Assessment for Front Office Supervisor

Sample Report
Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
Email Address:
First Name: Sample
Last Name: Not filled
Date of birth: Jan 1, 1990
Experience: Not filled
Country: Not filled
How to Interpret the Report?
When interpreting the results, it is important to remember that the scores are not good or bad, only more or less appropriate to certain types of work. Since the results are based on one's own view of behavior, the accuracy of the results depends upon both honesty and self-awareness while taking the test.

This assessment measures work-relevant personality traits that might be manifested in work behaviour and therefore influence success on the job. To best use this report:

1. Review the overall recommendation first. Based on your need, you might want to prioritize candidates who are ‘recommended', followed by those who are ‘cautiously recommended’.
2. If you’re choosing among different candidates within the same band of recommendation, review the competencies’ results. Focus on the competencies you believe are critical for success in the role you’re hiring for, and use those scores to help you prioritize which candidates to select for the next step.
3. Remember: This assessment is just one piece of the puzzle. While hiring, it is recommended that you review other information as well – functional and job knowledge, background and past behaviour (e.g. using structured behavioural interviews), reference checks, etc. in addition to the personality assessment.
Response Style: Central Tendency

Explanation of response style:

Genuine: No concerns or red flags just based on response style of candidate.

Social Desirability: If more than 75% of the questions are answered in a manner that indicates an attempt to appear in a falsely positive light or seem ‘socially desirable’.

Extreme Responding: If more than 75% of the questions are answered in a manner that indicates that an individual agrees with the statements at the lower and higher end consistently.

Central Tendency: If the middle response (‘neutral’) is selected more than 30% of the time.

Careless Responding: If more than 95% of the responses selected are from the same direction (i.e. if the candidate selected ‘most like me’ or ‘like me’ from the right-side statement or from the left-side statement alone).

Recommendation based on Cognitive Abilities


Recommendation based on Behavioral Competencies

Cautiously Recommended


People Development: Have an tendency to continuously raise and enhance the skills, competence level of teams through personal coaching and use of development approaches.

Areas of Development

Ability to Handle Pressure: Needs to develop an optimistic and resilient attitude.

Impression Management: Should be able to work towards one's interaction skills and manage one's behavior when dealing with clients/customers.

Problem Solving: Needs to be unconventional, inquisitive and deliberate when dealing with problems or making decisions.

Evaluation of Cognitive Abilities
Values shown in above chart are sten scores
Low Moderate High
Verbal Aptitude and Communication Skills: High

He/she is most likely to communicate and express thoughts effectively. He/she may be able to process, retain and synthesize large amount of information in a workplace. He/she may have excellent reading and writing skills and may take less time to absorb information and deliver outputs.The candidate is most likely to have a good vocabulary. He/she may be excellent at proper usage of grammar and punctuation. He/she may be very good at understanding word meanings, word relationships and also in interpreting detailed information.

Evaluation of Behavioral Competencies
Work Process Management
Values shown in above chart are sten scores
Low Moderate High
Following Work Procedures: Moderate

Often likely to follow the standard rules and regulations, occasionally does things as per guidelines to deliver the results and goals in a manner as per the predefined parameters. Often likely to take end to end ownership of one's goals and duties. Often monitors compliance to procedures and regulatory requirements and occasionally takes action in case of any deviation.

Planning and Organization: Moderate

Moderately likely to plan appropriate courses of actions to complete one's work. May occasionally determine project/assignment requirements by breaking them into tasks; identifying equipment, materials, and people needed. Likely to be somewhat organized and systematic in one's work, sometimes allocating appropriate amount of time to complete one's work efficiently. May somewhat be able to prioritize tasks, set realistic deadlines, anticipate roadblocks and deal with them to complete a task.

Ability to Handle Pressure: Moderate

Somewhat likely to be able to deal with pressure by being calm and poised and not getting discouraged by setbacks, may try to put effort to ensure timely and efficient completion of tasks. May  at times remain optimistic and not give up even if unsuccessful in some tasks. May not always be able to cope with workplace stress and sometimes become passive when faced with it.

Customer Relationship Management
Values shown in above chart are sten scores
Low Moderate High
Impression Management: Low

Not very likely to be skilled at recognizing the importance of first impressions. May not be able to develop a sense of mutual respect and rapport with clients. Not very likely to be able to display an attitude of sincerity. May rarely look presentable or display business etiquette, whenever and wherever required. May be somewhat unable to utilize one 's expertise efficiently.

Understanding Customer: Moderate

Occasionally likely to understand, accept or act on customer feedback timely and efficiently. May occasionally be able to gauge the necessity of customizing services, keeping in mind the preferences of customers. May have a moderate ability to report issues faced by customers, through feedback or take prompt action to modify workflows, procedures and service levels to ensure quality service at all times.

Proactivity: Moderate

Sometimes understands passenger's concern and may act on it. Occasionally takes up a learning from it so that the same concern never rises again. Moderately likely to accept passenger's grievance, acknowledges it and records it for future reference. May listen to passengers' problems, redefine the problem to ensure that both the parties are at the same level of understanding. Somewhat likely to gather all the information in detail with facts and figures and offers the best solution. Moderately likely to regularly follow up with passengers and ensure that they are satisfied with the grievance handling process.

Problem Solving: Low

Less likely to be focused or pay keen attention to the details of a situation. May be somewhat unable to analyze a problem, identify its causes and choose an appropriate solution from alternatives. Likely to leave tasks pending and has a relaxed approach to work. Is somewhat unable to utilize learnings from past experiences to solve current problems.

Team Management
Values shown in above chart are sten scores
Low Moderate High
People Development: High

Likely to contribute in encouraging and developing team members’ ability by providing feedback and suggestions. Is able to lead and coordinate a team effectively. Is comfortable during social interactions, providing team members with adequate opportunities to learn.

Accountability: Moderate

Moderately likely to be methodical, responsible and organized when carrying out tasks. Occasionally holds self and others accountable for high quality and cost-effective results. May somewhat be self-disciplined and motivated in one’s approach to work; occasionally determining objectives, setting priorities and following through one’s plan to effectively complete tasks. Has an adequate sense of duty and complies with established systems and rules.

Coordination Skills: Moderate

Somewhat likely to get involved with various teams to ensure work is done harmoniously and conflicts are avoided. Moderately likely to work towards ensuring smooth functioning between teams and their members. Somewhat likely to assist others in accomplishing their goals. Fairly likely to ensure that results delivered are in sync with organization’s standards/plans.

Test Log