Introduction Section

The introductory comments provide context for interpreting the report. The Interview Guide is written for hiring managers and HR professionals, not for the individual. Although this is not a full psychological assessment, all information provided in this report should be kept confidential and should not be distributed to anyone other than those directly involved in the interviewing, reference checking and hiring process.

Below is a sample of the Introduction page:

The report describes the candidate’s results in five areas:

• Test Taking Approach
• Problem Solving
• Emotional Factors
• Social Style
• Work Factors

The report provides the general personality profile information and predictions based on real-world research. It helps managers focus their interviews and other interactions with the candidate. It should not be the sole criteria for making hiring decisions. Rather, it should be interpreted within the context of all other information you have about this candidate. It can provide valuable insights, but it should be treated as only a piece of the data you have about the person.

Look for broad themes and recurring patterns, rather than over-analyzing any individual score. The narrative report will help to focus on the most important insights from the results. Unless you have conducted a validation study for the position under consideration (which would include a proper functional job analysis), do not make hiring decisions based on test scores. Keep in mind the exact job for which you are considering the person. Use the guide as an informed guess about the person’s approach to work, then tailor your interview probes and reference checks to help you get the data you need to make the decision.

Quiz Questions: