In this module, we will learn how to interpret STEN scores and norm groups, providing you with a comprehensive guide to interpreting and utilising these scores effectively.
What Are STEN Scores?
In our psychometrics, every score has a range between 1 and 10. These are called STEN scores. A STEN score indicates an individual's approximate position relative to others in the same population. A common misconception is that a score of 5 on an ability test means the individual answered 5 out of 10 questions correctly. However, a score of 5 or 6 actually signifies that the person is typical of the population – they fall right in the middle range compared to their peers.
When it comes to personality assessments, a score of 5 indicates that the individual perceives themselves as average in that area compared to others. This score can also suggest variability in their personality traits, implying some flexibility depending on the situation.
Interpreting Personality Scores
Here's a breakdown of what different scores signify:
- 1 = Extremely strong, exceptional
- 2 = very strong
- 3 = strong
- 4 = slight
- 5 = typical
- 6 =typical
- 7 = slight
- 8 = strong
- 9 = very strong
- 10 = Extremely strong, exceptional
Understanding and Using Results
Interpreting results accurately is key, especially for personality assessments.
It's important to remember that personality isn't fixed; it can change over time, with work experience, or depending on the situation. This dynamic nature is why candidate results should ideally be retested after 12 months to check for any shifts.
Our reports provide insights into candidates' preferred working styles, tendencies, and preferences based on their self-reflections. These reports are not objective measures, as they rely on the candidates' self-awareness. Thus, while these reports are valuable, they should be used as support tools in recruitment and development, helping you make more informed and well-rounded decisions.
Interpreting Ability Test Scores
Ability test results are based on STEN scores, similar to personality questionnaire results, but the interpretation is different compared to personality test results. Ability tests measure candidates' maximum performance of ability. The majority of respondents will receive a score between 5-6 (average). A minority of respondents will receive a lower score between 1-2 (low overall performance) or a higher score between 9-10 (Outstanding performance). Candidates can be shared the Candidate ability test report, which displays the results in a candidate friendly way.
The Role of Norm Groups
Norm groups are essential in assessments as they help us understand how well a test taker has performed compared to others. Without norm groups, raw scores would lack context. For instance, a score of 3 in listening doesn't convey much on its own. However, knowing that scores between 5 and 6 are average allows us to interpret a score of 3 as below average, suggesting the individual might prefer talking over listening.
Norm groups add crucial context, making it possible to draw meaningful conclusions from assessment results. Our norm groups are comprised of a diverse range of people who have taken that psychometric test. Therefore, they are general norm groups representative of the general working population and are not specific to a certain group.
You can find out more about our norm group information here.