Benchmarks
Relevant for: Workspace administrators, administrators (see "User roles")You have clicked on “Insights” in the header of the administration interface and selected specific filter options. The “Benchmarks” evaluate across all assessments, candidates, and observers based on the set filters.
Here you see a benchmark of the distribution of all competency clusters as well as a benchmark of the distribution of all individual competencies. Additionally, you will see a benchmark of the clusters and competencies by exercise.
Benchmark - Competency Cluster
Under “Benchmark - Competency Clusters” you see in the radar chart the mean and standard deviation of the evaluated competency clusters in the completed and archived assessments for the Insights. The mean of the individual competency clusters is shown in blue. In the grey shaded area to the right and left, you see the standard deviation, i.e., the spread of all evaluations of the competency clusters. This representation is cross-exercise.
When you move your cursor over the profile points, tooltips appear showing the respective competency clusters and the associated values (mean for blue profile points / standard deviation for grey profile points).
Distribution - Competency Cluster
Under “Distribution - Competency Clusters” you see the distribution and the exact number of evaluations of a selected competency cluster. The number of evaluations does not necessarily match the number of observers, as the individual competencies of a cluster can be evaluated in multiple exercises within an assessment. This representation is therefore also cross-exercise.
Select the competency cluster you want to see the distribution for from the drop-down menu next to “Competency Clusters” at the top right.
When you move your cursor over the bars, tooltips appear showing the respective scale point or evaluation and the number of evaluations.
Benchmark - Competencies
Under “Benchmark - Competencies” you see in blue the mean of the evaluated competencies in the completed and archived assessments for the Insights. In the grey shaded area to the right and left, you see the standard deviation, i.e., the spread of all evaluations of the competencies. This representation is cross-exercise.
When you move your cursor over the profile points, tooltips appear showing the respective competency and the associated values (mean for blue profile points / standard deviation for grey profile points).
For any filter setting, it can be shown how the individual competencies were rated on average. Or in other words: the competency profile of the average candidate. At the same time, the standard deviation of the evaluations is also displayed to visualize the spread of the values. The spread indicates whether the mean value is achieved because all candidates always receive the same rating or whether the ratings are very different.
In the “Distribution - Competencies” graphic, the spread of the values for the individual competencies is broken down again.
Distribution - Competencies
Under “Distribution - Competencies” you see the distribution and the exact number of evaluations of a selected competency. The number of evaluations does not necessarily match the number of observers, as a competency can be evaluated in multiple exercises within an assessment. This representation is therefore also cross-exercise.
Select the competency you want to see the distribution for from the drop-down menu next to “Competency” at the top right.
When you move your cursor over the bars, tooltips appear showing the respective scale point or evaluation and the number of evaluations.
Even the values of these two benchmarks (“Benchmark - Competencies” and “Distribution - Competencies”) provide exciting insights. For example, the benchmarks can be used to assess future candidates to determine how they performed compared to other candidates. This assessment is important because it could very well be that all candidates were rated on average with a 1.5 on a scale of one to five in a competency. If you now have a candidate with a rating of 2.5, this rating is in the middle of the scale but is already an above-average expression of this competency compared to the average rating of previous candidates.
At the same time, the reflection of the competency model almost automatically follows. Perhaps it is not intended for all candidates to perform so “poorly” and the exercise could be adjusted. The consideration of the standard deviation is also interesting. If this is very low, it indicates that all candidates always receive the same rating. This is rarely desirable in personnel selection processes, as it is about selecting candidates from a larger group and it is especially important to determine the differences between the candidates.
Benchmark - Clusters and Competencies by Exercise
Under “Benchmark - Clusters and Competencies by Exercise” you see a table with the means (standard deviations in parentheses) of all competency clusters and all individual competencies in the various exercises. This representation is therefore both cross-exercise and exercise-specific.
On the left side, the “Competency Clusters” and the “Competencies” are listed individually, which were observed and evaluated in the exercises in the completed assessments. In the header, the exercises that were conducted and observed are listed individually.
Additionally, further means (standard deviations) are formed.
- On the right side, you see the values of each individual competency cluster and each individual competency across all exercises (cross-exercise). These values are visualized in blue in the “Benchmark - Competency Clusters” and “Benchmark - Competencies” graphics above.
- In the bottom row, you see the values of each individual exercise across all competencies (exercise-specific).
- In the bottom right, the mean (standard deviation) of all ratings given in the assessment is formed, regardless of competencies and exercise (cross-exercise).
On the far right of the table, you can click on “Details” to go to a competency- and exercise-specific evaluation of the ratings.
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