Score Scale
| Score | Meaning |
|---|---|
| 9-10 | Exceptional fit across all criteria |
| 8 | Strong match, meets core requirements with clear evidence |
| 7 | Good match, meets most requirements |
| 5-6 | Partial fit, gaps in some areas |
| 3-4 | Poor match, significant gaps |
| 0-2 | Very poor fit, minimal qualifications |
What the Assessment Includes
Each scored candidate receives a written assessment with:- Verdict: Overall assessment summary
- Strengths: What the candidate does well, with resume citations
- Concerns: Gaps or missing qualifications, with evidence notation
- Interview focus areas: Suggested topics to explore during interviews
Evidence Notation
Concerns in assessments use specific notation to indicate the type of gap:- (not evidenced): The capability was not mentioned in the resume
- (contradicted by: [evidence]): The resume shows the opposite of what’s claimed
- (unverified: [what to check]): A claim that needs confirmation during interview
Per-Criterion Analysis
The assessment evaluates each of your configured criteria. The level of detail depends on how you view the score:- ATS feedback: Shows the overall score, verdict, strengths, and concerns
- Nova dashboard: May include per-criterion Pass/Partial/Fail status when available
Per-criterion breakdowns are generated during scoring but may not be visible in all ATS views. Check the Nova dashboard for the most detailed view of how a candidate performed against each criterion.
Diagnosing Score Issues
| Symptom | Likely Cause | Fix |
|---|---|---|
| Most candidates score 9-10 | Criteria too loose | Add specific requirements, tighten experience ranges |
| Almost no one scores above 5 | Criteria too strict | Convert less-critical requirements to “Nice to have” |
| Good candidate scored low | Resume doesn’t reflect their strengths | Check if their resume actually mentions what criteria require |
| Inconsistent across similar candidates | Criteria are vague | Make criteria more specific and measurable |
| Everyone clusters around 4-6 | Too many “Must have” criteria | Move secondary requirements to “Preferred” or “Nice to have” |
Frequently Asked Questions
Can I weight criteria differently?
Can I weight criteria differently?
Nova doesn’t support manual weighting. Instead, use importance levels (Must have, Preferred, Nice to have) to signal which criteria matter most. Nova factors importance into the overall score automatically.
Why doesn't a score match my gut feeling?
Why doesn't a score match my gut feeling?
Nova evaluates candidates strictly against your written criteria. If scores don’t match your intuition, your criteria may not fully capture what you’re looking for. Review the assessment’s strengths and concerns to understand where the gap is, then adjust criteria accordingly.
What if a candidate has no resume?
What if a candidate has no resume?
Nova can use a LinkedIn profile URL as a fallback if no resume is attached. If neither is available, the candidate is skipped and not charged.
How does Nova prevent bias?
How does Nova prevent bias?
Nova uses criteria-driven assessment, not pattern matching against historical hiring decisions. Every score is traceable to specific criteria and resume evidence. The system undergoes regular bias audits. See the Bias Evaluation for methodology and metrics.