Review a candidate's assessment

What this achieves

Where a requisition requires an assessment, each applicant is measured against the job profile for the role. This page covers reading that result, including the gaps behind the headline figure.

Required role: Administrator.

Steps

Go to Recruiting → Candidates and open the candidate.
Open the Assessment tab.
Read the result for the application you are considering.
Read Top gaps beneath it.
Select View gap report for the full comparison against the job profile.

What you will see

Option	Description
Assessment not required	The role did not ask for one.
Assessment waived	The requirement was set aside for this application.
Waiting on assessment	Sent, not yet completed. A Copy link action lets you resend the assessment link to the candidate.
A score with Passed or Did not pass	Completed. The figure is the candidate’s result against the job profile’s requirements.

Example: an engineering candidate at HC Corp shows 74% and Passed, with three gaps listed beneath. A second candidate shows 81% and Passed with a gap on the profile’s critical skill. The higher figure is not automatically the stronger candidate, which is the reason to read the gaps.

Read the gaps, not only the number

Top gaps lists the skills where the candidate falls short, each with how far. Where nothing material is missing, it says so instead.

The figure behind the gaps is weighted by the job profile, and a skill flagged as critical on that profile gives no partial credit — a candidate below the required level on a critical skill scores nothing for it however close they are. That is why two similar percentages can mean different things, and why the breakdown is worth opening.

View gap report shows the full comparison. Gap reports cover candidates and employees in the same structure, so a candidate’s result reads the same way as one for someone already at the company.

This is evidence for a person to weigh

An assessment result is one input to a hiring decision, and the decision stays with the people making it. Humavera produces the comparison; it does not rank candidates for you, rule anyone out, or advance anyone on its own.

Use the result to prompt better questions at interview — a gap is something to explore, not a conclusion. Where a result and an interview disagree, that disagreement is information, and neither side of it decides on its own.

Hiring decisions are consequential and, in most places, regulated. Keep the reasoning with the humans and keep it written down.

The rest of the candidate’s record

Option	Description
Profile	Contact details, current role, years of experience, tags, and notes.
Applications	Every role this person has applied for, with the stage they reached, the date they applied, and their source. A cover letter, where one was written, can be opened from here.
Assessment	The result covered above, for each application.
Timeline	When the candidate was added and where from, each application, and the conversion to employee where one happened.

What happens next

A candidate you want to progress moves on through the pipeline board, and eventually to an offer drafted against their application. The assessment result and the gap report stay on the record, so the evidence behind the decision is still there when someone asks about it later.