TESTGRID CANDIDATE GUIDE
Testgrid Scores Results and Candidate Reports
Testgrid Scores, Results and Candidate Reports vary across the platform’s assessment families. Interpret any result only after identifying the exact assessment, scale and comparison group.
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Testgrid Scores, Results and Candidate Reports
Testgrid supports many provider, aptitude, behavioural, skills and safety tools, so there is no universal Testgrid result format.
Start with the report title and version.
Record the constructs, scale labels and norm group.
Do not compare unlike scores.
Use report definitions rather than generic internet cut-offs.
Ask the administrator about missing context.
Raw scores
A raw cognitive or skills score may represent correct answers, points or task performance, depending on the product.
Check the denominator and scoring rule.
Distinguish attempted from correct items.
Do not assume omitted and wrong responses are treated alike.
Do not convert raw scores across different forms.
Use unofficial raw practice only for learning.
| Area | Preparation action | Important boundary |
|---|---|---|
| Testgrid Scores, Results and Candidate Reports | Start with the report title and version. | Do not compare unlike scores. |
| Raw scores | Check the denominator and scoring rule. | Do not assume omitted and wrong responses are treated alike. |
| Standardised scores | Read the scale mean, spread and norm information when supplied. | Do not invent a universal mean or cut score. |
| Percentiles | Identify the norm group before interpreting it. | Do not average percentiles as ordinary percentages. |
| Behavioural profiles | Read the definitions and both ends of a scale. | Do not label a trait as universally good or bad. |
| Employer benchmarks and combined evidence | Treat a benchmark as role- and process-specific. | Do not promise that one practice result meets the employer standard. |
Standardised scores
Testgrid says employers may receive standardised scores. A standardised score places performance on a defined transformed scale.
Read the scale mean, spread and norm information when supplied.
Interpret relative position rather than treating the number as a percentage.
Do not invent a universal mean or cut score.
Check which population supports the scale.
Keep version and date with the result.
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Select the plan that matches your preparation goals.
Percentiles
A percentile describes the proportion of a reference group at or below a performance point; it is not the percentage of questions answered correctly.
Identify the norm group before interpreting it.
Explain the difference between percentile and percent correct.
Do not average percentiles as ordinary percentages.
Do not compare percentiles based on different tests or norms.
Use bands only when the report defines them.
Continue with Testgrid vs Criteria CCAT and Testgrid Assessment FAQ for related guidance.
Behavioural profiles
Behavioural reports typically show patterns across work-style, motivation, values or related constructs rather than right-answer totals.
Read the definitions and both ends of a scale.
Look for combinations and context.
Do not label a trait as universally good or bad.
Do not diagnose a person from a workplace profile.
Prepare examples for feedback discussions.
Employer benchmarks and combined evidence
Employers may define role benchmarks or combine assessments with applications, interviews, experience and other stages.
Treat a benchmark as role- and process-specific.
Ask whether multiple scores are considered together.
Do not promise that one practice result meets the employer standard.
Do not infer proprietary weighting.
Use the invitation and official communications as authority.
Candidate access to results
An employer-facing report does not guarantee that the candidate receives the same document. Access and feedback depend on the organisation and assessment process.
Ask who receives results and whether feedback is available.
Use authorised privacy and support channels.
Do not scrape or reconstruct a report.
Keep personal assessment data secure.
Record questions before a feedback session.
Review checklist
- Percentiles: Use bands only when the report defines them.
- Behavioural profiles: Prepare examples for feedback discussions.
- Employer benchmarks and combined evidence: Use the invitation and official communications as authority.
- Candidate access to results: Record questions before a feedback session.
- Using results responsibly: Use independent practice analytics separately from official results.
Using results responsibly
A result is evidence about defined constructs under particular conditions, not a complete judgement of ability or potential.
Connect patterns to real examples and development actions.
Consider accommodations, language and testing context where relevant.
Do not treat one low scale as permanent.
Do not claim guaranteed job performance.
Use independent practice analytics separately from official results.
Return to the Testgrid assessment practice hub or explore Heycademy assessment preparation.
Worked example of careful score interpretation
Imagine a report shows a percentile for numerical reasoning, a standardised verbal score and a behavioural scale. These three values use different measurement models. Before interpreting them, identify the assessment names, norm groups, scale definitions and whether higher values have the same meaning across every measure.
A numerical percentile of 70 does not mean 70 percent of questions were correct. It describes relative standing within the specified comparison group. The raw result could be different, and a different norm group could produce a different percentile from the same underlying performance.
A standardised score also cannot be read as percent correct unless the report explicitly defines it that way. Find the reported centre, spread, bands and benchmark. Do not import a mean from another familiar assessment or assume that a round number is a pass threshold.
For the behavioural scale, avoid ranking it beside cognitive scores. Read what both ends represent and consider whether the scale describes preference, tendency, motivation or another construct. The report may highlight alignment with role demands without treating one pole as universally superior.
If the employer uses a role benchmark, ask whether it is a minimum, a preferred range or one input to a broader decision. Do not infer how assessments, interviews and experience are weighted. That logic belongs to the employer and may not be disclosed to candidates.
Translate feedback into proportionate actions: practise a weak trainable skill, prepare a work example, ask for clarification or research the role. Keep the official report secure and keep independent practice results in a separate learning record.
Where a report omits the norm, scale definition or assessment version, avoid filling the gap with a generic interpretation. List the missing information and ask the administrator a precise question. Qualification is more accurate than turning an incomplete result into a confident conclusion.
Frequently asked questions
What is a Testgrid assessment?
Testgrid is a broad assessment platform and provider. An employer may assign aptitude, behavioural, emotional-intelligence, skills, safety or role-specific assessments, sometimes from named publisher ranges.
Are Testgrid assessments timed?
Testgrid says many assessments are timed, but not all. The exact time condition depends on the named assessment and employer configuration, so the invitation and live instructions control.
What should I know about raw scores?
A raw cognitive or skills score may represent correct answers, points or task performance, depending on the product. Check the denominator and scoring rule. Do not assume omitted and wrong responses are treated alike.
What should I know about percentiles?
A percentile describes the proportion of a reference group at or below a performance point; it is not the percentage of questions answered correctly. Identify the norm group before interpreting it. Do not average percentiles as ordinary percentages.
What should I know about employer benchmarks and combined evidence?
Employers may define role benchmarks or combine assessments with applications, interviews, experience and other stages. Treat a benchmark as role- and process-specific. Do not promise that one practice result meets the employer standard.
What should I know about using results responsibly?
A result is evidence about defined constructs under particular conditions, not a complete judgement of ability or potential. Connect patterns to real examples and development actions. Do not treat one low scale as permanent.
Testgrid Scores, Results and Candidate Reports next steps
Testgrid Scores, Results and Candidate Reports require the exact assessment name, score definition and norm group. Avoid universal pass marks and use official feedback to place any result within the employer’s wider process.
Ready to begin?
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Build confidence with structured practice and clear guidance.
Independent preparation: Heycademy is not affiliated with or endorsed by Testgrid, Test Grid (Aust) Pty Ltd, Criteria Corp, assessment publishers or any administering employer. Content is original and unofficial. Actual employer configuration may differ, and no score, shortlist, interview or job is guaranteed. Visit the Testgrid hub or log in to the Heyxera app.