Employee Benchmarking

Employee benchmarking is one of Stori's most powerful features. It answers the question: "What does success look like in this role at my company?"

By inviting current employees to take the same Stori AI interview and trait assessment that candidates complete, you can identify the trait patterns that distinguish your top performers. Stori then uses this data to create a success profile and score every candidate against it.

• Invite current employees to take the Stori interview and trait assessment
• Each employee benchmarked uses 1 interview credit
• Identify which traits are most common among your high performers
• Create a data-driven success profile for each role
• Every candidate receives a benchmark match percentage score
• Use the Stori scoring system to compare candidates objectively

To set up benchmarking for a role:

Your benchmark report shows several key insights:

• Average trait scores — The typical trait profile of your team for this role. This shows the baseline of what your team looks like across all measured traits.
• Top performer pattern — If you designated top performers, this shows which traits distinguish them from the rest of the team. These are the traits that most strongly predict success in this role.
• Key differentiators — The specific traits that matter most for success. Not all traits are equally important for every role — this tells you which ones to focus on when evaluating candidates.
• Match score criteria — How the benchmark match percentage is calculated for candidates. This shows you the weighting and thresholds used in the scoring.

The benchmark results are displayed as visual charts, making it easy to see patterns at a glance. You can drill into individual traits to understand the distribution across your team.

Once you have an active benchmark for a role, every candidate who completes the trait assessment receives a benchmark match score. Here is how to interpret and use it:

• High match (80%+) — The candidate's trait profile is similar to your benchmark group. This indicates similarity, not a prediction of performance — always weigh it alongside the skills, experience, and interview evidence the role calls for.
• Moderate match (50-79%) — Some alignment with your benchmark. Review the specific traits where they differ to understand the implications.
• Lower match (below 50%) — Significant differences from your success profile. This does not automatically disqualify the candidate — they may bring complementary strengths your team is currently missing.

Stori scoring system:

The benchmark match score is part of Stori's broader scoring system that considers trait alignment, interview performance, and overall profile fit. Use the match score as one important signal alongside interview quality, skills, experience, and team feedback.

• Benchmark at least 5 employees — Fewer than 5 may not reveal meaningful patterns. 8-10 is ideal for statistical significance.
• Include a mix of performers — Include both top performers and average performers. This helps the algorithm identify what distinguishes high performance, not just what is common across the team.
• Designate top performers honestly — Be objective about who your top performers are. The quality of your benchmark depends on accurate designations.
• Benchmark before sourcing — Set up your benchmark before you start searching for candidates. This way, every candidate you evaluate benefits from the comparison data.
• Update periodically — Re-benchmark every 12-18 months, or whenever your team composition changes significantly. Success profiles can evolve as your team and company grow.
• Do not over-rely on match scores — Traits are one dimension of fit. Skills, experience, cultural contribution, and interview performance are equally important. Use benchmarking as one input in a holistic evaluation.
• Budget your credits — Plan how many interview credits you want to use for benchmarking vs. candidate interviews. You can always buy more interview credits from Settings > Billing if needed.