HR Manager Assessment

Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
Email Address:
First Name: sample
Last Name: Not filled
Date of birth: Not filled
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.
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 Extreme Responding/Central Tendency/Careless Responding as they indicate 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.
Response Style: Genuine

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).


Cautiously Recommended



Areas of Development

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

Customer Centricity: Needs to learn to be attentive and responsive towards customers and their needs.

Integrity: Needs to learn to be more ethical and honest in one's work.

Self - Effectiveness
Values shown in above chart are sten scores
Low Moderate High
Awareness of Needs of Others: Moderate

Moderately likely to be aware of the needs of the team members. May at times be able to derive satisfaction from helping others. Somewhat likely to give importance to one's own needs than others. Fairly likely to be sympathetic towards others’ problem when making decisions.

Integrity: Moderate

Moderately likely to behave in an ethical manner. May sometimes be able to adhere to moral and ethical codes while working. May at times be sincere and may occasionally be relied upon to carry out assignments efficiently.

Continuous Learning: Moderate

May somewhat have the ability to reflect on experience. May occasionally learn from one's own and others' successes and failures. May sometimes use the learnings in future. Somewhat likely to display an ongoing commitment to learning and self-improvement, at times seeking opportunities for self development. Fairly likely to seek feedback and modify one's behavior basis the feedback.

Interpersonal Skills: Moderate

Moderately likely to be highly capable of identifying and understanding the dynamics of an organization. Fairly likely to enjoy working and interacting with people. May at times be very sociable, sympathetic and honest. May sometimes be willing to lend an ear to others or share one’s own ideas with others. May at times be able to work efficiently with others as one may be accepting and trusting.

Flexibility/Adaptability: Moderate

Somewhat likely to be open to changes and somewhat likely to be comfortable working with and trying out new activities and experiences. Somewhat likely to work with enthusiasm when situations and goals are dynamic in nature. Somewhat likely to accept changes and appreciate new ideas which may contribute positively to one's work. Somewhat likely to give feedback/suggestion which may increase the effectiveness of changes.

Leadership Skills
Values shown in above chart are sten scores
Low Moderate High
Accountability: Moderate

Somewhat likely to take responsibility for one's own actions and decisions. Somewhat likely to take ownership for delivering good quality work and adhering to timelines. May at times be able to take decisions for self and the team. Somewhat likely to pay attention to producing error free work or take corrective actions to rectify mistakes. May have a fair ability to complete all the assigned tasks on time without continuous supervision.

Customer Centricity: Low

May not be able to deal with customer queries, requests and complaints. Not likely to identify potential clients and provide quality service to current clients. May not always be able to understand and deliver according to a client's expectations and requirements. Not likely to modify one's work style or adapt as per the clients.

Employee Advocacy: Moderate

Moderately likely to have an ability to clearly define the way management should be treating one's own employees. May at times be able to ensure employees vigilance and attentiveness towards their work.

Time Management: Moderate

Moderately likely to adhere to the timelines strictly. May be somewhat able to make effective use of resources and procedures to complete tasks within the given time-frame. Somewhat likely to schedule activities and tasks ahead of time in order to execute them in order of priority. Moderately likely to allocate appropriate amount of time to complete one's work efficiently and on-time.

Result Driven: Moderate

Moderately likely to demonstrate the ability to work actively to achieve results on time. Somewhat likely to work with dedication and commitment and put in one's best to complete a task. Moderately likely to be concerned with consequences of one's work on the organization as whole. Somewhat likely to be enthusiastic while working on challenging tasks. May sometimes understand urgency of a given task to be completed on time. Somewhat likely to meet the results as per set quality standards and may sometimes be able to maintain high performance standards to support organization's strategic plan.

People Management
Values shown in above chart are sten scores
Low Moderate High
Managing Diversity: Moderate

Moderately likely to express positive feelings towards people from different backgrounds in terms of age, gender, religion and political views. May be somewhat comfortable working with people having different perspectives. Occasionally likely to foster an inclusive workplace where individual differences are respected and valued.

Coaching and Mentoring: Moderate

Moderately likely to contribute in encouraging and developing team members’ ability by not providing regular feedback and suggestions. Somewhat likely to understand the individual differences. May sometimes be able to provide personal coaching, mentoring, training by using learning and development approaches. May at times motivate and encourage team members to learn.

Conflict Management: Moderate

Moderately likely to be attuned to one's and others' emotions and may be somewhat capable of understanding and listening to other people's problems. May occasionally help out people with their conflicts by taking their views in consideration, understanding their problem and providing solutions.

Team Work: Moderate

Moderately likely to be a good team player. May sometimes be able to have harmonious and cooperative relationships with team members. May at times be able to understand and appreciate individual differences among team members or adjust one's work style accordingly. May sometimes be honest and straightforward. May somewhat able to correctly assess and utilize the strengths of all the team members while completing a task.

Business Acumen
Values shown in above chart are sten scores
Low Moderate High
Vision: Moderate

Moderately likely to be capable of working with others and build a shared vision about the organization’s growth and progress. May somewhat be flexible and positive, with an adequate ability to influence and direct others to perform appropriately in order to achieve the vision.

Understanding Business Strategy: Moderate

Moderately likely to have an ability to anticipate and identify the human resources solutions to business problems. Somewhat likely to understand the client’s business strategy and needs. May occasionally prioritises work in relation to business needs. Sometimes develops ongoing client relationships. Moderately likely to assess and articulate risks.

Planning and Organizing: Moderate

Moderately likely to be methodical and systematic, may at times organizing tasks according to priority and urgency. Likely to occasionally follow schedules and timelines. May at times have an ability to formulate clear and effective plans and objectives. May sometimes be able to allocate work and resources effectively in a team.

Problem Solving and Decision Making: Low

Less likely to be focused or pay keen attention to the details of a situation. May not be able to analyze a problem, identify its causes and choose an appropriate solution from alternatives. Likely to leave tasks pending and have a relaxed approach to work. May not be able to utilize learnings from past experiences to solve current problems.

Test Log