Understanding Target Match Results

Created by IRIS Client Success, Modified on Wed, 4 Mar at 1:24 PM by IRIS Client Success

When you compare an individual’s IRIS survey to a Target, the system generates a Match Index score. This score appears in several IRIS outputs, including Hiring Reports and Target comparison views.

The Match Index reflects the degree of alignment between the individual’s behavioral patterns and the Target’s defined intensity ranges. It measures alignment — not quality, potential, or worth.

What the Match Index Represents

The Match Index is a compound score that aggregates:

The number of attributes included in the Target
The size of the gaps between the individual’s scores and the Target ranges
The statistical weighting of those gaps

If an individual’s scores fall entirely within all defined Target ranges, the Match Index will be 100.

Most real-world profiles reflect partial alignment.

This is normal.

What the Match Index Is Comparing

The Match Index compares an individual’s behavioral pattern to the defined Target ranges for a specific role or goal. It does not measure how strong or weak a person’s abilities are overall.

For example:

A candidate may have many strong capabilities but still show lower alignment with a specific Target.
Another candidate may show higher alignment because their behavioral patterns match the role’s demands more closely.

In other words, the Match Index measures fit to a defined model, not overall talent. A lower score does not mean someone lacks ability. It may simply indicate that their natural patterns align better with a different role or environment.

Why the Score Is Not a Simple Average

IRIS Targets are calculated using standardized T-scores:

Mean = 50
Standard deviation = 10

The Match Index is not a percentile average.

It accounts for:

Variance between the individual score and the Target range
Distribution characteristics of each attribute
Weighted impact of larger versus smaller gaps

Some gaps influence the score more than others. A small variance in a highly critical attribute may impact alignment more than a moderate variance in a less central attribute.

How to Think About Score Ranges

While there is no rigid cutoff, the following framework is helpful:

90–100 → Strong alignment
75–89 → Moderate alignment
60–74 → Partial alignment; review gaps carefully
Below 60 → Significant variance from defined ranges

These ranges are interpretive guides — not decision rules. A 78 is not “bad.” A 100 is not “guaranteed success.”

The score indicates degree of behavioral alignment to the defined model.

Interpreting Gaps

The Match Index should always be interpreted alongside attribute-level gaps.

Ask:

Which attributes are driving the largest variance?
Are the gaps below or above the range?
Are the gaps concentrated in one domain (Drivers, Imperatives, Thinking Styles, Relating Styles)?
Does the context tolerate or benefit from that variance?

Not all gaps carry equal practical weight.

Context matters.

Developmental Interpretation

For coaches, the Match Index is most useful when viewed as:

A directional indicator
A baseline for growth
A measurable development benchmark

When using Survey-over-Survey comparison:

Movement toward the Target indicates increasing alignment.
Even modest score changes can reflect meaningful behavioral shifts.

The number matters less than the pattern of movement.

The key question is:

“What adjustments would increase alignment with your chosen direction?”

Hiring Interpretation (Use With Discipline)

For hiring managers, the Match Index supports — but does not replace — selection processes. In IRIS Hiring Reports, the Match Index appears at the top of the report and summarizes how closely the candidate’s survey results align with the Target model for the role.

The attribute insights that follow in the report explain which specific strengths and gaps are influencing the score.

Best practice:

Review the Match Index.
Examine which specific attributes create variance.
Combine with structured interviews, skill assessments, and experience evaluation.
Consider cultural and team dynamics.

Targets increase the probability of fit. They do not predict performance in isolation. Over-reliance on a single numeric threshold is discouraged.

What the Match Index Does Not Measure

The Match Index does not measure:

Intelligence
Moral character
Trainability
Cultural adaptability
Long-term leadership potential

It measures alignment to a defined behavioral model. Nothing more. Nothing less.

Responsible Use Guidelines

Avoid rigid cutoffs.
Review attribute-level gaps before drawing conclusions.
Consider the environmental context.
Use developmentally whenever possible.
Combine with human judgment.

Data improves decisions. It does not replace discernment.

In Summary

The Target Match Index reflects the degree of alignment between an individual’s behavioral patterns and a defined Target model.
It is based on standardized data and weighted variance analysis.
It indicates probability of alignment — not certainty of success.
Used thoughtfully, it provides clarity.
Used mechanically, it creates distortion.
The difference is in interpretation.