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The candidate has responded to the questions truthfully and hence the recommendation made on the basis of candidate's scores can be trusted.
When interpreting the results, it is important to remember that the scores are not good or bad. 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 personality traits that might be manifested in behavior at the workplace. This test assesses those personality traits which are aversive and increase the propensity or chances of a person engaging in counterproductive behavior at work. To best use this report: 1. Review the overall recommendation first. 2. While selecting the recommended candidates, focus on the traits 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 behavior (e.g. using structured behavioral interviews), reference checks, etc. in addition to the personality assessment. 4. Social Desirability: We recommend low score on the social desirability scale. However, if any candidate's scores indicate high Social Desirability, he/she needs to be considered with caution. High scores indicate that the candidate has not attempted the assessments in the desired manner. The candidate may be considered for a re-test in such cases, if necessary.
Insensitivity: Lacks capacity to experience emotions or understand others' emotions adequately, making it difficult for the person to maintain warm relationships with others.
Most likely to be candid in intentions towards others and is most likely to maintain high morals in most of the situations. Least likely to believe in manipulating others or bending rules to achieve personal benefits and is most likely to consider safety of bank assets (including cash) as priority.
Most likely to have an optimal degree of self-importance. Most likely to have a normal sense of self. Least likely to feel highly entitled to the best things in life. The need for admiration from others is low and the absence of admiration from others is least likely to result in personal distress. Most likely to display unassuming, courteous attitude towards customers.
Somewhat likely to display concern for others and get somewhat affected by others' pain, distress and misfortune. Sometimes likely to display lack of guilt or remorse when one's actions harm others. Somewhat likely to demonstrate concern and understanding of others' feelings, thoughts and experiences by putting oneself in their frame of reference only sometimes. Somewhat prone to experience contradictory emotions especially when others are in an unpleasant emotional state. Less likely to show warm and friendly disposition towards customers, or give an emphasis on their requirements.
Very low predisposition to become angry in work situations, even with high provocation. Rarely engages in thinking about the situations at work that made one angry. Least likely to get affected by memories of annoying incidents of the past. Least likely to get upset and can easily control oneself in front of customers when in angry mood.
Has the tendency to act diligently and to consider the long-term consequences of one's actions. Most likely to be cautions and most likely to think through the situations involving customers before acting.
Low tendency to seek stimulation through unusual and risky activities. Likely to adhere to safety protocols, diligently pursue paperwork related to handling of cash and follow rules and regulations set by the bank.