Assessment for Front Office Executive

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sample.report@mettl.com
Test Taken on:
Report Version as on:
Finish State: Normal
Registration Details
Email Address: sample.report@mettl.com
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.
Response Style: Extreme Responding

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).

EXECUTIVE SUMMARY
Recommendation based on Cognitive Abilities

Recommended

Recommendation based on Behavioral Competencies

Cautiously Recommended

Strengths

Coordination Skills: Likely to be a cooperative team worker and believes in working collaboratively.

Areas of Development

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

Following Work Procedures: Should try to adhere to the rules and regulations placed by the organization carefully and carry out tasks following the established procedures.

Proactivity: Should try to be more quick and resourceful while resolving customer queries.

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.

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

Less likely to follow the standard rules and regulations, may not always do things as per guidelines to deliver the results and goals in a manner as per the predefined parameters. Less likely to take end to end ownership of one's goals and duties. Less often monitors compliance to procedures and regulatory requirements and only 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.

Coordination Skills: High

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

Proactivity: Low

Not likely to give due attention to passenger's concern or issue. Less likely to accept passenger's grievance and seldom acknowledges it. May not listen to passengers' problems, might not always redefine the problem to ensure that both the parties are at the same level of understanding. Less often likely to gather all the information in detail with facts and figures and offer the best solution. Might not always be likely to follow up with passengers and hardly ever ensures that they are satisfied with the grievance handling process.

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.

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.

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.

Test Log