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Please click below for our brand new style
reports!!
Report content needs to provide instant answers to questions you may have
after the initial
interview process. The detailed reports will enable the interviewer to focus
on key areas, as you move the final interview stage.
The
Word Survey report contains the following
key aspects, and broken up into 3 areas
(
download a PDF generic Word Survey
report
)
,
with section E providing focused questions based on report feedback, to be
used in the interview process
Download example of Job Fit Interview guide report
, comparing a Job survey to a
candidates results - here
The key segments of the report are as follows:
Understanding :
The Profile - section A
This graph provides trained
interpreters with a visual picture of her temperament/behaviour pattern
illustrating her natural style of behaviour and noting any changes she may
be making to it because of her current situation.
Interpretation Report - section B
Use this report for a
comprehensive and fundamental understanding of the potential assets she
brings to a job, possible areas for development/concern and an indication of
her adjustment to her current situation.
Leadership Profile - section C
A summary of her likely behaviour
in a leadership role, use this report if she is currently in or is an
applicant for a leadership position in your company or if she may be
required to assume leadership responsibilities from time to time (e.g.,
projects, meetings, special assignments, etc.).
Selling Style Report - section D
A summary of her likely behaviour
in a sales role, use this report if she is currently in or is an applicant
for a sales role in your company or if, in her current role, she is expected
to sell her ideas or solutions, persuade others to her point of view, etc.
Recruiting Promoting
(
key section for the interview process - see some examples below)
Interviewing Questions -
section E
Behaviourally based Interviewing
Questions, use these questions to probe into her past, on-the-job behaviours
to allow you to predict her future on-the-job behaviours.
Managing / Coaching Tips for their direct
Manager
Management Overview - section F
Use this report on a regular
basis as a quick reminder of her profile � but be sure to study the other,
fuller reports before giving feedback or making any decisions.
Motivating Factors - section G
Use this report to understand her
inner needs in order to assess whether they are being met in her current job
or if they would realistically be met in a potential new role.
Strategies for Coaching and
Developing - section H
Use this report for guidance on
how to work with her effectively. If you have a copy of your own Do's and
Don'ts, comparing your expectations to hers will be especially enlightening.
Developmental Learning Style
Report - section I
To select the best training
approach, use this report if you are training her on a one-to-one basis or
are considering formal training courses for her. During her first few weeks
on the job, understanding and using this report can make the induction
process go much more smoothly.
Team Approach - section J
Use this report to understand how
she works in a team. If she is currently on your team and you can compare
this report with the Team Approach Reports of other members of your team,
this will add considerably to your understanding of your team's current
dynamics. If she is an applicant, use this report to see how her style might
impact those dynamics.
Example questions
from section E of the report
- What was the toughest decision you ever had to make? Why was it so
tough?
- Tell me about the most restrictive environment you ever worked in.
| (positive
examples) Has he displayed a tendency to think for himself? Has he
been able to overcome resistance and express his views without
alienating others? Has he made some tough decisions? Has he shown
initiative? |
(negative
examples) Has he had problems working towards and accepting a
compromise solution? Has he bent the rules occasionally? Has he had
difficulty with follow-through? Has he come across as opinionated?
|
- Tell me about a recent accomplishment where your people skills were
really put to the test.
- Sometimes we're left "out of the loop". Tell me about a recent
situation where you felt like that.
| (positive
examples) Has he shown good communication skills? Has he a history
of accentuating the positive? Has he handled people problems tactfully
and co-operatively ? Has he built good relationships with his boss and
colleagues? |
(negative
examples) Has he made poor choices because of a "gut-level"
feeling? Has he had difficulty maintaining his objectivity? Has he had
problems listening? Has he had trouble making unpopular decisions or
addressing unpleasant situations? |
- Sometimes a unilateral decision can cause problems. Tell me about a
decision you made recently that required you build consensus first.
- Tell me about a Manager you didn't always see eye-to-eye with. In your
opinion, how could he or she have changed to do a better job?
| (positive
examples) Has he a history of making careful decisions? Has he put
company/team goals at the forefront? Has he responded well to direction?
Has he avoided conflict with others? Has he tried to reach consensus
before proceeding? |
(negative
examples) Has he been slow to make decisions without management
support? Has he been reluctant to offer suggestions that would challenge
current viewpoints? Has he avoided confrontational situations? Does he
defer to others? |
- Tell me about a recent assignment or project at work that demonstrated
the standards you've set for yourself and your work.
- Tell me about a time when you had to stay positive to get a project
completed, despite obstacles?
| (positive
examples) Has he maintained a positive, optimistic outlook? Is he
self-confident and do his achievements support this confidence? Has he
set high personal standards? Has he remained ethical in trying
circumstances? |
(negative
examples) Has he shown hesitation and doubt in his own abilities?
Is he openly critical of previous employers and co-workers? Has he cut
corners to get things done? Is he distrustful of others' motivations?
|
- Can you tell me about a time when you've had to make a sacrifice that
had little reward in the short-term?
- Tell me about a time when you received criticism that you felt was
unjust. What did you do?
| (positive
examples) Has he employed a common sense approach? Has he accepted
responsibility for both good and bad? Has he learned from his mistakes?
Has he foregone short-term rewards for longer term benefits? Does he
share credit? |
(negative
examples) Has he acted with little forethought? Has he shown a
lack of self discipline? Does he blame others? Has he made bad judgement
calls? Does he rationalise? Does he refuse to admit it when he is wrong?
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