Concept
Job fit
What job fit is
Job fit is how Kokoro summarizes, in a comparable signal, how well a candidate’s assessed profile aligns with what the role needs. It does not measure the person in the abstract: it measures the match between what the team chose to assess for that role and the results of whoever takes the assessment.
Its value is that it is comparable: every candidate in a process is read with the same yardstick, so the team can order the list and decide who to interview first without each recruiter applying a different criterion. It is a layer of evidence that supports human review, not one that replaces it.
What it considers
Job fit is built only from what the team explicitly chose to assess for that role. It combines the selected tests and weights them by what the role needs.
- The tests selected for the role: behavioral competencies, psychometric and technical or language tests.
- The weighting defined by the team: what matters most for that specific role.
- The candidate’s result on each test, read against that same set.
- A common criterion for every candidate in the process, which makes the reading comparable.
Kokoro’s library brings together 300 assessments —253 behavioral competencies, 11 psychometric tests and 36 technical or language tests— combinable by role. Job fit is calculated on the combination the team chose, not on the entire library.
What it does NOT imply
- It does not predict the person’s future performance in the role.
- It does not guarantee that a hire will work out.
- It does not decide who to hire or discard candidates automatically.
- It is not a psychological diagnosis of the person.
- It does not replace the interview: it prepares it with evidence.
How to read the result
Job fit reads as a prioritization signal, not a verdict. A high value means the assessed profile aligns well with what was chosen to measure for that role; a lower value means less alignment with that same set of tests, not that the person is a worse candidate overall.
- Read it alongside the per-test detail: the summary orders, the detail explains why.
- Use it to decide who to interview first, not to close the process.
- Remember it is relative to the role and the chosen tests: changing the combination changes the reading.
- Cross it with the interview, the context and the team’s judgment before deciding.
Trust and human decision
Frequently asked questions
What is job fit?
It is a comparable reading of how well a candidate’s profile aligns with what the role needs, measured with the same yardstick for everyone. It is a signal to prioritize who to interview first, not a performance promise or an automatic decision.
Does job fit predict performance?
No. It is a comparable signal measured at a point in time, useful for ordering candidates and preparing the interview. It does not predict future performance or guarantee results; the final decision always rests with the human team.
Does a high percentage mean you should hire that person?
No. A high value means the profile aligns well with what was assessed for that role, which helps prioritize the interview. Who gets hired is decided by the team, crossing the evidence with the conversation and the context.
What does job fit consider?
It combines the tests chosen for the role —behavioral competencies, psychometric and technical or language tests— weighted by what that role needs. It only considers what was explicitly chosen to be assessed.
Is it measured with the same criteria for every candidate?
Yes. All candidates in the same process take the same tests with the same weighting, so the reading is comparable across people and reduces the spread of criteria.
Does job fit replace the interview?
No. It provides comparable evidence before the interview to prioritize and prepare the conversation better. The interview is still where the team meets the person and decides.