Compare & Select

1. What is Compare & Select?

Compare & Select helps you compare candidates with a job profile in a clear and objective way. You build a profile based on the desired competencies and, where relevant, a desired level of work and thinking ability.

For each candidate, a score is calculated for how well they match the selected profile. The Assessment Platform then uses these scores to compare and rank candidates against each other.

Compare & Select thus supports a more efficient selection process, giving you faster insight into which candidates best fit the role and the organisation.

2. Consistent and objective assessment

Compare & Select uses validated assessment results to evaluate candidates in a consistent way. Matching is based on available scores from personality and cognitive assessments.

For competencies, work-related competencies are used. If custom competencies are available, these are used. If they are not, Compare & Select uses the available Ixly competencies from the assessment programme. As a last resort, it falls back on the standard Work-related Personality competencies.

For work and thinking level, a cognitive test can be included, such as Cognitive Ability, Cognitive Ability Pro, or other supported cognitive components such as Connect Game. Work and thinking level is optional: if no desired level has been set in the job profile, this component is not included in the overall match.

3. The job profile

A job profile consists of one or more competencies that are important for success in the role. In addition, a desired work and thinking level can optionally be selected.
There is no fixed limit on the number of competencies. In practice, however, it remains important to keep a profile focused. The clearer the job profile, the better the matching score helps when comparing candidates. We recommend choosing 4–10 competencies to maintain the focus and quality of the job profile.

4. Competency matching

For each selected competency, Compare & Select compares the candidate’s score with an ideal score. The ideal score for each competency is set at 85. A candidate who achieves this score has a 100% match on that specific competency.

A candidate at or above the ideal score receives the maximum match on that competency. A lower score results in a lower match. A score above the ideal score does not provide any extra advantage; the candidate already fully meets the desired level for that competency.

If a selected competency is not available in a candidate’s assessment results, that competency is skipped in the calculation. The remaining available competencies are still included as normal.

By default, competencies carry equal weight. If a job profile uses weights, more important competencies count more heavily in the calculation of the competency match. For each competency, you can choose whether it should count 1 (default), 2, or 3 times in the competency match.

5. Matching on work and thinking level

If a desired work and thinking level has been set in the job profile (vmbo, mbo, hbo or wo), Compare & Select also calculates a cognitive match.

Compare & Select preferably uses a general cognitive test, such as Cognitive Ability or Cognitive Ability Pro. These tests are the best fit for determining work and thinking level. If these scores are not available, but another cognitive test has been completed, such as Connect Game, an available sten score from that test can be used. For this, the candidate’s sten score at the desired work and thinking level is compared with the ideal sten score of 8. With a sten score of 8, 9 or 10, the candidate receives the maximum match on this component. With a lower sten score, the match score decreases.

If no desired work and thinking level has been set, this component is not included. The overall match is then based entirely on the competencies.

6. Overall matching score

The algorithm has been developed with a comparison and ranking engine that calculates three matching scores:
  • matching score for the competency profile (described in section 4);
  • matching score for work and thinking level (described in section 5);
  • overall matching score.
The overall matching score combines the match on competencies with the match on work and thinking level, if work and thinking level is included in the job profile.

By default, work and thinking level counts for 33% of the overall match. The remaining 67% is determined by the competency match. This was chosen because cognitive skills are a strong predictor of job performance, but do not determine the full picture. Competencies therefore make up the largest part of the overall match.

The weighting of work and thinking level can be adjusted. If cognition is less important for a role, the percentage can be lowered. If cognition should weigh more heavily, the percentage can be increased.

7. Results in the platform

After the calculation, the Assessment Platform shows each candidate’s match with the selected job profile. You gain insight into:

  • the match on competencies;
  • the match on work and thinking level, if this component was used;
  • the overall match;
  • any missing components that could not be included.
The platform uses these outcomes to display and rank candidates clearly.

8. Self-image in Compare & Select

For candidates with a very low (1 and 2) or very high (9 and 10) self-image score on the Work-related Personality, the Assessment Platform may show a warning icon (!).

Self-image says something about the way a candidate evaluates themselves. This self-image can be an accurate reflection of reality; positive or extraverted personalities often complete the questionnaire in an enthusiastic way. They more readily choose extremes than people who are more critical or modest by nature. It is also possible, however, that the way of completing the questionnaire distorts the personality profile. Someone with a critical self-image may be too critical of themselves. Conversely, a high self-image score can also be a sign of overestimation or socially desirable answers.

Because Work-related Personality scores (and possibly Career Drives) are used for competency matching, it is important to take a notably low or high self-image score into account in the interpretation. The matching score remains useful, but it is advisable to discuss the possible influence of self-image and weigh it in the selection decision.

9. Step-by-step guide: running Compare & Select in the Assessment Platform

Creating a job profile
  1. Navigate to the Compare & Select tab in the navigation menu and select ''Job profiles'' in the navigation menu.
  2. Create a new job profile with the desired competencies and work and thinking level. You can set this up by clicking the dark blue ''+'' button ''Add job profile''.
  3. Enter a job title, optionally select the work and thinking level, and select the desired competencies that fit the profile. Here you can also optionally apply a label. Click ''Create''.
Selecting candidates
  1. Go to the candidates overview.
  2. Choose the candidates in the candidates overview that you want to compare with each other.
  3. Click the ''Compare & Select'' button.
Matching and results
  1. Choose a job profile to match this group against.
  2. Configure the matching assignment as desired.
  3. An overview is shown of the match with the profile per candidate.
  4. Optional: carry out any outstanding actions to arrive at a complete matching for all candidates:
  5. Assign missing assessments to a candidate, if applicable.
  6. Send a reminder email to candidates who have not yet completed their assessment, if applicable.