profiles arabia product overview
DESCRIPTION
TRANSCRIPT
TALENT JOB FITTALENT JOB FITPSYCHOMETRIC MeasurementPSYCHOMETRIC Measurement
Mohamad ShurrabCo-Founder & Managing Partner
Profiles International Assessment Suite
Real-Life ExamplesReal-Life ExamplesPSYCHOMETRIC TESTPSYCHOMETRIC TEST
ProfilesXT sample for Finance Director
Samples of XT patterns
PROFILES XTPROFILES XT
1 2 3 4 5 6 7 8 9 10Learning Index
Verbal Skills 1 2 3 4 5 6 7 8 9 10
Verbal Reasoning 1 2 3 4 5 6 7 8 9 10
Numerical Ability 1 2 3 4 5 6 7 8 9 10
Numerical Reasoning 1 2 3 4 5 6 7 8 9 10
Job Pattern
Learning Index: An index of expected learning, reasoning and problem solving potential.
Verbal Skills: A measure of verbal skill through vocabulary
Verbal Reasoning: Using words as a basis in reasoning and problem solving.
Numerical Ability: A measure of numeric calculation ability.
Numerical Reasoning: Using numbers as a basis in reasoning and problem solving.
1 2 3 4 5 6 7 8 9 10Learning Index
Verbal Skills 1 2 3 4 5 6 7 8 9 10
Verbal Reasoning 1 2 3 4 5 6 7 8 9 10
Numerical Ability 1 2 3 4 5 6 7 8 9 10
Numerical Reasoning 1 2 3 4 5 6 7 8 9 10
Job Pattern – Finance Director
Learning Index: An index of expected learning, reasoning and problem solving potential.
Verbal Skills: A measure of verbal skill through vocabulary
Verbal Reasoning: Using words as a basis in reasoning and problem solving.
Numerical Ability: A measure of numeric calculation ability.
Numerical Reasoning: Using numbers as a basis in reasoning and problem solving.
1 2 3 4 5 6 7 8 9 10Learning Index
Verbal Skills 1 2 3 4 5 6 7 8 9 10
Verbal Reasoning 1 2 3 4 5 6 7 8 9 10
Numerical Ability 1 2 3 4 5 6 7 8 9 10
Numerical Reasoning 1 2 3 4 5 6 7 8 9 10
Job Pattern – Mr. Abc
5
7
4
The Pattern
Within the Pattern
Out of the Pattern
He communicates above the level of others. He needs to
actively listen to communicate at others level. He feels better than others in communication.
Using numbers, even under stress he can take decisions with no error;
however he is not patient with others. He might be frustrated due to that and needs to be more understanding with
others.
1 2 3 4 5 6 7 8 9 10Energy Level
Assertiveness 1 2 3 4 5 6 7 8 9 10
Sociability 1 2 3 4 5 6 7 8 9 10
Manageability 1 2 3 4 5 6 7 8 9 10
Attitude 1 2 3 4 5 6 7 8 9 10
Job Pattern
Decisiveness 1 2 3 4 5 6 7 8 9 10
Accommodating 1 2 3 4 5 6 7 8 9 10Independence 1 2 3 4 5 6 7 8 9 10
Objective Judgment 1 2 3 4 5 6 7 8 9 10
Job Pattern
Energy Level – Tendency to display endurance and capacity for a fast pace.
Assertiveness – Tendency to take charge of people and situations. Leads more than follows.
Sociability – Tendency to be outgoing, people-oriented and participate with others.
Manageability – Tendency to follow policies, accept external controls and supervision and work
within the rules.
Attitude – Tendency to have a positive attitude regarding people and outcomes.
Decisiveness – Uses available information to make decisions quickly.
Accommodating – Tendency to be friendly, cooperative, agreeable. To be a team person.
Independence – Tendency to be self-reliant, self-directed, to take independent action and make own
decisions.
Objective Judgment – The ability to think clearly and be objective in decision-making.
