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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’.
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.
The Farmer (Relationship Builder): Harvests deals by nurturing existing clients, keeping customers happy, and cross-selling. You’re guaranteed a lower churn rate when you have talented farmers focused on consulting and renewals. They are generous with their time, strive to meet customers' every need, and works hard to resolve tensions in the commercial relationship.
Transforming Interest to Desire: High
Establishing a Relationship: High
Qualifying Needs: High
Result Orientation: Needs to work towards achieving one's targets and goals effectively.
Networking with People: Needs to learn to have an interest in socializing and establishing contacts and building relationships.
Managing Resources and Prioritizing Tasks: Needs to be organized and systematic in one’s work, by effectively planning and prioritizing tasks.
Harvests deals by nurturing existing clients, keeping customers happy, and cross-selling. You’re guaranteed a lower churn rate when you have talented farmers focused on consulting and renewals. They are generous with their time, strive to meet customers' every need, and works hard to resolve tensions in the commercial relationship.
• Good Team Player
• Good Listener/Mediator
• Empathic/Recognizes the needs of others
Potential Blind Spots
May have difficulty in dealing with assertive-type buyers who are often better handled by Hunters. Is less likely to say "No" to erratic demands.
To reward farmers properly, you would want to motivate them to up-sell – without taking advantage of the customer with unnecessary up-selling.
Organizational/ Role Fitment
Adjusts well to most selling situations as is considered one of the more acceptable and successful types.
Somewhat likely to be skilled at greeting customers or agents in a sincere as well as enthusiastic manner to make them feel warm and welcomed when initiating a conversation.
Likely to have the ability to develop rapport with prospective customers or agents so as to make them feel comfortable and develop a sense of mutual trust and respect. Likely to be able to remove mental barriers that a customer or agent might have before any association.
Likely to have the ability to assess the interest levels of the customers as well as correctly identify their needs and requirements. Likely to be capable of ascertaining which products/schemes/plans would be best suited for the customer based on their needs and expectations.
Likely to have the required skills to present the product's/scheme's/plan's features and benefits to the customer in an engaging and confident manner. May be able to discuss the options available to the customer with the product in a manner that is appealing. May be capable of demonstrating the product usage and functionality in a convincing and honest manner.
May have the ability to appeal to the customers' needs, in ways that convince them that the product being offered will satisfy and fulfil their requirements and will lead them to purchase the product/scheme/plan.
Likely to be calm when dealing with customers' objections. Likely to be able to address the customer's doubts and queries in a competent manner to ensure clarity and transparency in the purchase transaction.
May be somewhat able to accurately judge the situation and decide when it is time to stop selling the product and close the sale. Somewhat likely to be able to successfully finalize negotiations and reach a mutually satisfying decision.
Moderately likely to demonstrate an interest in understanding the business, the market and the industry. Somewhat likely to scan the market conditions, economic environment, and competitive landscapes to align one's business goals accordingly. Moderately likely to keep a track of new developments, entrants and products in the market. May at times be able to apply industry knowledge while making effective business decisions.
Moderately likely to keep oneself well informed about policies and standards affecting one's work, and may occasionally follow all established rules, processes, and procedures while working. Moderately likely to be aware of the consequences of adherence and non adherence to the organization's rules and regulations. May at times understand the need for standard operating procedures at the workplace to ensure consistency and quality.
Moderately likely to initiate tasks without being asked and work above and beyond the expectations of a job. May occasionally seek out opportunities to take up additional responsibilities at work. Somewhat likely to look for areas where one can contribute. May sometimes demonstrate eagerness to work on new tasks or tasks that others don't want to take up.
Less likely to work towards delivering desired results and meeting expectations on time. May not always work on tasks wholeheartedly, and is not very likely to set challenging goals for oneself or others. Less likely to be passionate about achieving and surpassing results and may seldom remain persistent until goals are achieved.
May at times be able to easily recognize or understand others' emotions and feelings. Moderately likely to be compassionate and considerate of others’ feelings when making important decisions. May occasionally tend to understand the underlying reasons for others' behaviour. May at times be able to assess people's motivations and passion accurately.
Less likely to come across as a warm and friendly person and may not always be able to gather information and resources from internal and external sources to ensure that tasks are completed efficiently. Not very likely to be approachable and may rarely maintain contact with people within and outside the organization on a regular basis. Less likely to understand the competing demands of various stakeholder groups, and may be unable to align the organization's goals to their needs.
Somewhat likely to be good at influencing others. Moderately likely to provide necessary arguments to win over the other party. May at times be able to convince others of one's thoughts and viewpoints by answering questions effectively. Moderately likely to be concerned about others' perspectives and address them before they can bring it up themselves.
May at times be able to understand and promptly deliver on customer requirements. Moderately likely to ask relevant questions in order to gather more information and better understand the customer's needs. Somewhat likely to ensure that customer requirements are met perfectly in the first time itself. May occasionally ensure that no errors are made while delivering on customer requests. Moderately likely to find new and effective ways to improve service experience for internal as well as external customers.
Less likely to have the ability to prioritize tasks or efficiently use resources to accomplish multiple goals simultaneously. May not have a strong tendency to approach every task in a structured and planned manner. Not very likely to be organized and systematic in one's work. Less likely to establish a course of action for oneself to ensure that work is completed efficiently and on time. May seldom consider the impact of one's actions and work on others and vice-versa.
Moderately likely to clearly understand the rationale for change mandated by the organization, and may be somewhat able to adapt to it quickly. Somewhat likely to be resourceful during change, occasionally contributing in making the change effective. Moderately likely to find synergies between old and new ways of doing things, so as to reduce the disruption to work as much as possible.
Somewhat likely to act in an ethical and trustworthy manner. May at times take a stand based on the right thing regardless of the consequence to oneself. Moderately likely to be open and transparent in one's dealings with internal and external stakeholders. Moderately likely to stick to one's professional ethics, morals, and values to complete tasks, even when it is inconvenient.
Moderately likely to display emotional resilience and may at times deal effectively with pressure by being calm and poised. May occasionally work efficiently and put in sufficient effort even when faced with setbacks. Somewhat likely to maintain optimal performance despite difficult situations. Moderately likely to use appropriate coping strategies to deal with workplace stress.
Somewhat likely to accept responsibility for one's actions and decisions and may at times follow through on the commitments made. Moderately likely to work independently, without seeking guidance from anyone else. May occasionally be able to understand one's mistakes and may at times rectify them immediately.
Needs to feel safe knowing that one can count on one's job for social and financial security. Likely to prefer a permanent and reliable job position.
May be uncomfortable and nervous during radical changes at work.
How to keep the person motivated?
Offer a stable career plan and clarify long term job prospects.
Likely to consider materialistic gains as a motivator to work. Unlikely to shirk from mundane tasks, if attached to monetary benefits.
May be susceptible to temptations and greed.
How to keep the person motivated?
Attach incentives and monetary rewards to task objectives.