am not an expert in this field but I can give you some personal guidance that I use.
We don't have specific %tiles for a recommendation, as many other things have to be taken into account when making a decision to hire, such as commitment, culture, adaptability, and capability (cognitive ability), as well as particular skills required, not forgetting background checks on experience, past employer references, medical history, criminal records, and 'could I work with this person even if I don't like them'?
I do know from a statistical perspective for cognitive (reasoning) measures, a typical standard normal distribution, applied to the three reasoning assessments of logical, numerical, and verbal, that the following broad categories are usually taken as being reasonable bands
1 %ile to 24%ile Well Below Average
25%ile to 39%ile Below Average
40%ile to 60%ile Average
61%ile to 74%ile Above Average
75%ile to 99%ile Well Above Average.
No one is ever 0%ile (the absolute worst person in the world with no equals), or 100%ile (the absolute best person in the world with no equals).
Considering the three cognitive reasoning measures, logical, numerical, and verbal, an average person will usably have one measure below average (their weakest 'subject' ability), one average, and one above average (their strongest 'subject' ability). If a candidate has one or two measures above average then their overall combined %ile score will also usually be above average, and may be well above average. Anyone with well above average (75%ile plus) in two or all three reasoning measures usually ends up with a combined %ile in the 'extreme range' of 90%ile plus. We would all like to employ such extreme range people, but as these people have the ability to do any job, they can also become dissatisfied early if their ability is not recognised and rewarded.
%iles applied to actual office skills etc, required to do a good job, are inevitably set quite high by employers, and well above average is requested, but to do so can thin out the candidates, when above average with a focus on data input and processing accuracy might perhaps be OK.
When dealing with personality traits, sometimes a well above average %tile (extreme tendencies) can be a 'negative' characteristic (unless watched out for and corrected ) and can be a major disadvantage and potential stumbling block at work, and can be a pre-alert to potential stored-up trouble. In this area, you need to rank the traits that you think make up a balanced individual for the job post being considered. A good way of doing this is to assay/assess the current 'good' incumbents in post, and using their average %iles as a guide to what a good balance is, look out for them in candidates, but permitting a range of %iles as in those measured. It is safe to say, that I have never found a perfect employee or entrepreneur - we all, including me, have weaknesses, and in the end it is a compromise, and a balanced judgement that we make, and the best that we can make 'at the moment' based on as wide a pool of candidates as we have access to.
I hope this helps. Keran might have something to add to this, or even correct my view, and so I have included her here in the response.
