How FitFirst Works

See fit before you see a résumé.

FitFirst looks beyond credentials to reveal the behavioral factors that help people thrive in a role, with a manager, on a team, and within an organization.

FIT SCORE

Fit, made visible

Potential is more than what's on paper.

Education and experience matter, but they don't tell the whole story. FitFirst uses behavioral and psychometric assessment to surface the attributes, attitudes, standards and compatibility signals that traditional hiring methods can miss.

The result is a clearer picture of fit, delivered through practical outputs that help recruiters, hiring managers, advisors, and workforce leaders understand people beyond their résumés—and make more informed decisions about where they may be most likely to succeed.

From assessment to action

How FitFirst measures fit.

01 — ASSESS

Capture what matters.

Structured assessment surfaces behavioral attributes and other indicators that go beyond a résumé.

02 — MEASURE

Compare the signals.

FitFirst evaluates relevant characteristics against the context of the role and workplace.

03 — UNDERSTAND

Turn data into insight.

The analysis produces Fit Scores, individual and candidate reports, and practical insights that show where alignment exists, where differences emerge, and which behavioral factors contribute to the result.

04 — ACT

Make better decisions.

Use those outputs to support interviews and hiring decisions, guide coaching and development conversations, match people to opportunities, and inform broader workforce planning.

Introducing the Fit Score

One clear signal. More context behind it.

The Fit Score gives decision-makers a simple way to understand alignment while still providing the detail needed to see what is driving that result.

Candidate Fit Report

87

Role fit

Manager fit

Team fit

Culture fit

FIT SCORE

What Is This?

This is the main portion of the assessment outcome, where the candidate’s Core Behavioral Traits are compared with those of people who are a successful fit for this role.

Outcome for this Candidate

Based on the answers provided during the online assessment, we have generated an overall FitScore® of 78 for this candidate. This indicates that, compared to the ideal candidate, this person is an excellent fit.

FIT SCORE

What Is This?

This is the main portion of the assessment outcome, where the candidate’s Core Behavioral Traits are compared with those of people who are a successful fit for this role.

Outcome for this Candidate

Based on the answers provided during the online assessment, we have generated an overall FitScore® of 72 for this candidate. This indicates that, compared to the ideal candidate, this person is a good fit.

FIT SCORE

What Is This?

This is the main portion of the assessment outcome, where the candidate’s Core Behavioral Traits are compared with those of people who are a successful fit for this role.

Outcome for this Candidate

Based on the answers provided during the online assessment, we have generated an overall FitScore® of 47 for this candidate. This indicates that, compared to the ideal candidate, this person is below average for this role.

FIT SCORE

What Is This?

This is the main portion of the assessment outcome, where the candidate’s Core Behavioral Traits are compared with those of people who are a successful fit for this role.

Outcome for this Candidate

Based on the answers provided during the online assessment, we have generated an overall FitScore® of 39 for this candidate. This would generally indicate that, in comparison to the ideal candidate, this person is considerably different.

The dimensions of fit

Fit isn't one-dimensional.

FitFirst brings multiple signals together to give decision-makers a more complete view of alignment.

Role

Alignment with the demands and realities of the work.

Manager

Alignment between working preferences and leadership context.

Team

How an individual may complement the ways a team works together.

Culture

Alignment with workplace expectations and organizational patterns.

More than a score

See the insight behind the decision.

Core Behavioral Traits

Fit Score

What Is This?

This is the main portion of the assessment outcome, where Robyn’s Core Behavioral Traits are compared with those who are a successful fit for this role.

Outcome for Robyn

Based on the answers that Robyn provided during the online assessment, we have generated an overall FitScore® of 39* for Robyn. This would generally indicate that in comparison to the ideal candidate, Robyn is considerably different.

Answering the Job Fit Questionnaire

When completing the Job Fit Questionnaire, some candidates may attempt to present themselves as they would prefer to be seen (rather than responding openly) for fear of disapproval or judgement.

It appears that this candidate has most likely responded openly and accurately.

What Is This?

This section is an optional addition to the assessment, focusing on ‘How does the candidate process different forms of data and information?’. When added to the application, the candidate is presented with a series of cognitive math and word problems asking them to choose the answer they felt was correct.

Outcome for Robyn

Will solve analytical problems and make decisions best when given more time to process the information.
Tends to be better at solving analytical problems when allowed to solicit the input of others.
Is comfortable in an environment that encourages the use of technology and other resources when solving problems requiring the analysis of numerical or verbal data.
Is able to work with verbal and numerical data independently, but is generally more comfortable working in collaboration with others.

Interview Guide

Interviews are generally the most important step of your decision-making process. The objective is to learn as much as you can about the candidate by asking job-related questions, to give you as clear a sense as possible of how it would work out if you hired them.

Preparation is critical to the success of an interview. A small investment of time before the meeting will ensure a smooth, comfortable, and productive interview.

Exchange as much relevant information as you can with the candidate. This is an opportunity to learn specific things about them – their strengths, style, preferences and dislikes. Probe for their skills and experience, as well as a thorough review of their likely fit with the job, with you, with the people they’ll be working with, and with the organization’s culture and values. Try this suggested structure:

1. Welcome

Introduce yourself, describe your role in the organization, and talk a little about the company. Small talk will make them feel at ease

5-7

minutes

2. Overview

Explain that questions will cover several key areas critical to success on the job, including a review of the resume. In most instances, they will be asked to relate a situation from the past. You will need them to describe the situation, tell you what they did, and what the outcome was – as well as what they learned. Inform them you will be taking notes to capture the important points, for future reference.

3-5

minutes

3. Interview

Use the questions in this Guide. Be clear in your own mind what information it is that you are looking for. Use probing or follow-up questions to go deeper.

45-60

minutes

4. Wrap Up

Offer the candidate the opportunity to ask any questions that come to mind for them. Write down those questions and answer them. Thank the candidate for their time; give an overview of the next steps. Tell them when they can expect to hear from you.

5 minutes

Resume Notes

Questions from your review of Robyn’s skills and experience:

Note/Item to Probe

Robyn´s Answers

Education:

First, review what they have listed on their resume.
What other education/training have you had?
How has your education/training prepared you for this job?

Work experience, credentials and special skills:

First, review what they have listed on their resume.
What additional training or certificates do you have?
Will they need a valid drivers’ license? Can they get an abstract?

Other pre-requisites for the job – make your list of requirements to check off early in the interview, for example:

Can they legally work in the country?
Can they commit to the shift/hours required?
Do they need to be able to travel?
Will they need to provide a police background check?

Robyn´s Answers

Reports people can actually use.

Give hiring managers, advisors and workforce teams a clearer view of the information behind the score — without asking them to become data scientists.

The science behind fit

Behavioral science, translated into better workforce decisions.

Lead with the factors connected to how people work — not pedigree alone.

Behavioral assessment

Surface work-related tendencies and attributes that are difficult to see on a résumé.

Psychometric foundations

Use structured measurement to create more consistent information.

Objective people data

Add another evidence-based signal alongside experience and interviews.

Practical outputs

Turn assessment data into reports and insights designed for real-world use.

From insight to impact

Use fit across the workforce journey.

Hire

Identify applicants whose attributes align with the realities of the role.

Develop

Give managers stronger context for coaching, communication and development.

Build pathways

Help people identify opportunities where capabilities and potential can translate into success.

Better information can lead to better people decisions.

See how FitFirst can help your organization look beyond credentials and uncover the signals that matter.