
This Should be 0. If the candidate tried to access the console panel, it would indicate that they were either curious about the system functionality or attempted to locate the correct test answers in our code.
Baited answers
We place bait-answers in our code, trying to lure candidates into choosing the wrong answer. This metric, combined with console access, strongly indicates a cheating candidate. Baited answers cannot be triggered due to a mistake.
Page Switches
We measure this to let you know how many times the candidate swapped in and out of the test. This can indicate that the candidate was trying to work around our security, as no page- or tab switches will ever be needed while completing the test.
Search Attempts
We encrypt all our content with a strong level of encryption. If a candidate tries to search our content, it could mean that the candidate tried to breach our security to paste it into search engines. This is not explicitly cheating, but we track the event.
Page Switch Time
This indicator can tell you how long the candidate has used outside the actual session. This could be useful if the candidate had several page switches, as you will know how much time was spent, e.g., on Google. Lower is better.
------------------------------
Kandio is a powerful tool to aid your recruitment. You can use it in many different ways, but there is also a learning curve to get maximum impact from Kandio in your organization.
We always want to help educate our clients on better use of Kandio - completely free of charge.
Please reach out to us on the chat below or schedule a meeting with us for a demo. You can also reach us on our email at [email protected].
Kasper is a serial entrepreneur who is on a mission to disrupt technologies and industries. In his spare time, he joins marathons and enjoys adventures in the great outdoors. As the CEO and Founder of Kandio, he is laser-focused on designing user experiences to make hiring a lot easier with Kandio’s growing library of assessment tests.
Kasper Dam