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What does this Assessment Report tell me about my Candidates?

March 14, 2017

There are so many selection assessments out there – and the results come with charts, graphs, tables and all kinds of “psychobabble” language. What do these psychological reports actually mean? What are they telling you about your job candidates? Are there assessment reports that can give you a broad look at a potential employee and tell you (in business language) how he or she could best fit into your organization?


Indeed, there are – personality assessments have the unique ability to shed light onto a job candidate’s expected performance, and can be easy and non-threatening for candidates to take and for employers to interpret. As such, many organizations are integrating them into their selection procedures.

Yet even these assessments can be somewhat confusing with reports that often include psychometric jargon and obscure personality traits. So many practitioners, instead, opt for the straight-forward language of popular assessments, such as the Myers-Briggs Type Indicator and the DiSC profile. But while these measures are convenient in providing results that are easily communicable to people of all backgrounds, they often lack the predictive power found in more scientifically rigorous personality assessments used for selection.

Fortunately, you don’t have to sacrifice quality to find selection assessment reports that are clear and concise. Assessments like the 16pf® Questionnaire and the Hogan Developmental Survey (HDS) offer in-depth insights into a range of personality factors that can contribute positively or negatively to on-the-job performance. While there can be complex scores for these assessments, the reports also offer “business-speak” language that can help consultants and managers understand meaningful information about their candidates.

The HDS Leadership Challenge Report offers insight into how a leader will behave under pressure, providing information about behaviors that could potentially undermine or inhibit performance. It looks at 11 descriptors (e.g. Cautious and Diligent) that, when under pressure, could cause leaders to display counterproductive tendencies. Those descriptors or "risk factors" are then explored in the report, and Development Recommendations are provided.

Similarly, the popular 16pf Competency Report translates the 16 psychological personality factors into 20 job-related competencies, such as Customer Focus and Cooperative Teamwork, and speaks to the fit of the candidate’s personality to the job profile. Also included in this report are Interview Questions for the hiring manager and Developmental Tips for onboarding success if the candidate is hired.

By taking rigorous psychological constructs and creating report language that is more business-savvy (as opposed to psychometric-savvy), these test developers have given all audiences the means to sift through psychological jargon and instead, gain key insights into how assessment reports can help them in their selection process.

® 16pf is a registered trademark of the Institute for Personality and Ability Testing, Inc. (IPAT) in the USA, the European Community and other countries. IPAT is a subsidiary of Performance Assessment Network, Inc. (PAN).