How to Read Psychometric Test Results: Percentiles, Bands, Profiles
A report can show a score, a percentile, a band, a profile code or all of them. Each means something different. This guide explains how to read each one and how to avoid the most common mistakes.
Raw score, percentile and band
A raw score is the number of points earned. A percentile compares the person with a reference group: a 70th percentile means they scored above about 70 percent of that group. A band, such as Developing, Average, Strong or Exceptional, groups percentiles into labelled ranges for easier reading. Percentiles and bands depend on the reference group, so always find out who the group is.
Which comparison group?
A graduate numerical test compared with experienced managers will produce lower percentiles than the same test compared with graduates. A good report names the norm group. If you can choose between groups, choose the one closest to the people you are hiring. AXIS360 reports compare against the platform's reference norm table and state this on the report.
Relative profiles
Some tools, such as DISC, BeFit and the Career Interest Profile, show a profile of relative emphasis. They tell you what a person leans towards compared with their own other options, not how much of a trait they have compared with other people. They are not ranked on a good-to-bad scale, and two people with similar codes are not necessarily the same.
Precision is limited
Every score has some measurement error. A small difference between two candidates, or between a score and a cut-off, is usually not meaningful. Prefer ranges and bands to false precision, and look at patterns across several measures instead of a single number.
Check the quality flags
Some reports flag answer patterns that make the result less trustworthy, for example answering everything the same way, answering very quickly, or inconsistent responses. Treat flagged results cautiously and check with the person.
Using results in a decision
A result answers a narrow question. Combine it with a structured interview, the evidence for the role and, for development, a conversation with the person. Share results with candidates where you can, and agree the next step together. Where results are used for selection, use a method that has been shown to be relevant to the job.
Frequently asked questions
What is a good percentile score?
It depends on the role and the comparison group. There is no universal good score; match the result to the demands of the role and use bands as a guide, not a verdict.
Can two candidates with different scores be equally suitable?
Yes. Small differences are often within measurement error, and fit depends on more than one test.
Should candidates see their results?
Sharing feedback is good practice and often improves candidate experience. Decide what level of detail suits the tool and the setting.
Related
Assessments: Cognitive Ability Battery · DISC Personality Assessment · Career Interest Profile · Assess BeFit Assessment
Solutions: Succession Planning Solution · Manager Selection Solution
More guides: What psychometric tests are · DISC assessment guide