Use Accuracy of Results to Decide Which Candidate Scores to Trust
Accuracy of Results is the composite reliability indicator for our Behavioral Assessments. It is not a measure of how good a candidate is — it measures how honestly and consistently they completed the assessment. Before interpreting any trait score, check this indicator first.
What Is the Accuracy of Results Indicator?
The Accuracy of Results indicator tells you how much to trust the scores in a candidate's assessment. It reflects whether the candidate read the questions carefully, answered honestly, and engaged with the assessment consistently enough to produce a reliable result.
How the Assessment Adjusts for Honest and Dishonest Responses
When honesty and consistency are high, scores can be trusted and require less follow-up in the interview. When dishonesty, inconsistency, or reading difficulty is present, results give only a general picture — and deeper interviewing becomes essential.
The assessment also self-corrects: scores adjust downward when exaggeration is detected, and upward when a candidate is overly self-critical.
What accuracy of results helps you evaluate before you hire
Important: Accuracy of Results is one of the most important yet most misunderstood categories in the report. Always review it before interpreting any other score.
Why Accuracy of Results Matters in Hiring
Behavioral assessments only produce reliable predictions when candidates engage with them honestly and carefully.
When accuracy is compromised, trait scores lose their predictive value.
Acting on scores without first verifying reliability can lead to decisions that appear data-driven but are not grounded in dependable data.
When Results Cannot Be Used
When multiple reliability indicators are flagged simultaneously, the assessment result becomes unreliable. All trait scores should be treated as directional at best. Shift the evaluation to structured interview, reference checks, and role-specific skill assessments.
When Results Require Supplemental Verification
When one or two indicators are borderline, results are broadly usable but carry meaningful uncertainty — particularly for borderline trait scores. Supplement with structured interview before making final decisions.
When Results Can Drive Your Decision
When all three reliability indicators are clean, the assessment result is operating at full reliability. All trait scores reflect genuine behavioral tendencies and can be interpreted with confidence. Proceed with the full assessment profile.
How reliability issues show up in practice
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How Accuracy of Results Is Calculated
Accuracy of Results is a composite indicator. It reflects the combined output of three independent reliability checks, each measuring a different dimension of how a candidate engaged with the assessment.
Each sub-indicator can reduce overall reliability independently, and certain combinations can render a result unreliable entirely.
Personal & Assessment Honesty
Measures whether the candidate responded genuinely or shaped answers to appear more favorable. When honesty is low, trait scores are adjusted automatically, but severely low scores reduce the reliability of those adjustments.
Analytical Intelligence
Measures whether the candidate could read and process assessment questions accurately enough for answers to be meaningful. Derived from an embedded word test included in the assessment.
Consistency
Measures whether the candidate answered repeated questions similarly throughout the assessment, confirming that results reflect genuine patterns rather than random or manipulated responding.
Note: If the candidate also completed an IC or SL People & Logic Ability test, those competency results are highly reliable regardless of behavioral accuracy — logic tests cannot be exaggerated on.
How to Interpret Accuracy of Results
Accuracy of Results appears at the top of every Behavioral Assessment report, before the individual trait scores.
The three reliability levels reflect the combined picture of all three sub-indicators. Review this section first, every time.
What to do based on your accuracy of results rating
All three reliability indicators are clean. Proceed with confidence. Trait scores reflect genuine behavioral tendencies and can be used to guide the hiring decision without adjustment.
One or more indicators are borderline. Results are broadly usable but require supplemental verification, particularly for borderline trait scores, before deciding.
Multiple flags detected. Treat all trait scores as directional only. Supplement heavily with structured interview, reference checks, and role-specific assessment before any hiring decision
When only one sub-indicator is flagged, review that indicator's individual page for detailed guidance on how to respond
Which Assessments Include Accuracy of Results?
Both full Behavioral Assessments from Discovered Assessments include the complete Reliability Indicators section in every report: Accuracy of Results, Personal & Assessment Honesty, Analytical Intelligence, and Consistency.
Individual Contributor (IC) Behavioral Assessment Test
For individual contributor, administrative, operations, and frontline roles. Includes Assessment Honesty as the honesty sub-indicator within Reliability Indicators.
Sales & Leadership (SL) Behavioral Assessment
For sales and leadership roles. Includes Personal Honesty as the honesty sub-indicator within Reliability Indicators, along with additional sales and leadership competency scales.
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Relevant for Every Role You Hire
There is no position where the quality of assessment data does not matter. Whether hiring a frontline employee or a senior leader, acting on unreliable results carries the same risk: the behavioral profile you are relying on does not reflect how the candidate will actually perform.
Customer Service & Frontline
Sales & Account Management
Operations & Logistics
Administrative & Support
Managers & Supervisors
Remote & Hybrid Teams
Technical & Specialized
Executive & Leadership
If any of these situations sound familiar, this assessment is for you
Frequently Asked Questions
Integrity & Attitude is one of three primary dimensions measured by the IC and SL Behavioral Assessments from Discovered Assessments, alongside Personality and People Traits. It has nothing to do with technical production abilities — instead, it predicts how well a candidate will get along with their supervisor, fit into the team, and contribute to the well-being of the company. A high percentage of employees who rate poorly on Integrity & Attitude end up quitting or being terminated. The assessment captures how their integrity and attitude will look after the honeymoon period is over.
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