Alva aims to simplify your hiring decisions by leveraging the right data. The first step is to make sure you have the right information to evaluate, and then to make a data-driven decision on who to hire.
Include the Right Data Points
In order to make the best use of Alva, we recommend you include several different methods in your hiring process. A combination of methods, such as psychometric results, structured interviews, and work sample tests (such as Alva’s coding assessments) are often useful assessment tools.
Depending on the role and the qualifications, you should likely place more or less emphasis on different methods. A simple rule of thumb is that structured interviews and work sample tests should play an important part in your decision-making process.
Make the Decision
Alva can be used in different stages of the hiring process. Depending on how you use the tool it can inform your hiring decision in different ways.
Decision-making in Screening
Alva’s psychometric assessments are well suited to leverage in screening. The role fit score in the platform will guide you through how to interpret results. The higher the match, the more likely it is that a candidate will have the right potential for the job. That means that candidates with the higher match score will likely be more successful in the specific role by being themselves.
The distribution of match scores looks like this:
Match | Percentage |
Very high | 100% |
High | 75-99% |
Medium | 50-74% |
Low | 25-49% |
Very low | 0-24% |
When using role fit to decide on who to proceed with in the process, it can be helpful to think along these lines:
A high role fit and a relevant background indicates you can proceed with the candidate.
A high role fit with a less relevant background indicates you can dare to take a bet on the candidate.
A low role fit with a relevant background indicates that you can fully support the candidate if hired. They might not have the right characteristics and will therefore likely need to adapt and stretch to be successful. It can work if they can compensate with hard skills, but over time, it might be stressful and challenging.
A low role fit and less relevant background indicates that you should not proceed with the candidate.
Decision-making for Later Stages of the Hiring Process
If you are using Alva’s psychometric assessments in the later stages of your hiring process, it is often a way to find deeper information about the candidate and fill any specific gaps you might have after conducting interviews or other methods.
The most scientific way to use our tools is still to focus on role fit, meaning a candidate with a higher role fit score is likely better-suited for the job. If you want to interpret the results more in detail you can use the interpretation guide found HERE.
Decision-making for Who to Hire
When you are ready to make the final hiring decision, always include all of the methods you have used in the process. Ideally, you combine all methods into one single score, assigning different importance to the different methods.
One example of such a combination could be:
Method | Weight |
Background information | 10% |
Test | 20% |
Interview 1 | 15% |
Interview 2 | 25% |
Coding assessment | 30% |