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Feedback report for
Example Candidate
For assessment: Demonstration Assessment
About your assessment

You completed an online assessment that measured the strengths/competencies that
are most important for success in role.

Unbiased insight into talent and potential

While you made decisions in the assessment, scoring was calculated based on
analysis of how you responded to each of the items presented.

This type of assessment is grounded in credible, peer-reviewed science with a
strong basis in evidence demonstrating it’s effectiveness. In addition to being
an accurate type of online assessment, it is also fair - delivering unbiased
assessment through use of real-time machine learning, which adapts the scoring
algorithms to account for individual differences in expressing decision
confidence. Everyone who completes the assessment benefits from personally
tailored scoring algorithms, aligned to ensure accuracy and fairness.
How to interpret this report

This report provides you with meaningful feedback to help you further understand
your own strengths, competencies, development areas, and weaknesses.

Accurate, not infallible

This type of assessment is generally accurate, however like any assessment tool
it is not infallible. You may disagree with some of the output. There may be
valid reasons why the outcome of the assessment does not truly reflect who you
are (for example, if you were distracted while completing the assessment).
Generally speaking, the more people pay attention and focus during the
assessment, as per the guidance offered when you take the assessment, the more
accurate the output is.

Enhancing your self-awareness

We strive to provide meaningful feedback as a tool for personal development.
Sometimes, assessments of the type you completed help people to better
understand themselves - and the type of work that you will enjoy. For example,
if you attain consistently low scores, it’s a sign you probably wouldn’t enjoy
the job itself, since these are strengths or competencies that are applied a lot
in the role.
Report contents

There are five sections providing insight into how you performed in the
assessment - total scores, strengths, competencies, development areas, and
weaknesses.

If you did not attain scores in one or more of these sections (for example, if
you scored highly across the board, and have many competencies/strengths areas
and no weaknesses/development areas), that information will be shared with you
and the respective sections of the report will be empty.

At the end of the report, there are hints and tips for how to further understand
and develop your natural strengths, and mitigate potential weaknesses.
Your total score
64/ 100

A score of 64/100 can be considered acceptable. The total score combines all of
the individual scores from each assessed item, and standardises them so that an
overall score can be expressed in an easy-to-digest format.

Generally speaking, scores of 80 or above are rare - because people typically
have a mixture of strengths, competencies, development areas, and weaknesses.

It’s worth bearing in mind that you will have many strengths that are not
measured by this assessment, which is aligned to what drives success in a
particular role and organisation. Each of us has a unique set of strengths we
can bring to bear in our lives, and we offer some tips to help you identify
these strengths at the end of this report.
Your score percentile

How have you performed relative to other people who have completed this
assessment? If there have been a minimum of 25 completions of this assessment,
the percentile band will tell you.

The percentile expresses how well you have performed relative to other people
who have completed the same assessment. For example, a percentile band of 30ᵗʰ
to 39ᵗʰ means that you have performed better than 30% of other candidates.

Percentiles can change as more people complete the assessment - the number could
go up or down as additional completion data is collected. Insufficient
completions to display percentile data
30ᵗʰ to 39ᵗʰ
Your strengths

Scores of 9 or higher represent what are likely to be genuine strengths - things
we’re good at doing, and enjoy applying in the workplace.

Strengths represent us at our peak - when applying strengths at work, research
has shown that people are more productive, happier, more engaged, and less
likely to leave or experience performance issues. In addition, people who use
their strengths at work are less likely to suffer from stress, poor health, or
mental illness.



9



10


10








Your competencies



7.5


7.5













Scores between 7.5 and 8.99 represent what are likely to be competencies - that
is, something that you are capable of doing well (quite literally, competently).

Competencies differ from strengths in that they may not be as fully developed,
or come as naturally as our true strengths. However, someone can still be
perfectly successful in their role when applying their competencies. Although,
if it’s a competency you don’t particularly enjoy applying, the job may feel
draining at times.
Your development areas

A score of 5 to 7.49 indicates something that is likely to be an area of
development. This may be because it is an activity that you are competent in but
which you dislike, or it may be your own judgement that this is an area where
you could further develop.

Generally speaking, when applying development areas at work people may find
progress somewhat slower, or the tasks more draining.



6.5




5.5







Your weaknesses



4.5

2






1.8










Scores under 5 represent likely weaknesses. That is, something that you would
generally prefer not to do, or that you feel unable to do well.

Although usually aligned with ability, it’s important to note that you may be
perfectly able to do something, but strongly dislike it, and would perform
poorly as a result. It’s generally a good idea to avoid applying weaknesses in
the workplace, as they are likely to lead to poor job performance and higher
levels of stress.
Hints and tips
Further understanding your own strengths

Research has shown that people who understand and use their strengths at work
are happier, more engaged, and enhance their productivity.

A strength can be considered as something you're both good at and enjoy doing.
The first step to understanding your own strengths is to identify them;

Ask your friends and family.

What do they know you for? What kind of activities do they see you enjoying and
gravitating towards? What are you known for being good at?

What gets done first?

Every day, we make choices about the activities we do – and the things we put
off until tomorrow. If you’re putting tasks off, even if you're good at doing
them, it's probably because you find them draining - these won’t be your
strengths. Identify the tasks you’re both good at, and enjoy doing.

When are you hyper-productive?

When we use our strengths, we can get 'lost in the moment’ and become extremely
productive. Time seems to pass quicker, we don’t get distracted, we focus and
get lots done. Identify those moments and think about what it is that you are
doing – they are more likely to be tasks that play into your strengths.

Mitigating your weaknesses

We all have weaknesses of some form or another - and you are likely to have
several weaknesses that were not measured in this assessment. You can mitigate
your weaknesses by understanding your strengths. When you have a clear idea of
your strengths, you can combine them to overcome potential weaknesses.

For example, people who struggle with data analysis may draw on other strengths
to help them succeed - such as collaboration, learning agility, or
conscientiousness. There are many paths to a successful outcome - and being
aware of your own strengths will assist you in navigating that path.

Thank you again for completing the assessment, we hope this feedback report has
been helpful and informative.