Talent assessment glossary

Shared language. Clearer decisions.

Plain-language definitions for the assessment, reporting, integrity, and AI terms used across ODNA® Talent.

The connection between what is measured and the actual requirements of the position.

A defined measure of an ability, behavior, interest, judgment factor, integrity factor, or skill.

Evidence supporting the interpretation and intended use of assessment results.

A signal that provides context about testing behavior or response patterns and may require follow-up.

A role-specific summary of how assessment results compare with defined role requirements.

An interview using consistent, job-related questions and defined evaluation criteria.

Review by authorized people who remain responsible for interpretation and final decisions.

AI support designed to assist analysis and workflow without making final workforce decisions.

How to use the evidence

Use the same terms. Avoid false certainty.

Clear definitions make it easier to discuss assessment results without turning a score, indicator, or AI output into more than the evidence supports.

Frequently asked questions

Review what the information can support, what it cannot establish, and what other evidence belongs in the decision.

Is job fit the same as job performance?+

No. Job fit is one source of evidence. Performance also depends on experience, skills, management, opportunity, motivation, and other factors.

Does a high Fit Score guarantee success?+

No. It indicates stronger alignment with defined role criteria, not a guaranteed outcome.

Does an integrity indicator prove misconduct?+

No. It identifies review context and should not be treated as automatic proof.

Who makes the final decision?+

The organization and its authorized decision-makers make the final decision.

A focused platform demonstration

See how ODNA Talent defines and uses assessment terms inside reports, interviews, and manager guidance.