profiles arabia product overview

TALENT JOB FITTALENT JOB FITPSYCHOMETRIC MeasurementPSYCHOMETRIC Measurement

Mohamad ShurrabCo-Founder & Managing Partner

Profiles International Assessment Suite

http://www.profilesinternational.com/product_profilext.aspx

http://www.profilesinternational.com/product_ppi.aspx

http://www.profilesinternational.com/product_pxtsales.aspx

http://www.profilesinternational.com/product_psi.aspx

http://www.profilesinternational.com/product_csp.aspx

http://www.profilesinternational.com/product_pe.aspx

http://www.profilesinternational.com/product_wfap.aspx

http://www.profilesinternational.com/product_pta.aspx

http://www.profilesinternational.com/product_checkpoint360.aspx

http://www.profilesinternational.com/product_oma.aspx

http://www.profilesinternational.com/product_skillbuilder.aspx

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




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




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


Decisiveness 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




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


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.


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


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.


1 2 3 4 5 6 7 8 9 10


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?


1 2 3 4 5 6 7 8 9 10

Placement Report(for recruitment)

June 16, 2009 Sample Candidate The Total Person


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?


1 2 3 4 5 6 7 8 9 10


Confidential Coaching Report

for

Sample Candidate


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


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.


1 2 3 4 5 6 7 8 9 10

Coaching Comments


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.


1 2 3 4 5 6 7 8 9 10

Coaching Report

Coaching Comments


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.


1 2 3 4 5 6 7 8 9 10


Confidential Placement Report

for

Sample Candidate


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


Position Job Match Percentage

Hardware Engineer…………………………….. 90%Software Engineer……………………………… 86%Network Engineer……………………………….. 82%Programmer……………………………………….. 82%Electrician………………………………………….. 81%Communication Engineer …………………….. 80%



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

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


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


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

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