Psychometric Assessment Reports: Profile Structure & Content


Psychometric assessment reports describe people in terms of their psychometric profile.

An individual’s profile usually would address their ability and personality psychometric test results together with a discussion about the person’s style of approach, capabilities, limitations and potential, with regard to specific competencies.

These competencies (i.e. the quality, or extent of being competent) are about having the necessary skill or knowledge to do or carry out something successfully, at work for example.

Psychometric assessment reports may also highlight competency or evidence-based questions which relate to aspects of the individual’s specific profile. These questions can serve as a useful aid for exploring aspects of the individual’s profile, in a job selection interview for example.

Psychometric assessment reports delivered from PGA Group Consulting Psychologists’ Psychometric Assessment Service typically address:


  • Questions that a report reader may wish to ask about the individual assessed with regard to the selection or development context.

  • Specific abilities, competencies and styles of behaviour of interest.

  • Questions relevant to a specific situation, i.e. corresponding to the client brief.


Generally, the subject matter of psychometric assessment reports is divided between individuals’ ability and personality characteristics, the interaction between ability and personality (i.e. ambition, motivation, interest, drive, and persistence) and the interaction between individuals regarding performance and the potential for development.

Typically, psychometric assessment reports delivered from PGA Group Consulting Psychologists’ Psychometric Assessment Service include the following topics:


  • Ability Test Scores—including the presentation of performance scores and levels obtained for each ability test taken by the individual, relative to a standardized (normative) sample.

  • Cognitive Summary and Thinking Style—including the relationship between the individual’s abilities and personality, for example their potential to develop skills, and their motivation, interest, ambition, energy and drive.

  • Character—including key aspects of the individual’s value system and how this may affect their behaviour.

  • Interpersonal Style—including the individual’s interpersonal stance and style of behaviour, tolerance, level of empathy with others, and their ability to gain others’ trust.

  • Team Role—including the extent to which the individual initiates activity within the team and the roles most likely to be assumed by the individual in group settings. An article on team roles in relation to understanding and developing the effectiveness of individuals and groups can be found on our web site at www.pgagroup.com/team-roles.html.

  • Team/Teamwork Satisfaction—including the level and extent of satisfaction and the frustrations likely to be experienced by the individual as a member of a team.

  • Team/Teamwork/Interpersonal Effectiveness—including questions that the individual’s profile suggests they ask themselves or reflect upon to help improve their interpersonal effectiveness when working with others.

  • Leading/Leadership/Managing People Style—including the individual’s preparedness to take on leadership responsibility, their likely leadership style, and their potential limitations as perceived by others and the people they lead.

  • Social Confidence/Presentation/Self-assuredness—including the ease or otherwise with which the individual presents themselves to others.

  • Self-confidence—including the individual’s inner level of confidence and feelings of competence and self-esteem, and their overall psychological adjustment.

  • Interests—including a comment on the individual’s breadth of interests (this topic area can be expanded to include an analysis of the individual’s level of interest and experience across work functions, should this be required by a client).

  • Ambition/Achievement Orientation/Drive—including the extent of the individual’s desire for success and their desire to make a contribution.

  • Energy/Vigour—including the individual’s level of energy and sense of urgency and enthusiasm that they are likely to display.

  • Persistence—including the individual’s level of determination to achieve objectives.

  • Resilience—including the balance between tough-mindedness and sensitivity, emotional stability and sufficiency, and how the individual deals with the emotional consequences of their behaviour and with received criticism.

  • Frustration Response—including the factors which can contribute to the experience of anger within the individual and a prediction of the likely style of its expression by them, i.e. whether anger is likely to be expressed overtly, directly and without inhibition or in a covert, passive-aggressive manner. A background article, Expression of Anger - “The Frustration Response” can be found on our web site at www.pgagroup.com/expression-of-anger.html.

  • Well-being—including current levels of the individual’s personal morale.

  • Ability to Handle Stress and Pressure/Response to Pressure—including the individual’s abilities to handle stress and pressure (this topic area can be expanded considerably in breadth of coverage and depth of understanding if required by clients).

  • Flexibility—including the extent of the individual’s adaptability and adjustment to changing situations, their flexibility of approach, spontaneity, and levels of curiosity.

  • Work Approach/Style—including the extent of the individual’s goal-orientation and approach to work, resourcefulness, planning, organization and efficiency, self-management, and application to work.

  • Work Environment Preference—including the individual’s preferences for conformance and autonomy in participation and decision making and their preferred organizational environment or culture.

  • Following/Subordinate/Managed Style—including a detailed analysis of the individual’s preferred style of manager to whom they would respond best or least well.

  • Compatibility with (Prospective) Manager—including the actual levels of compatibility/incompatibility between the individual and their (prospective) line manager, the likes and frustrations each are likely to perceive or experience with regard to the other, and the implications for performance and future development of all parties concerned (such an analysis can readily be applied in other development situations, including teams and groups, colleague working relationships, and performance and effectiveness at an individual and organizational level).


Conclusion

Psychometric assessment reports address the profile of individuals.

These profiles examine and discuss in an objective manner the attributes of the individual in terms of their ability, aptitude and approach to work. Individuals’ preferred style of managing their interpersonal relations at work, including the level and implications of their compatibility or incompatibility with specific individuals is examined within psychometric assessment reports also.

Profiles can show the unique strengths, limitations and potential for development within different individuals, and contrast these factors between individuals, thereby helping to inform an employer’s selection and development decisions.

Samples and extracts of actual psychometric assessment reports and details of our psychometric assessment service and psychometric assessment report writing service are available from us on request.

Are you interested in benefiting from expert help and advice? Would your organization like to reduce risk when taking on new people? Should you have any questions, or would like further information, in complete confidence and without obligation, my team and I would be very happy to help.

An e-mail form and details to contact/locate us can be found here: www.pgagroup.com/contact-pga-group.html

Peter Gerstmann
Principal
PGA Group Consulting Psychologists - www.pgagroup.com


Links

You may find these links on our site to be of interest:

Emotional Intelligence and Psychometric Assessment
Is Emotional Intelligence theory useful or valid in the psychometric assessment of job candidates’ suitability for employment?

Expression of Anger - “The Frustration Response”
What is the relationship between the expression of anger and frustration? Can individuals’ style of anger expression be predicted?

Team Roles & Group Effectiveness - FIRO & Belbin Contrasted
Contrasted are FIRO and Belbin Team-Roles approach to understanding and developing the effectiveness of individuals and groups.

Psychometric Assessment Service - PGA Group Consulting Psychologists
Psychometric assessment service to inform selection and development decisions objectively, manage risk and identify opportunity.

Psychometric Test Room Conditions - Best Practice Guide
Establishment guide to psychometric test room conditions: The suitability and preparation of the environment in which test candidates will be working.

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