1 2 3 4 5 6 7 8 9 10Energy Level
Assertiveness 1 2 3 4 5 6 7 8 9 10
Sociability 1 2 3 4 5 6 7 8 9 10
Manageability 1 2 3 4 5 6 7 8 9 10
Attitude 1 2 3 4 5 6 7 8 9 10
Job Pattern – Finance Director
Decisiveness 1 2 3 4 5 6 7 8 9 10
Accommodating 1 2 3 4 5 6 7 8 9 10Independence 1 2 3 4 5 6 7 8 9 10
Objective Judgment 1 2 3 4 5 6 7 8 9 10
1 2 3 4 5 6 7 8 9 10Energy Level
Assertiveness 1 2 3 4 5 6 7 8 9 10
Sociability 1 2 3 4 5 6 7 8 9 10
Manageability 1 2 3 4 5 6 7 8 9 10
Attitude 1 2 3 4 5 6 7 8 9 10
Decisiveness 1 2 3 4 5 6 7 8 9 10
Accommodating 1 2 3 4 5 6 7 8 9 10Independence 1 2 3 4 5 6 7 8 9 10
Objective Judgment 1 2 3 4 5 6 7 8 9 10
Job Pattern – Mr. Abc
5 The Pattern 7 Within the Pattern 4 Out of the Pattern
He is more individualistic than a team player; encourage him setting individual goals that reward the group. He might be frustrated by
others perspectives when in a group. He need training in stress management and tolerance.
1 2 3 4 5 6 7 8 9 10Enterprising
Financial/Admin 1 2 3 4 5 6 7 8 9 10
People Service 1 2 3 4 5 6 7 8 9 10
Technical 1 2 3 4 5 6 7 8 9 10
Mechanical 1 2 3 4 5 6 7 8 9 10
Job Pattern – Finance Director
Creative 1 2 3 4 5 6 7 8 9 10
Top Three Interests for this Position
Lowest Three Interests for this Position
Enterprising – Indicated interest in activities associated with persuading others and presenting
plans.
Financial/Admin – Indicated interest in activities such as organizing information or business
procedures.
People Service – Indicated interest in activities such as helping people and promoting the welfare
of others.
Technical – Indicated interest in scientific activities, technical data and research.
Mechanical – Indicated interest in working with tools, equipment and machinery.
Creative – Indicated interest in activities using imagination, creativity and original ideas.
Job Pattern – Finance Director
1 2 3 4 5 6 7 8 9 10Enterprising
Financial/Admin 1 2 3 4 5 6 7 8 9 10
People Service 1 2 3 4 5 6 7 8 9 10
Technical 1 2 3 4 5 6 7 8 9 10
Mechanical 1 2 3 4 5 6 7 8 9 10
Job Pattern – Mr. Abc
Creative 1 2 3 4 5 6 7 8 9 10
Top Three Interests for this Position
Lowest Three Interests for this Position
Indicate the three highest interests of this individual.5Distortion
1-4 Ignore Report5-6 Do further probing
7-9 Good Report
Job Summary Graph
Graph Report
Job Profile Summary Report
Placement Report
Coaching Report
Succession Planning Report
Candidate Matching Report
Job Analysis Report
Individual Report
Types of reports generated
Confidential Placement Report
for
Sample Candidate
Customer Service Representative
Saturday, January 4, 2003
Profiles International, Inc. Souks Consulting
Office No. 611, 6th Floor Al Akaria Bldg. No. 3, Olaya Road Riyadh, Kingdom of Saudi Arabia
Pattern Date: 1/4/2003 12:12:05 PM
Profile for Thinking Style
The Darker shading represents the Job Match Pattern for the role of Customer Service Representative. The larger box indicates this individual’s score.
Learning Index – An index of expected learning, reasoning and problem solving potential.
1 2 3 4 5 6 7 8 9 10
Verbal Skill – A measure of verbal skill through vocabulary.
1 2 3 4 5 6 7 8 9 10
Verbal Reasoning – Using words as a basis in reasoning and problem solving.
1 2 3 4 5 6 7 8 9 10
Numerical Ability – A measure of numeric calculation ability.
1 2 3 4 5 6 7 8 9 10
Numeric Reasoning – Using numbers as a basis in reasoning and problem solving.
1 2 3 4 5 6 7 8 9 10
81% match with Thinking Style Pattern for the Customer Service Representative position.
Sample Candidate has a 74% overall match for the Customer Service Representative position.
Profile for Behavioral Traits
Energy Level – Tendency to display endurance and capacity for a fast pace.
