New Selection Sample Report

PROFILE:MATCH®

Selection Report

by Consultancy Ltd Ltd

by Psychological Psychological Consultancy PCL: Product Account Manager Sophie Sample [111971-30] [PMRQt64laH4] [07/06/2011 17:24:19] [EG]

© Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, TN4 8AS Telephone: 01892 559 540

PROFILE:MATCH®

Sophie Sample

Performance Focused Assessment ...........................................................................................................................................................................................................

This PROFILE:MATCH® report is based on the competencies identified as being important for high performance in the role of Product Account Manager at PCL. The rating for each of these competencies is based on Sophie Sample's responses to the PROFILE:MATCH® questionnaire. This is a psychometric questionnaire designed to assess the personality characteristics underpinning the competencies addressed by this report.

The Roots of High Performance PROFILE:MATCH® assesses a person's underlying temperament; whether, for example, they are outgoing or shy, risk-taking or cautious, passionate or unemotional. Such characteristics explain the consistencies in a person's behaviour and, ultimately, determine their suitability for particular kinds of employment. Of course, an individual's competence in their current role is based on many factors, including training and experience, but this assessment indicates to what extent an applicant's natural temperament matches the requirements of the job, and to what extent they might need to moderate, control or develop their natural temperament in order to succeed.

PROFILE:MATCH® in Context It is important to appreciate that there are just THREE sources of information on which to evaluate levels of competence for 'people decisions' such as hiring, promotion or team building; these are observation, documentation and formal assessment.

1. OBSERVATION This includes any opportunity for direct observation of the candidate. Examples might be interviews, assessment/development centres and, in respect of internal candidates, the accumulated experience of that person in their present post.

2. DOCUMENTATION This includes any written material about the candidate. Examples are CVs, application forms, job history, references and proof of qualifications.

3. FORMAL ASSESSMENT PROFILE:MATCH® falls into this category. This source of information would also include psychometric tests of ability such as Critical Reasoning, other personality questionnaires, and skills tests to assess, for example, keyboard skills or literacy.

All three of these categories of information about candidates are important and compliment one another to build a robust picture of the individual under consideration, but none are 100% reliable. The best way to ensure that people decisions are well informed is to take care to achieve the best available information from each of these three types of enquiry.

PROFILE:MATCH® is an automated expert system based on state-of-the art personality assessment. The interpretation of each candidate's questionnaire responses is based on accumulated research findings and the expertise of personality psychologists. The content of this report will be consistent with that typically provided by assessment professionals, and in some respects, it will be superior. This is because the process of profile interpretation used in PROFILE:MATCH® is based on mathematical algorithms. These capture the complex relationships between personality and competency, an approach that makes these ratings 100% consistent, objective and precise. A PROFILE:MATCH® report will generally be true for most individuals but, given the extraordinary variability of our species, there will always be occasional exceptions. For this reason it is important to take all three of the available sources of information described above into consideration when making selection decisions.

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PROFILE:MATCH®

Sophie Sample

® - Sophie Sample's profile PROFILE:MATCH ...........................................................................................................................................................................................................

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Validity of these results Sophie Sample endorsed 9 items on the PROFILE:MATCH® Consistency scale. This score indicates that the profile is valid and interpretable.

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PROFILE:MATCH速

Sophie Sample

Competencies ...........................................................................................................................................................................................................

Attention to Detail Having a concern for detail in the planning and execution of tasks. High ratings for this competency identify those that are quick to spot errors and inconsistencies. Such people have a desire for perfection, are particularly detail conscious, have high standards and a deep concern to avoid error.

Commitment This is concerned with a readiness to identify with the organisational objectives and values, a determination to make one's mark, and a desire to achieve high standards. Such people are good 'organisational citizens' who comply with the expectations and procedures that define an organisation's culture.

Creative Being curious, creative, imaginative and having lots of ideas. Such people tend to be resourceful problem solvers who are willing to constructively challenge the status quo in pursuit of improvements in organisational productivity and efficiency.

Delegating This competency requires an appreciation of the need to provide people with appropriate challenges, combined with a willingness to 'let go' and to allow them to take personal responsibility. High scorers will recognise the need for clarity about who is responsible to whom and for what.

Flexibility The ability to adapt to the unexpected and to welcome variety and change in one's work. Having an awareness of the need for change when the established procedures are not working and to welcome the views of others and to be open to advice from a wide range of sources.

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Attention to Detail

COMPETENCY DEFINITION This competency is concerned with being attentive to detail in the planning and the execution of tasks. Individuals who are a good fit with this competency take great care with tasks and have a respect for craftsmanship, for doing things properly and for complying with policies and procedures. They have a single-minded focus on the task in hand and would be quick to spot errors and inconsistencies. Their high standards are rooted in a desire for order and for perfection, and a deep concern to avoid error.

