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Assessment for Front Office Executive
sample report
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Test Taker Details
s
sample report
Email Address: sample.report@mettl.com
Test-Taker ID: - 12972929
Last Name:
Not Filled
Date of birth:
Not Filled
Experience:
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Country:
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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
Response Style Extreme Responding
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.
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’.
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.
EXECUTIVE SUMMARY
Evaluation of Cognitive Abilities:
Values shown in above chart are sten scores
Low
(0 - 3)
Moderate
(4 - 6)
High
(7 - 10)
1. Evaluation of Cognitive Abilities:
7
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
(0 - 3)
Moderate
(4 - 6)
High
(7 - 10)
2. Work/Process Management:
3
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.
4
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.
6
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.
7
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.
3
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.
Evaluation of Behavioral Competencies
Customer Relationship Management:
Values shown in above chart are sten scores
Low
(0 - 3)
Moderate
(4 - 6)
High
(7 - 10)
3. Customer Relationship Management:
2
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.
3
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.
5
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.
Activity Log
Activity Log
18 Aug,2017
About the Report
This Report is generated electronically on the basis of the inputs received from the assessment takers. This Report including the AI flags that are generated in case of availing of proctoring services, should not be solely used/relied on for making any business, selection, entrance, or employment-related decisions. Mettl accepts no liability from the use of or any action taken or refrained from or for any and all business decisions taken as a result of or reliance upon anything, including, without limitation, information, advice, or AI flags contained in this Report or sources of information used or referred to in this Report.