1 2 3 4 5 6 7 8 9 10
Assertiveness – Tendency to take charge of people and situations. Leads more than follows.
1 2 3 4 5 6 7 8 9 10
Sociability – Tendency to be outgoing, people-oriented and participate with others.
1 2 3 4 5 6 7 8 9 10
Manageability – Tendency to follow policies, accept external controls and supervision and work within the rules.
1 2 3 4 5 6 7 8 9 10
Attitude – Tendency to have a positive attitude regarding people and outcomes.
1 2 3 4 5 6 7 8 9 10
Decisiveness – Uses available information to make decisions quickly.
1 2 3 4 5 6 7 8 9 10
Accommodating – Tendency to be friendly, cooperative, agreeable. To be a team person.
1 2 3 4 5 6 7 8 9 10
Independence – Tendency to be self-reliant, self-directed, to take independent action and make own decisions.
1 2 3 4 5 6 7 8 9 10
Objective Judgment – The ability to think clearly and be objective in decision-making.
1 2 3 4 5 6 7 8 9 10
61% Behavioral Traits Pattern match for the Customer Service Representative position.
Sample Candidate has a 74% overall match for the Customer Service Representative position. The Distortion Scale Score on this assessment is 9. The Distortion Scale deals with how candid and frank the respondent was while taking this assessment. The range for this scale is 1 to 10, with higher scores suggesting greater candor.
Profile for Interests For the Job Match Pattern under consideration, the top three interests in descending order are: Enterprising, Financial/Admin and People Service. The other three interests have no impact on this position. The top three interests for Candidate in descending order are: Enterprising, People Service and Creative. Ms. Sample shares two of these interest areas: Enterprising and People Service
Top three Interests for this position
Enterprising – Indicated interest in activities associated with persuading others and presenting plans.
1 2 3 4 5 6 7 8 9 10
Financial/Admin – Indicated interest in activities such as organizing information or business procedures.
1 2 3 4 5 6 7 8 9 10
People Service – Indicated interest in activities such as helping people and promoting the welfare of others.
1 2 3 4 5 6 7 8 9 10
Interests not relevant to this Position Creative – Indicated interest in activities
using imagination, creativity and original ideas.
1 2 3 4 5 6 7 8 9 10
Technical – Indicated interest in scientific activities, technical data and research.
1 2 3 4 5 6 7 8 9 10
Mechanical – Indicated interest in working with tools, equipment and machinery.
1 2 3 4 5 6 7 8 9 10
When the top three interests are in common, the Job Match Percentage is greater than if there are fewer than three in common.
Sample Candidate has an 86% match with Interest Pattern for the Customer Service
Representative position.
Sample Candidate has an overall match of 74% for the Customer Service Representative position.
Sample Candidate scored outside the position match pattern in the following areas. When interviewing Sample Candidate, you should consider the following information: THINKING
Job Pattern 5-7 Score 3
On the Verbal Skill scale Ms. Sample is below the designated Profile for this Job Match Pattern. This suggests that her ability to use a thorough vocabulary is less than the position typically requires and that she could have a problem with communicating ideas and concepts. Discussions with her should explore the possibility that for Ms. Sample, the position may be overly challenging and could lead to frustration and a reduction in her level of performance. Some people read well but don't always remember what they have read. Do you ever
experience this type of situation? How do you deal with it? Have you ever had someone become upset because you needed instructions repeated?
How have you dealt with such a situation? How often do you read instructions or memos and have difficulty understanding what they
mean? Give some examples.
Verbal Skill – A measure of verbal skill through vocabulary.
1 2 3 4 5 6 7 8 9 10
Job Pattern 3-6 Score 7
On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This suggests that her ability to analyze data as part of the decision making process is greater than the position typically requires and that she may not be sufficiently challenged to maintain her interest and/or level of performance. Describe your methods for expressing complex numerical concepts to those with less
training; how frustrating can this be for you? When discussing trends, production values or finances do you seem to understand the
conclusions more quickly than the other people involved? Describe a situation when this happened.
Have you ever drawn conclusions based on numbers, graphs or figures that were quite obvious to you, but others had a hard time following? Describe an example.
When making budgetary decisions, can you rapidly see where resources can be reallocated or redistributed?
Numeric Reasoning – Using numbers as a basis in reasoning and problem solving.
