About

The “About” tab succinctly explains to the candidate what that feedback is all about and how he should read the commented results. She also highlights the methodology used in the profile test (Big 5) and indicates that it works as an instrument of self-knowledge.

Results

In this section, the candidate will see their results in a consolidated form, within an attributes graph. Along with their results, the graph shows the average of the results for a population of 2353 people from all areas. The purpose of the average is just to get a sense of the magnitude of the numbers.

Why is the candidate's grade different from what I find in the system?

In order to promote an experience of self-knowledge and reflection for the candidate, the feedback normalizes his original grades so that none are less than 50. Thus, the grades maintain a pattern among themselves, but are presented to the candidate in a gentler way, as to save face, avoid embarrassment and protect the company.

Why are the attribute averages all the same?

Originally, the averages for each of the attributes are closer to 50. However, when they are normalized in the feedback, their values are closer to 75. Thinking about the candidate's view, we chose to keep the averages all the same so that the reading is clear and correct.

How do I see the description of attributes?

Just identify the attribute below the graph and click on the question mark located to its right.

EXAMPLE:

Match
On this tab, the candidate will have access to a list with 15 pre-registered functions to be able to analyze their degree of match with each one of them. The idea of the match is not to make a career direction path, but to invite the candidate to reflect on other possibilities. In this section, therefore, it is possible to cross analyze between some specific positions with their characteristics.

What does the Match Total score mean?

The Match Total score represents how much the candidate has the attributes required in the position.

Are the positions that appear to candidates always the same?

Yes. Thinking in a more generic context, regardless of the company, we created 15 functions with their respective daily activities, in order to add one more tool for the candidate's self-development.

How do I analyze each position in more detail?

Simply identify the desired function and click on the “magnifying glass” symbol under “Actions”.

EXAMPLE:

What does gap analysis mean?

Gap analysis indicates which attributes the candidate needs to develop to perform better in that role. In fact, this analysis can be used as a tool to prioritize which characteristics you should focus your learning efforts on. As a suggestion, we indicate to the candidate that he or she should seek to develop the characteristics with the greatest
gap first.