General Competency: Predict On-the-Job Performance Before You Hire
General Competency measures three objective behavioral dimensions that determine whether a candidate can concentrate, reason, and convert effort into results. It is the behavioral foundation of on-the-job performance in the Behavioral Assessments.
What Is General Competency in a Pre-Employment Assessment?
General Competency is a section of the Behavioral Assessments that measures three objective dimensions of on-the-job performance. Unlike self-reported traits, these scores reflect behavioral patterns that predict how a candidate will concentrate, reason, and convert effort into tangible output.
Why competency gaps are invisible in interviews
Interviews reveal communication and preparation. They do not reveal whether a candidate can hold focus under routine pressure, reason through unfamiliar problems, or actually complete tasks without external structure. A confident, well-spoken candidate may score low on every general competency dimension without any visible signal in the conversation.
What General Competency helps you evaluate before you hire
Placing a high-scoring candidate in the wrong role can reduce their effective competency by 10 to 40%. A strong general competency score does not guarantee performance without a matching personality and role fit.
Why General Competency Matters in Hiring
General Competency is one of the strongest predictors of on-the-job performance available at the time of hire. Understanding what the score reflects and how to apply it correctly is what separates a useful data point from a missed signal.
Performance Over Credentials
Qualifications confirm what someone has done before. General Competency predicts whether they will perform in the specific role you are filling.
Fit Amplifies the Score
Placing a candidate in a mismatched role reduces their effective competency by 10 to 40 percent. Behavioral fit directly shapes performance outcomes.
Research-Backed Accuracy
Research across thousands of hires confirms 90 percent accuracy. The score reflects behavioral patterns that a single interview rarely reveals.
How low General Competency shows up on the job
These patterns are rarely visible in the interview — but typically become clear within the first few weeks on the job.
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Skills and Credentials Don't Predict Performance.
Behavior Does.
A study of 5,247 hiring managers found that new hire failures are overwhelmingly behavioral, not technical. Candidates fail because of how they think, respond, and engage, not because they lack the skills listed on their resume.
Reason for Failure
Share of Failures
Poor response to feedback and coaching (coachability)
26%
Low emotional intelligence and interpersonal skills
23%
Insufficient motivation and drive
17%
Difficult temperament and poor team fit
15%
Lack of technical skills
11%
Source: LeadershipIQ — Why New Hires Fail · Study of 5,247 hiring managers across 312 organizations
Three behavioral metrics form the General Competency score
Each trait is scored independently and contributes to the overall section result.
Together, they reveal whether a candidate can focus, think, and act in ways the role requires.
Concentration
Measures whether a candidate can hold sustained mental focus over time.Â
Analytical Intelligence
Measured through a word test that reflects verbal comprehension and reasoning ability.
Ability to Apply
Reflects a candidate's willingness to take action and apply effort.
Best Practice: Review each General Competency trait individually before reading the section total. A high combined score can mask a significant weakness in one dimension that matters most for your specific role.
How to Interpret General Competency Results
The general competency score reflects the combined behavioral output of three separate measurements. Read the section score alongside each trait score to understand which dimension is driving the result.
Too Little Competency
Score below 40 signals limited behavioral readiness. Most candidates here underperform without close structure.
Borderline
Score is near the threshold and position-dependent. Compare against role benchmarks before drawing conclusions.
Competent
Score above 40 indicates adequate behavioral readiness. Candidate is likely to concentrate, reason, and follow through.
What to Do Based on Your Results
Score below 40 suggests limited behavioral readiness. Assign only to structured, closely supervised roles. Review Concentration and Ability to Apply individually to identify which dimension is driving the result.
Score is near the competency threshold and should not be read as a pass. Compare against role benchmarks and review each trait individually. A borderline result in the right role may still indicate a workable fit.
Score above 40 indicates adequate behavioral readiness. Confirm personality alignment using the full assessment results. Competency reaches its potential only when matched to the right role and environment.
Assessment results support decisions — they don't make them. Always interpret scores in context: the specific role, interview performance, references, and your organization's culture. No single score should be a standalone disqualifier.
Which Assessments Evaluate General Competency?
General Competency is measured in both Behavioral Assessments.
The version you use depends on the complexity of the role and the depth of evaluation required.
Individual Contributor (IC) Behavioral Assessment Test
Designed for individual contributor and support roles. Contains 185 questions and takes approximately 30 to 40 minutes to complete.
Sales & Leadership (SL) Behavioral Assessment
Designed for sales, leadership, and high-complexity roles. Contains 265 questions and takes approximately 40 to 60 minutes to complete.
Want to see a sample report?
Get a real example of what the IC or SL Behavioral report looks like — scores, trait breakdowns,
and interpretation guidance included.
Not sure which assessment fits? Our team can help you choose based on the role, hiring volume, and depth of evaluation you need. Book a free demo →
General Competency Matters for Every Role You Hire
Every position requires some level of concentration, reasoning, and follow-through. The General Competency section gives you objective data on these dimensions regardless of the role type or seniority level.
Relevant for all role types
Sales Representative
Customer Service Representative
Administrative Assistant
Project Coordinator
Operations Manager
Team Leader
Account Manager
Business Analyst
If any of these situations sound familiar, this assessment is for you
Frequently Asked Questions
General Competency measures three objective behavioral dimensions: concentration, analytical intelligence, and ability to apply. Together, these traits predict whether a candidate can focus, reason, and execute in a specific role.
Let Our Team Help You Find the Right Assessment
Tell us about the position, hiring volume, and what you need to evaluate — and we'll recommend the exact assessment that fits your process.
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