What is a cutoff score? A short definition of the cut score on an employment test, how to set a passing score fairly and why to review it after each round.
The short answer
A cutoff score, or cut score, is the minimum result a candidate needs on an employment test to move to the next stage. Setting a cut-off score fairly means basing it on what the job actually needs, applying it consistently and reviewing it after each round, rather than choosing a round number.
Definition
The minimum test result needed to move to the next stage of hiring.
How should you use this idea?
Base it on the job, apply it consistently and review it after each round.
Put it in context
Start with the specific decision you are making, the skill the job requires and the limitations of your evidence. Document your interpretation and give candidates a consistent process.
For legal or regulatory conclusions, obtain qualified advice for your location and circumstances. A glossary definition cannot resolve those questions.
Start from the job: what level of skill does someone need to do the work in their first months? One practical method is to look at how people already doing the job well perform, then set the bar a little below their typical result. Avoid very high cut-offs on a single test, which can screen out groups without a job-related reason. The hiring process for small businesses shows where scores fit into the wider decision.
Passing score for an employment test: alternatives
A single passing score is not the only option. Many employers rank candidates and interview the top group, or set a modest minimum and look at several tests together. Whatever you choose, apply it the same way to everyone, record why, and check pass rates across groups for adverse impact after each round. Our guide to pre-employment tests covers this in more detail.
Common mistakes with cut-off scores
Common mistakes include copying a cut-off from another employer, using a round number without checking it against real performance, setting a high bar on a single test, and never revisiting it. Each can screen out good candidates without a job-related reason. Review the cut-off after each round: did people who scored just below it go on to do well elsewhere, and did pass rates differ a lot between groups?
It is the minimum score a candidate needs to progress. A fair cut score is based on what the job requires, applied consistently and reviewed regularly.
Should I use a cutoff score or rank candidates?+
Both can work. Ranking and interviewing the top group avoids a hard line on one test, while a modest minimum filters out candidates who cannot do the core tasks. Review either approach after each round.
How often should I review a cut-off score?+
After each hiring round, or whenever the job changes. Check whether good hires would have passed it and whether pass rates differ a lot between groups.
Hire on evidence, fairly
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