COMPETENCY RATING

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SOPHIE'S PROFILE Exacting: Sophie is probably as thorough and as organised as most other people and will probably be concerned about the quality and the detail of her work, but without being a perfectionist. Probably reasonably attentive to detail, Sophie may need to make more effort than most to sustain a consistent level of high performance.

Compliant: Sophie is probably quite individualistic in her outlook, risk-taking and dismissive about 'petty rules and regulations'. Depending on the context, Sophie may view compliance with workplace expectations as restricting and compromising her position. A particular effort may be required for Sophie to accept the discipline of working consistently to detailed requirements.

Focused: Sophie is likely to have wide interests and a vivid imagination. Such people have highly active mental lives that would disrupt the concentration and focus implied by this competency. If Sophie is a big-picture person, capable of operating at a highly conceptual level, she will always have speculative questions about any tasks that she is involved in and this would be distracting when working on routine, repetitive, detailed asignments.

Needs Variety: Because they are curious and imaginative, people with profiles like Sophie's will be very easily bored and will easily lose concentration with repetitive, attention-to-detail tasks. Sophie probably has a strong preference for more varied and stimulating roles.

AREAS TO EXPLORE FURTHER Does she sometimes experience organisational rules or procedures as irksome?

Have there been times when her individualism stood in the way of making a success of a job, or prevented her from doing things that she might have enjoyed or been good at?

Does Sophie easily become bored and lack the vigilance and concentration required for close attention to detail over any sustained period?

Further reassurance on these points may be needed from other sources, such as interview, work history or CV.

Sophie Sample

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PROFILE:MATCHÂŽ

Commitment

COMPETENCY DEFINITION This competency is concerned with the readiness to identify with the objectives and values of an organisation, to be an energetic and ambitious employee who works to high standards and does things 'by the book'. High ratings distinguish those looking for deeper involvement in their job than those who view it as a simple 'work for hire' arrangement. Such people like to feel that they belong and are ready to make a commitment. Implicit in this will be an expectation that, in their turn, they will be valued and respected by the employing organisation.

COMPETENCY RATING

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SOPHIE'S PROFILE Conforming: Within more conventional organisations, commitment implies a restrained and measured approach.

However, Sophie is likely to be quite spontaneous and impulsive. Such people will sometimes push the limits and take risks. Perhaps rather non-conformist, Sophie may prefer relaxed, easy-going situations where there are few restraints.

Loyal: Quite single-minded and attached to her own points of view and her own ways of doing things, Sophie may tend to challenge convention or be dismissive of established practices. For such people, there will only be very particular situations where they would aspire to become loyal and dutiful employees.

Methodical: Sophie is probably about as thorough and organised as most other people. She should generally be happy to comply with rules or procedures, but without being pedantic. Although pride in her work may not always be her major consideration, she should be reasonably committed to meeting required standards.

Assertive: Sophie seems competitive and enthusiastic, suggesting that she would want to be a lead player. Such people have the desire to take on responsibilities, to take charge of situations and to demonstrate their initiative.

They will often be very confident in their area of expertise and committed to improving their position and status in life. It seems that Sophie would be purposeful in pursuing her personal goals and in pursuing the goals of the organisation.

AREAS TO EXPLORE FURTHER Might she lack commitment to company procedures or regulations?

Could she be impulsive, unrestrained and difficult to supervise?

Further reassurance on these points may be needed from other sources, such as interview, work history or CV.

Sophie Sample

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PROFILE:MATCHÂŽ

Creative

COMPETENCY DEFINITION This competency is concerned with being curious and having lots of ideas - being a resourceful problem solver. It relies on an ability to make unusual, or even improbable, associations and to apply these to the conception of alternative strategies and solutions. Such people are divergent thinkers who allow their line of thought to move into previously unconsidered areas. While convergent strategies zoom in to a single best solution, divergent strategies zoom out to open things up and to bring in new perspectives and new material.

COMPETENCY RATING

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SOPHIE'S PROFILE Imaginative: Sophie seems to be highly imaginative; an 'ideas person' capable of making a significant contribution to problem solving and innovation. She is likely to be curious about processes and procedures, prepared to question the status quo and to seek alternative solutions. This big-picture approach should open up discussion with varied new perspectives and make a radical contribution to debate.

Driven and Enthusiastic: Whether or not Sophie is imaginative, creativity requires drive and determination to bring ideas to fruition. Sophie is likely to enjoy competitive situations and the opportunity to put her talents to the test so she should be energetic in pursuit of her goals. Her energy and ambition are likely to be reflected in her determination to make a success of her contributions to any projects.

Individualistic: Creative people are often individualistic. Being compliant by nature, as opposed to being challenging and freethinking, may put a brake on innovation - even when someone is imaginative. However, Sophie appears to be independent and freethinking and is probably quite impulsive and spontaneous. She should be prepared to challenge established procedures and to embrace change and innovation.

