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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. 4. Use of Response Styles for Recruitment/Selection: The ideal response style is “Genuine” and it is recommended for further analysis. However, if any candidate’s response style displays Social Desirability, he/she needs to be considered with caution. We do not recommend candidates who display Central Tendency as it indicates that the candidate has not attempted the assessments in the desired manner, and that interferes with an understanding of his/her personality since it would not evoke genuine responses from the candidate's answers. This in turn is expected to interfere with the proceeding decisions, so the candidate may be considered for a re-test. Such cases are usually not considered for a statistical/detailed analysis of scores if required further.
Explanation of response style:
Genuine: If questions are answered in a sufficiently varied manner.
Social Desirability: If questions are answered in a socially desirable manner.
Central Tendency: If many questions are answered as ‘neither agree nor disagree’.
Flexibility: Likely to be open to changes taking place in the organization and make efforts to be resourceful during change.
Time Management: Needs to plan and prioritize tasks to manage one's time efficiently.
Process Orientation: Should try to adhere to the rules and regulations placed by the organization carefully and carry out tasks following the established procedures.
People Management: Needs to recognize others' emotions and feelings and understand the underlying reasons for their behaviour.
May rarely be able to accurately understand customer requirements or deliver promptly as per their expectations. Less likely to find new or effective ways to improve service experience for customers with every task that one undertakes. Not very likely to understand the importance of serving customers effectively or deal with their queries, requests and complaints efficiently in the first time itself. Less likely to focus on continuously providing excellent customer services.
Less likely to adhere to the rules and regulations placed by the organization carefully and may rarely follow instructions and directions in order to complete the assigned tasks effectively. Not very likely to be aware of the consequences of adherence and non adherence to the organization's rules and regulations. Seldom likely to consider standard operating procedures in the workplace to ensure consistent and quality work.
Not very likely to be organized or systematic in one's work and may not always have a strong tendency to approach every task in a structured or planned manner. May rarely be able to prioritize tasks as per their importance and complexity in order to meet assigned timelines efficiently. May seldom be able to work in a fast paced manner in order to accomplish multiple goals simultaneously.
Less likely to accept responsibility for the actions or decisions taken by oneself. Not very likely to take one's duties and responsibilities seriously. May seldom be able to hold oneself accountable to fulfill the commitment made. May not always be able to understand one's mistakes or rectify them immediately. Less likely to execute one's work without seeking any guidance from others. Less likely to act in a trustworthy or reliable manner in order to accomplish assigned tasks efficiently.
Moderately likely to be intrinsically motivated to enhance one's performance with every task that one undertakes. May occasionally look for opportunities to gain more knowledge and insight about one's work and organization. May sometimes keep oneself updated with latest trends, changes and development in the organization.
Likely to respond to changes in the organization with a positive outlook. Likely to accept change, as may be open minded and appreciative of new ideas which can contribute positively to the working environment. Likely to work on tasks with enthusiasm, even when situations and goals are dynamic in nature. Likely to be resourceful during change, often contributing in making the change effective.
Less likely to act in an ethical or righteous manner. May seldom take a stand based on the right thing regardless of the consequence to oneself. Not very likely to be open and transparent in one's dealings with internal and external stakeholders. Less likely to stick to one's professional ethics, morals, and values to complete tasks, especially when it is inconvenient. May not always be able to maintain confidentiality of sensitive information regarding one's work and the organization.
Moderately likely to be a good team player and may at times be able to maintain harmonious and cooperative relationships with team members. Somewhat likely to work collaboratively with others, with a positive approach towards achieving common goals. Somewhat likely to coordinate with relevant people and departments to ensure that everyone's actions are in sync while working on common tasks. Moderately likely to offer help to others without being asked.
Not likely to recognize or understand others' feelings as may not be attuned to their emotions. Less likely to be compassionate or considerate of others’ feelings while making important decisions. May seldom be able to understand people's motivations and underlying reasons for their behaviour. Less likely to be understanding or sensitive towards others who might be different from oneself.
Less likely to have effective problem solving abilities. May not be able to utilize learnings from past experiences to solve problems. Less likely to effectively analyze a scenario and choose among many possible solutions the best way to solve a problem. May not be able to take into consideration different possible consequences of the decisions being made.
Moderately likely to come across as a warm and friendly person, and may occasionally be courteous and respectful in one's behaviour. May at times be interested in socializing and building relationships to develop work opportunities. Somewhat likely to gather information and resources from others to ensure that tasks are completed efficiently. May at times put an extra effort to put the other person at ease.