1 2 3 4 5 6 7 8 9 10
Placement Report(for recruitment)
June 16, 2009 Sample Candidate The Total Person
Job Pattern 3-6 Score 7
On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This suggests that her ability to analyze data as part of the decision making process is greater than the position typically requires and that she may not be sufficiently challenged to maintain her interest and/or level of performance. Describe your methods for expressing complex numerical concepts to those with less
training; how frustrating can this be for you? When discussing trends, production values or finances do you seem to understand the
conclusions more quickly than the other people involved? Describe a situation when this happened.
Have you ever drawn conclusions based on numbers, graphs or figures that were quite obvious to you, but others had a hard time following? Describe an example.
When making budgetary decisions, can you rapidly see where resources can be reallocated or redistributed?
Numeric Reasoning – Using numbers as a basis in reasoning and problem solving.
1 2 3 4 5 6 7 8 9 10
Confidential Coaching Report
for
Sample Candidate
Customer Service Representative
Monday, January 6, 2003
Profiles International, Inc. Souks Consulting
Office No. 611, 6th Floor Al Akaria Bldg. No. 3, Olaya Road Riyadh, Kingdom of Saudi Arabia
Pattern Date: 1/4/2003 12:12:05 PM
Coaching Comments Sample Candidate scored outside the position match pattern in the following areas. When working with Sample Candidate, you might consider the following: THINKING
Job Pattern 5-7 Score 3
On the Verbal Skill scale Ms. Sample is below the designated Profile for this Job Match Pattern. This suggests that her ability to use a thorough vocabulary is less than the position typically requires and that she could have a problem with communicating ideas and concepts. Discussions with her should explore the possibility that for Ms. Sample, the position may be overly challenging and could lead to frustration and a reduction in her level of performance. Practice patience and acceptance when communicating with Ms. Sample, who requires
instruction to be concrete and succinct. Do not become lost in your instructions with her, follow a straightforward and structured
line of communication. When giving verbal instruction to her do not make the communication too lengthy. Break
down complex instructions into individual goals. Have her report back to you after accomplishing one goal to receive the next one. Be very procedural.
To achieve the best results from communications with Candidate, review instructions after they have been given, focusing on a step-by-step understanding of the information.
Verbal Skill – A measure of verbal skill through vocabulary.
1 2 3 4 5 6 7 8 9 10
Coaching Comments
Job Pattern 3-6 Score 7
On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This suggests that her ability to analyze data as part of the decision making process is greater than the position typically requires and that she may not be sufficiently challenged to maintain her interest and/or level of performance. To avoid miscommunications, when Candidate is expressing complex numerical
information, coach her on proper communication techniques that emphasize a common level of expression.
Ms. Sample is far more proficient in processing numerical information, than is required for this position. She may experience frustration if not sufficiently challenged, but if little opportunity exists to practice this skill, then focusing on her motivational level may be appropriate.
Ms. Sample is very capable at assimilating data to make decisions, but may be frustrated by a lack of challenge in this area. Address frustrations and provide ways to challenge her abilities.
When making budgetary decisions, Candidate can rapidly see where resources can be reallocated or redistributed, but may require outside assignments to make use of this ability and avoid a lack in motivation.
Numeric Reasoning – Using numbers as a basis in reasoning and problem solving.
1 2 3 4 5 6 7 8 9 10
Coaching Report
Coaching Comments
Job Pattern 3-6 Score 7
On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This suggests that her ability to analyze data as part of the decision making process is greater than the position typically requires and that she may not be sufficiently challenged to maintain her interest and/or level of performance. To avoid miscommunications, when Candidate is expressing complex numerical
information, coach her on proper communication techniques that emphasize a common level of expression.
Ms. Sample is far more proficient in processing numerical information, than is required for this position. She may experience frustration if not sufficiently challenged, but if little opportunity exists to practice this skill, then focusing on her motivational level may be appropriate.
Ms. Sample is very capable at assimilating data to make decisions, but may be frustrated by a lack of challenge in this area. Address frustrations and provide ways to challenge her abilities.
When making budgetary decisions, Candidate can rapidly see where resources can be reallocated or redistributed, but may require outside assignments to make use of this ability and avoid a lack in motivation.
