Each answer is assigned a score from 0% to 100%, and the results are averaged for the total score. When editing a prescreen question, you'll need to choose which percentile to use. Most clients choose either 10 or 4. The answers will be in 10% increments if you choose 10 and 25% increments if you choose 4. If you want to see scores of 60%, 70%, or 80% for certain responses, chose 10. If you would like to see scores of 25%, 50%, or 75%, then choose 4. No matter which percentile you choose, keep it consistent across every prescreen question. Reviewing an applicant's answers in detail is the best way to decide whether or not you would like to move forward with that applicant.
The total prescreen score can vary depending on the types of questions that you selected for your job posting. An applicant who receives a D for their prescreen score answered one of your prescreen questions with an answer that disqualified them from moving forward in the hiring process. For instance, applicants may be asked if they will submit to a criminal background check before beginning employment. An applicant who indicates that they won't will receive a D for their prescreen score if "No" is a disqualifying answer to that question. You may want to contact an otherwise strong applicant who receives a D as their prescreen grade to determine if the answer is negotiable.
Prescreen scores will also appear in a certain color. Each color corresponds to a range of scores. If the applicant's score is greater than or equal to 90, the score will be green; if the score is greater than or equal to 70, the score will be orange; if the score is less than 69, the score will be red.
Here's a video that describes where to find prescreen (and assessment) scores and how to interpret them: