Unfortunately, there is not a simple answer to this question. Dispositioning well is both important and difficult. Objective codes are typically best and should be used when possible. Subjective codes should be defined as best as the company is able and that definition should be used consistently among the relevant staff. For example, how do hiring authorities within the company define "excellent communication skills" or "strong" speech or grammar? Oftentimes, the outliers are easier to define, but those close are more difficult. Bottom line, these codes will not likely allow the company to remove from the pool or from its analyses, so keep an eye on adverse impact and whether the subjective codes are overused.