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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.
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).
Flexibility: Should learn to be flexible and accepting of new experiences and changes in the organization, and make efforts to be resourceful during change.
Relationship Skills: Should develop more cooperative and supportive relationships with other people.
Self-Awareness: Needs to make more of an effort to understand one's strengths and developmental needs.
Somewhat likely to recognize and understand others' needs and feelings. Moderately likely to be considerate of others’ feelings when making decisions and may occasionally assess people's motivations and passions accurately. Moderately likely to be understanding of the issues or problems that others are suffering from.
Somewhat likely to help out people resolve their conflicts. May at times be able to identify and manage potential disagreements to prevent conflicts. May sometimes be able to take appropriate and immediate action to resolve misunderstandings among employees. Moderately likely to be understanding and considerate towards others who might be different from oneself. Moderately likely to respect and express positive feelings towards people from diverse backgrounds in terms of age, gender, religion, political views etc.
Somewhat likely to ensure team spirit and coordination among team members. Moderately likely to recognize strengths and areas of development of each team member and may at times provide constructive feedback to them. May at times help team members realize their full potential and may sometimes create opportunities for them to demonstrate their talent and improve their skills. Somewhat likely to share one's knowledge and expertise openly, with a view to develop others.
May occasionally be able to identify and utilize the factors that might influence others to take a particular action, and may at times be able to work towards a win-win solution for all parties involved while negotiating. Moderately likely to leverage one's position to make the outcomes favorable to oneself, one's team and the organization. May at times be able to convince others of one's thoughts and viewpoints by providing necessary arguments. Somewhat likely to come across as an assertive individual and may at times be able to stand strong and rooted about ones' viewpoints.
Moderately likely to be interested in socializing and building relationships to develop work opportunities. Somewhat likely to effectively gather information and resources from internal and external sources to ensure that tasks are completed efficiently. Somewhat likely to be approachable and may maintain contact with immediate stakeholders on an occasional basis.
Somewhat likely to be a good team player and may at times be able to maintain harmonious and pleasant relationships with team members. Moderately likely to work cooperatively and collaboratively with others, with a somewhat positive approach towards achieving common goals. Somewhat likely to offer help to others without being asked to.
Less likely to respond to changes in the organization with a positive outlook. Not very likely to work on tasks with enthusiasm, even when situations and goals are dynamic in nature. Less likely to be resourceful during change, rarely contributing in making the change effective. May not always be appreciative of new ideas which can contribute positively to the working environment.
Somewhat likely to regularly reflect on one's achievements and failures in order to understand the gaps in one's skill sets. Moderately likely to have the ability to understand one's strengths and areas of development. May occasionally recognize various emotions that one feels, and may at times understand the reasons behind the same.
Somewhat likely to believe that one has the abilities to successfully accomplish tasks that one sets out to do. Moderately likely to be confident of one's skills and capabilities and may at times easily work on tasks and assignments without any supervision. May sometimes come across as an independent and self-assured individual.
Somewhat likely to set high standards for self and others and may at times be intrinsically motivated towards achieving challenging goals and targets. Moderately likely to project a responsible and persistent attitude when working towards goals. May occasionally demonstrate passion towards supporting the organization's strategic plan, by maintaining optimal performance standards for oneself and others.
Moderately likely to display emotional resilience and may at times deal effectively with pressure by being calm and poised. Somewhat likely to maintain optimal performance despite difficult situations. Moderately likely to use appropriate coping strategies to deal with workplace stress.
Somewhat likely to appear as a happy and cheerful person to others. May occasionally feel positive and upbeat about one's situation. Somewhat likely to be high spirited and act as a beacon of positivity to others. Somewhat likely to take pride in one's job and derive good meaning and satisfaction from it.