Numeric Reasoning – Using numbers as a basis in reasoning and problem solving.
1 2 3 4 5 6 7 8 9 10
Confidential Placement Report
for
Sample Candidate
Customer Service Representative
Saturday, January 4, 2003
Profiles International, Inc.
Souks Consulting
Office No. 611, 6th Floor
Al Akaria Bldg. No. 3, Olaya Road Riyadh, Kingdom of Saudi Arabia
Pattern Date: 1/4/2003 12:12:05 PM
Succession Planning Report
Position Job Match Percentage
Hardware Engineer…………………………….. 90%Software Engineer……………………………… 86%Network Engineer……………………………….. 82%Programmer……………………………………….. 82%Electrician………………………………………….. 81%Communication Engineer …………………….. 80%
Succession Planning Report
Empirical data can be used to develop a pattern that will tell you how well a job candidate matches your successful salespeople.
The Job Pattern of Profiles Products can be customized by:
Organization
Position
Department
Manager
Geography,
or any combination of these factors
Customization
Profiles International Assessment Suite
Employee moral and job performance taking into consideration:
Productivity
Initiative
Problem Solving
Teamwork
Quality of Work
Assessment Focus
Reports generated
Graphic Summary
Management Report
Personal Report
Profiles International Assessment Suite
Profiles International Assessment Suite
SALES DRIVE
COMPETI-TIVENESS
SELF RELIANCE
PERSISTENCE
ENERGY
Measures 5 key qualities of successful salespeople
Predicts performance in 7 critical sales behaviors
Customization for Sales Person General
Job Match Percent
• Reserved• Non-confrontational• Cooperative
• Welcomes support• Appreciates the
need for procedures
• Flexible• Good Sensitivity• Limited follow-thru
• Systematic• Steady paced• Patient
• Relaxed• Unassuming• Process focused
• Persuasive• Confident• Assertive
• Independent• Individualistic
• Persevering• Unwavering• Emotionally tough
• High endurance• Spontaneous• Fast paced
• Success oriented• Outcome focused• Internally driven
Competitiveness
Self-Reliance
Persistence
Energy
Sales Drive
HighLow
Customization for Sales Person General
Job Match Percent
• Reserved• Non-confrontational• Cooperative
• Welcomes support• Appreciates the
need for procedures
• Flexible• Good Sensitivity• Limited follow-thru
• Systematic• Steady paced• Patient
• Relaxed• Unassuming• Process focused
• Persuasive• Confident• Assertive
• Independent• Individualistic
• Persevering• Unwavering• Emotionally tough
• High endurance• Spontaneous• Fast paced
• Success oriented• Outcome focused• Internally driven
Competitiveness
Self-Reliance
Persistence
Energy
Sales Drive
93%
HighLow
Profiles International Assessment Suite
The Ratee
Self
Peers Subordinate
Survey Information provided by
respondents is completely confidential.
Manager receive feedback from the full circle of people whom he interacts.
Web Based Assessment
All input is processed by
Profiles Service Center.
Boss
The Process
0
1
2
3
4
5
Favorable Zone
3.5 – 4.25
SS
S
S
SS
S
S
Self Rating
AA
A
A
AA
A
A
All ObserversRating
GAP
Multi-Rater Feedback Report
Executive Overview
3.54
3.63
3.41
3.76
0
1
2
3
4
5
SS
S
S
SS
S
S
AA
A
A
AA
AGAP
0
1
2
3
4
5
SS
S
S
SS
S
S
AA
A
A
AA
A
Previous Checkpoint Current Checkpoint
0Not Applicable
1Never
2Seldom
3Sometimes
4Usually
5Always
All Observers Self
0Not Applicable
1Never
2Seldom
3Sometimes
4Usually
5Always
All Observers Self
Comparison ReportExecutive Overview
The following candidates have scored the following percentage fit for the Job of Customer Service Manager;
Ahmed 81%Jamal 75%Adam 73%Sahel 61%Omer 55%Rashid 44%
Succession PlanningPromotionCareer Planning
Team BuildingMotivationTraining & Dev’t.
MULTI-CANDIDATEJob Match Report
For more: http://profilesarabia.blogspot.com/Email: [email protected]
Mohamad M. Shurrab – Co-Founder & Managing Partner