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Submission: On November 02 via manual from GB — Scanned from GB
Submission: On November 02 via manual from GB — Scanned from GB
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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.