Instructions for viewing and interpreting candidate reports once results have been generated in Pomello.
In order to access individual candidate profiles that have been completed:
- First navigate to the people and surveys tab for the group where the candidate you are looking to review has completed the survey.
- Scroll down until you see their name, and click on the percentage score next to their name. This will pull up their candidate report.
- Additionally, you can search for individuals using the the search feature within the people and surveys tab. This is especially useful for looking up older reports.
Candidate Profile Overview
The Pomello candidate profile is a one-page summary designed to give you an overview of a candidate’s core values and motivators as compared to your team culture profile. The information on the candidate profile includes fit scores on a 0-100 scale, and the qualitative information that drives those scores. On average, higher scores are predictive of better performance, and lower turnover. Also, the higher the compatibility score, the more engaged and satisfied a candidate is likely to beat your company.
We recommend using candidate profiles as an additional data point in your recruiting process. They should be considered alongside other relevant inputs like skills, experience, and interview feedback.
Navigating the Candidate Profile
- The overall fit score featured at the top of the candidate profile is a measure of how similar this candidate’s preferences are to the team they are being compared to.
- Scores can be compared between candidates, to provide apples-to-apples comparisons on a relative basis.
- There is no ‘cut-off’ point below which a candidate should not be considered, or above which a candidate is guaranteed to be a success.
- Most hiring managers use this score alongside other information gathered during the recruiting process including resume (appropriate skills and experience), and interview feedback.
How to Use the Motivator Fit Section
- Motivators are the characteristics of work that innately appeal to an individual.
- In this section we look at the most common motivators on a team, and compare them to the candidate’s preferences.
- Rather than focusing on one motivator in particular, think about whether there are enough strongly aligned motivators to make this candidate successful on a specific team.
How to use the Culture Fit section
- Culture fit refers to the core values on a team.
- The chart on the right shows the relative preferences for seven different values areas, and examines alignment between a specific team and the candidate.
- Look for areas of alignment and misalignment between the team and the candidate.
- In particular, focus on the values that are most valued by the team—those where the value is furthest out from the center of the chart.
Sample Interview Guide
Understanding the ‘Values Analysis’ Section
- The values present in the interview guide are the most representative for the group that an applicant is being scored against.
- High alignment across the most prioritized values within a team is predictive of success. These are sample questions and are not intended to be exhaustive. However, they can provide the foundation of a good conversation.
- Having these questions helps to ensure that multiple interviewers are able to have common points of reference with respect to a particular candidate.
Understanding the ‘Motivators Analysis’ Section
- As with the values, the motivators listed in this section are the most representative motivators present in the team baseline that the applicant is being scored against.
- Motivator questions, like the questions around values, are intended to be a good starting point for conversation with a candidate.
Note: You may notice that motivator scores are lower than those for values. This is primarily due to the fact that while we analyze 7 values, motivators are evaluated over a larger set of 23.
Understanding the Scoring Rubric
- The suggested scoring rubric is intended to help provide consistency in evaluation across multiple interviewers.
- By creating a standardized framework for thinking about a candidate’s responses, post-interview discussions are more consistent and measurable, even across different interviewers.
- Each response is scored from 1-5 across three dimensions: “Relevance”, “Specificity” and “Content.”
Final Thoughts: Culture is extremely important to what makes your team successful, but it can be hard to incorporate into your recruiting process. Here are a few things to keep in mind:
- Shared Understanding—In order to make culture apart of your recruiting process, you need to have a shared understanding of what your culture is. What motivates your team? What behaviors are most valued? Pomello is designed to help you clarify and measure these concepts, and help you understand your job candidates too!
- Consistency is Key—Measurement is just the first step to bringing consistency to your recruiting process. In addition, to capturing a candidate profile for each applicant, we encourage a consistent interview process. Use a consistent set of open-ended behavioral interview questions. Pomello provides you with an interview guide to assist.
- Track Hiring Outcomes—Almost as important as selecting the right candidates, is the process of evaluating hiring outcomes.We recommend reviewing the success of your new hires on a monthly basis.Comparing success rates to Pomello data can be a valuable tool in making better decisions in the future.