At WeCP, we understand that setting an appropriate cut-off score for an assessment is crucial for making informed decisions during recruitment and employee skill training. However, we do not recommend a universal cut-off score for all assessments. Instead, we suggest using context-specific cut-offs tailored to the unique needs of your organization and the specific role or skills being assessed.
Here’s why we take this approach, how it works, and examples of how you can decide on the right cut-off score for your assessments.
Why We Don't Recommend a Universal Cut-off Score
Using a single, universal cut-off score across all assessments can be problematic for several reasons:
Varied Job Requirements: Different roles require different skill levels. A cut-off score that works for a senior software engineer may not be appropriate for an entry-level customer support role. Applying the same cut-off score across diverse roles ignores the specific competencies needed for each.
Differences in Test Content: Tests vary in terms of difficulty and the types of skills they assess. Some may focus on technical abilities, while others emphasize soft skills or leadership qualities. Setting a universal cut-off fails to account for these differences.
Legal and Compliance Concerns: Setting an inappropriate or arbitrary cut-off score can lead to legal consequences. For example, it could be considered discriminatory if a cut-off disproportionately impacts certain groups of candidates without being clearly justified by the job's requirements. Context-specific cut-offs provide a defensible rationale, reducing legal risks.
One-Size-Fits-All Doesn't Work: A universal cut-off score assumes that all jobs and skills are of equal importance and complexity, which is not the case. It's difficult to create a single cut-off that accurately reflects performance expectations across different roles or industries.
Skill-Level Variation: Candidates’ skill levels vary significantly between industries and job functions. In some cases, a candidate may need to demonstrate advanced proficiency, while in other cases, basic competency with on-the-job training may be sufficient. A one-size-fits-all cut-off risks misclassifying competent candidates.
Context-Specific Cut-offs works better
WeCP suggests that organizations set context-specific cut-off scores that reflect the nature of the job role, industry expectations, and the importance of the skills being assessed. Subject matter experts (SMEs) should play a key role in determining these cut-offs, as they have the knowledge to assess what constitutes a candidate right fit for the job and how to rate employees for different proficiencies.
Let's see few examples
1. When Recruiting
Recruitment assessments help organizations identify the best candidates for a job. Since roles differ in skill requirements, the cut-off scores for recruitment tests should be aligned with the job’s responsibilities.
Example 1: Senior Software Developer
In a highly technical role like senior software development, the cut-off score may need to be set higher to ensure only candidates with strong programming, problem solving and communication skills are selected. Hence cut-off could be "best in all" or at least "best in one". Read How to design a comprehensive and reliable coding challenge for hiring graduate software engineers also Read Best Practices for Hiring Graduate Engineers using WeCP Tests
Example 2: Customer Support Role
For entry-level customer support roles in manufacturing, the cut-off could be lower, as these roles may require basic communication and problem-solving skills with on-the-job training provided. However entry-level customer support roles in Tech and BFSI would demand a higher bar to crack in.
2. When Training / Benchmarking Employees
For existing employees, assessments are used to gauge their current level of competency and guide further skill development.
Example 1: Data Analytics Training for Managers
If an organization conducts training for managers on data analytics, the cut-off score could be used to assess whether they have a solid understanding of the material and can apply it in real-world scenarios.
Example 2: Technical Upskilling for Junior Engineers
In a technical upskilling program for junior engineers, the cut-off may be lower, as the focus is on developing their skills over time.
How WeCP Helps Set Cut-off Scores
For all WeCP-designed tests and questions, we provides benchmark scores (mentioned below) determined by subject matter experts (SMEs) who understand the specific requirements of the job or skill area. SMEs evaluate the questions and content of the test to decide how well candidates need to perform to qualify for each category:
80% and above – Excellent: The candidate has mastered the required skills and is likely to perform at a high level.
60% - 80% – Good: The candidate has a solid grasp of the skills and can perform the job well, though some additional guidance may be beneficial.
40% - 60% – Average: The candidate meets the basic requirements but may need further training to fully succeed in the role.
Below 40% – Poor: The candidate lacks the fundamental skills and may not be suitable for the role without significant upskilling.
These performance bands provide a structured, defensible way of evaluating candidate performance and help organizations make data-driven decisions.
At WeCP, we recommend using context-specific cut-off scores rather than applying a universal threshold for all assessments. This approach ensures that the cut-off score is aligned with the specific requirements of the role, reduces legal risks, and allows for a more tailored, accurate assessment of candidates. By involving subject matter experts in the cut-off setting process and considering the context of each assessment, organizations can ensure that they are selecting candidates and assessing employees in a way that reflects their unique needs and goals.
If you need further assistance on setting cut-off scores for your assessments or want to learn more about WeCP’s test design process, feel free to contact our support team!