AREAS TO EXPLORE FURTHER Does Sophie have so many ideas that she has difficulty in making decisions and bringing any one of them to fruition?

Are some of her ideas too radical, impractical or obscure to be constructive?

Further reassurance on these points may be needed from other sources, such as interview, work history or CV.

Sophie Sample

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PROFILE:MATCHÂŽ

Delegating

COMPETENCY DEFINITION Delegation is a key aspect of talent management, defining the working relationships that distribute responsibilities throughout the organisation. Effective delegation requires that tasks are dealt with by the most suitable individuals available. This may mean letting go of cherished responsibilities and appreciating the capabilities of others and their need to be set appropriate challenges. At an organisational level, this competency recognises that success requires effective talent management and clarity about who is responsible to whom and for what.

COMPETENCY RATING

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SOPHIE'S PROFILE Vigilant: Sophie is probably as thorough and as organised as most people. She will probably be concerned, but not obsessional, about the quality and detail of her work. She should be as happy as most to let go of a project and to delegate responsibilities, relying on others without feeling the need to oversee everything very closely.

Organised: In terms of the method and clarity with which responsibilities are delegated, Sophie is probably not very organised. She appears quite an impulsive, spontaneous person who may prefer thinking on her feet to bureaucratic routines.

Compliant: Individualistic in their outlook, people with this profile would probably delegate according to their own understanding rather than following traditional or established practices. This approach may be most effective in fast-moving environments where flexibility is more important than structure or continuity.

Equitable: People like Sophie are likely to feel strongly about things and to react to events in ways that can be rather emotional and unpredictable. Depending on the pressures of the moment, she may vary between being positive and enthusiastic and being edgy or irritable. These characteristics are likely to surface in Sophie's dealings with subordinates and her delegating style, potentially making her changeable and erratic.

AREAS TO EXPLORE FURTHER Sophie met each of the requirements for this competency to some degree and no particular concerns were identified.

Sophie Sample

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PROFILE:MATCHÂŽ

Flexibility

COMPETENCY DEFINITION This competency is concerned with having the capacity to cope with the unexpected. Candidates receiving a high rating are likely to appreciate when established or traditional approaches no longer work and may be due for review. Such people will recognise the need for re-organisation, whether they are a proponent or are on the receiving end of change. They welcome the views of others and are receptive to learning and to new ideas from a wide range of sources. They have the ability to adapt and welcome variety in their work.

COMPETENCY RATING

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SOPHIE'S PROFILE Imaginative: Imagination makes a contribution to flexibility through one's curiosity and the vision to consider how things might be different. Sophie seems highly imaginative. She is likely to be considered a creative 'ideas person' - someone who is capable of making a significant contribution to workplace change and innovation.

Needs Variety: Sophie will be open to experience and stimulated by innovation. Her big-picture approach will contribute new and radical perspectives to any debate. These are characteristics that will contribute significantly to her flexibility and attitude to change.

Predictable: Sophie is likely to be a bit unpredictable. She is quite impulsive and spontaneous and may be somewhat erratic in her performance. She will probably enjoy any diversions and changes from routine but may push the limits in challenging the particular change of course required.

Individualistic: Sophie will readily confront established procedures when she feels they are ineffective or unjust.

Her unconventional approach will work best within environments or roles where individualism is appreciated.

Although willing to challenge convention, her flexibility may be restricted by this personal agenda.

Resilience: Whether or not she is herself impulsive, Sophie is likely to perform best when her situation is predictable and may not cope well with prolonged periods of uncertainty. She may easily be unsettled when events or schedules are disrupted and have difficulty in concealing any negative feelings.

AREAS TO EXPLORE FURTHER Might she be unsettled by change, needing time to adjust, to regain her equilibrium and to become calm and rational?

Further reassurance on these points may be needed from other sources, such as interview, work history or CV.

Sophie Sample

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PROFILE:MATCH速

Sophie Sample

Interview Guide ...........................................................................................................................................................................................................

The following questions were raised by this PROFILE:MATCH速 assessment, although some may not be particularly relevant for the specific job you have in mind. Where they are, however, you are encouraged to take any other available information into account and to use this summary as a prompt for competency based interview questions.

Attention to Detail Does she sometimes experience organisational rules or procedures as irksome?

Have there been times when her individualism stood in the way of making a success of a job, or prevented her from doing things that she might have enjoyed or been good at?

Does Sophie easily become bored and lack the vigilance and concentration required for close attention to detail over any sustained period?

Commitment Might she lack commitment to company procedures or regulations?

Could she be impulsive, unrestrained and difficult to supervise?

Creative Does Sophie have so many ideas that she has difficulty in making decisions and bringing any one of them to fruition?

Are some of her ideas too radical, impractical or obscure to be constructive?

Flexibility Might she be unsettled by change, needing time to adjust, to regain her equilibrium and to become calm and rational?

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