What HR receives after assessing its candidates
When you assess your candidates with Kokoro, you receive a readable report that compares people with common criteria and helps you prepare the interview. This is what it includes.
Assessing candidates only pays off if what you get at the end is clear and actionable. One of the first questions any HR team asks is fair: “what do I get after assessing? Will I understand it?”. Here’s the answer.
From the resume pile to a comparable report
Before assessing, you have a stack of resumes that are hard to compare with each other. After assessing, you have an ordered view: each candidate measured against the same criteria for the role, with their results by competency and an overall role fit indicator.
What the report includes
- Results by competency. How well each candidate responds on the competencies relevant to the role.
- A role fit signal. An indicator that summarizes how the person fits the role profile, always accompanied by an explanation of what it means.
- Comparison against common criteria. Candidates are placed against the same standard, not against different criteria depending on who reviews them.
- Interview notes. Concrete points to dig into during the conversation, based on what the assessment showed.
This is what the report your team gets looks like
A reference example with fictitious data to show how Kokoro organizes the information before the interview.
Role fit indicator · example
Strengths: analytical thinking, integrity. Gaps: written communication.
A (orange) vs B (gray) · reference example
- Explore in the interview: concrete examples of written communication.
- Confirm with references: experience with accounting closings.
- Leverage a strength: leading analysis under deadlines.
Reference example with fictitious candidates.
Full, executive, or exportable report
Not everyone on the team needs the same level of detail. That’s why the report can be viewed in different formats: a full view for whoever assesses in depth, an executive view for whoever only needs the summary, and an export to work with it outside the platform.
Want to see the report with your own roles?
Start freeHow to use it to decide and to prepare the interview
The report has two uses. First, deciding who to interview: you order candidates by role fit and focus your time on the most promising ones. Second, preparing the interview: you arrive with questions aimed at what the evidence showed, instead of improvising.
You can see more examples in the customers section or explore what gets assessed in each role in the library.
In short
What HR gets after assessing is a report built for deciding: readable without technical training, comparable across candidates, and useful for preparing the interview. It doesn’t replace your judgment; it backs it with evidence.