Dental Management Products
Understanding Employee Test Results
The report consists of several sections that assess job-related personality factors. The information can be used for employee selection, development, career pathing, and coaching.
The cover page has the identifying information.
Section I of the report generates a Fit to the Job Profile score. This shows how closely the test-taker matches with top performers working in the same position. The higher the percentage the better the ‘fit’ to the ideal or peak performer profile (see FAQ if you need more information peak performers).
Section I also gives concise feedback about an applicant’s personality and behavioral strengths on twelve personality factor scales as compared to the desired personality dimensions for the job.
Section II consists of the Talent Management Data. This shows the level of fit to multiple positions, thereby providing career information. For example, the test taker might be a hygienist applicant or current hygienist in your practice. You will see ‘Hygienist’ percentage of fit in this section as well as how this person matches with peak performers in the three other job classifications for dental offices. This information is useful in supervising and coaching that individual. It can help you to know whether the test-taker is better-suited to another role in your practice in the future.
Section II also provides scores in necessary dental job competencies and leadership. The Leadership Style score is valuable in predicting how the test-taker will interact with others. The leadership names are indicative of their style. That is, ‘Assertive’ leaders are direct; ‘Facilitative’ leaders are collaborative; ‘Permissive’ leaders are accommodating.
Section III provides information on five personality dimensions that are crucial for job success. Each dimension, or ‘Factor’, is presented in pairs along a continuum. Keep in mind that extreme scores (very high or very low) can be problematic.
‘Introverted vs. Extraverted’
The higher the score the more outgoing the person will be. Individuals with very high scores may be excessively social at the expense of doing their work. Individuals with very low scores tend to be excessively quiet and may not communicate effectively.
‘Stress-Resistant vs. Stress-Prone’
The higher the score the more distressed the person will be. Individuals with very high scores tend to be overly sensitive and easily distraught. Individuals with very low scores may be overly confident to the point of being arrogant.
‘Receptive vs. Tough-Minded’
The higher the score the more persistent and resolute the person will be. Individuals with very high scores may be firm and steadfast but also rigid. Individuals with very low scores tend to be unconventional and impractical.
‘Accommodating vs. Independent’
The higher the score the more self-sufficient and autonomous the person will be. Individuals with very high scores may be self-directed to the point of being stubborn and uncooperative. Individuals with very low scores tend to be agreeable but lacking in assertiveness.
‘Unrestrained vs. Self-Controlled’
The higher the score the more self-disciplined the person will be. Individuals with very high scores may be regimented but fanatical. Individuals with very low scores tend to be impulsive.
Should you want additional interpretation, personalized telephone consultation is available in 15 minute increments. You can ask questions by calling 877-777-6151 or email Nancy Haller, Ph.D. at Coach@mckenziemgmt.com.