The Hire Success Overview Report provides the Interviewer with descriptive information about the Applicant's Primary Personality and Traits. The report is organized so that the Interviewer does not have to look up descriptions of each element in a manual or other document in order to have an overview of the Applicant's Personality. The descriptions are printed on this report. Generally, the report will be about 5 pages long, but may be somewhat longer depending on the results of the Personality Profile.
The report is divided into 3 sections: the "Primary Personality General Description", the "Custom Personality Overview" and the "Trait Descriptions". Each of these sections will be described in detail below.
This section is a "stock" description of the Applicants Primary Personality Type. The description is a "classical" description of what one generally expects from someone with this Personality Type. The description is based solely on the results of the Personality Engine's assessment of the Primary (or strongest) Personality type.
If the Applicant's Primary personality has the same strength as another personality type, then both types are described in this section. For example, if the Applicant's two highest Personality strengths were equal and represented the "A" and "B" personality, the report would indicate they were an "AX/BX" Personality, where the "X" indicates a "cross" between more than one type. Having the Primary Personality type(s) described gives the Interviewer some background information as to what characteristics and personality traits to expect from this Applicant.
This background information can provide contrast for the descriptions found later in the "Trait Descriptions" section, where it is possible that one or more Trait Descriptions may vary from the general, or expected, definition of that Personality type. The reason these can differ is because the Hire Success System does not factor in what is expected of a Personality into the output of the individual Trait Scales. This allows the system to produce a more accurate snapshot of this Applicant and have the ability to highlight the unique combination of Traits and Personality that make this person a unique individual.
This section takes the Primary and Secondary Personality into account by comparing the relative strength of each. In some cases, even the third strongest personality is considered if the strengths are very close. All 4 are considered if they are all equal and the person is a rare "X" personality.
If one personality is clearly dominant, that is much stronger than the secondary personality, it will indicate they are a "classical" type, as described in the first section "Primary Personality General Description". If it is likely there will be a reasonable amount of influence from a secondary personality type, then that is also factored into the description to provide an enhanced general overview of the Applicant's personality.
There are sixteen possible descriptions that represent the various combinations. Each is given a short title, such as "The Diplomat", or "The Stabilizer". If you are familiar with some other tests and theories on personality, you know there are often up to 16 different variations on the 4 basic personality types. This section helps to illustrate and describe these differences and customizes the text with the Applicant's name and gender information to make the text more readable and tailored for the particular Applicant.
Each of the 20 Trait Scales are represented. There are 2 columns of information about each trait. The left column provides summary information, and the right column is where the Trait is more fully described.
The left column provides a description associated with one of the 9 possible Trait Scale Scores along with the 5-Star Confidence Factor associated with that Trait Scale. The description is based on the 1-9 value and will indicate in text how strong a particular Trait may be. For example, if we examine the Introverted-Extroverted Trait Scale, the Descriptions would be as follows, based on the Trait Value:
Although the descriptions may vary some, depending on the Trait Scale, they generally follow this format. In the middle range of 4-6 there will be more variation to help tailor the description to the Trait variations, but the basic Traits are generally described as above where the values of 3 or 7 represent that Trait, 2 and 8 are "Very" much that Trait, and 1 and 9 are "Extremely" that Trait.
The right column contains the Descriptive Text. Some descriptions are printed based on the "range" the Trait Value falls in (1-3, 4-6, 7-9). Other text is printed based on the specific value, and yet other text is inserted based on combinations of this trait with various other traits and trait strengths, and the Primary Personality Type. These various descriptive combinations allow the system to construct a descriptive paragraph of varying length based on the unique Trait and combination of other Traits, values, and personality of the Applicant.
To understand the perspective of the possible combinations, if all the possible text were printed on a single report, the report would be approximately 80 pages in length. Hire Success strives to make this a meaningful description of the Applicant's Personality while allowing for the many differences and unique combinations of characteristics and traits for each individual. Our hope is that the report of all "A" personalities, for example, don't sound exactly alike, which has been a complaint of some computerized personality systems on the market. Hire Success will continue to enhance and upgrade the reports in this System over time and new reports and upgrades will be available to Hire Success Users from time to time.
Keep in mind that neither this report, nor any report from the Hire Success system, is designed to recommend, or not recommend, any individual for employment or consideration for a particular job. It is designed solely as a tool to assist the person, or persons, responsible for interviewing a particular candidate develop more pertinent and in-depth questions while conducting the interview and during the evaluation process. No decision to hire, or not hire, or to promote or not promote any individual, should be based solely on the results of this, or any other similar report. Rather, the final decision must rest with the people responsible for making hiring decisions and should always include all available facts and information, including, but not limited to, the candidate's background, experience, education, prior employment and references.