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  • Overview
  • Key Insights
  • Interview
A bird's eye view of the assessment results.
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Jenell Harris

Compass Group > Selection
nellyvillejh6@gmail.com
Managers
Completion Date:
4.1
Strongest Match
80 th
percentile

Individual percentile score

This candidate ranks within the 80th percentile.
It means that this individual scored higher than 80% of all individuals assessed within the last 60 days (950 People).
Median score
Candidate's score
10th 50th 100th
4.1
Strongest Match

Overall Match Score

The Match Score indicates how well the individual aligns with the job. The overall recommendation ranges from 0.5 to 5.0, despite possible label variations

The assessment evaluates various traits and competencies to assess an individual's potential for success in a role. The Leading Strengths and Potential Weaknesses section displays the highest and lowest scoring competencies. Each competency comprises underlying personality traits associated with success in that area. The blue range indicates the desired scoring range for each trait within the competency.

A higher score (closer to 5.0) indicates a stronger alignment between the individual’s personality and the competency. The indicator's position reflects the individual’s score relative to the general population.

For traits within a competency, the match area (blue area) represents the ideal range for each attribute in the role. The matching indicator reflects their natural inclination for each attribute. When within the match area, their natural tendencies are likely to be beneficial. However, being outside the match area may limit their natural tendencies and require attention.

Band label
3.0
Poor Match
3.5
Fair Match
3.8
Good Match
4.0
Strong Match
5.0
Strongest Match

Competency overview

More Key Insights

Leading Strengths

4.8
Making Sound Decisions

The extent to which one makes sound decisions in a timely and confident manner.

4.7
Compelling Communication

The extent to which one communicates directly and provides meaningful information to others to generate support.

Potential Opportunities

3.1
Resilience

The extent to which one responds to challenges with composure, optimism and hardiness; perseveres and exhibits healthy stress management strategies.

3.7
Leading Others

The extent to which one promotes individual and team performance by setting expectations, delegating and providing adequate resources.

Interview follow up questions

More Interview Questions
Accommodation

The individual scored above the match area

Tell me about a time when you took an unpopular position at work. What was the situation? What was most challenging for you?

Competencies

Leading Others Resilience

Listen for an ability to be direct and speak up when needed.

ANSWER

Follow Through

The individual scored above the match area

Tell me about a time when an important project of yours was put on hold and priorities were shifted. What was the situation? What did you do? What was the outcome?

Competencies

Leading Others

Listen for a tendency to have difficulty with leaving work unfinished, or a resistance to shifting tasks and priorities.

ANSWER

Criticism Tolerance

The individual scored below the match area

Tell me about a past situation in which you felt criticized by a supervisor, coworker or group leader. What were the circumstances? How did you respond?

Competencies

Leading Others

Listen for sensitivity or defensiveness to criticism.

ANSWER

Multitasking

The individual scored below the match area

What type of work do you like? Do you prefer variety or consistency? Why? Would you rather focus on one task or do several at the same time?

Competencies

Developing Leaders

Listen for a dislike of or an inability to engage in multitasking.

ANSWER

Explore assessment results and discover insights about expected behaviors.
Development Download Share

Jenell Harris

Compass Group > Selection
nellyvillejh6@gmail.com
Managers
Completion Date:
4.1
Strongest Match

Personality print

Sort
  • Score: High to Low
  • Score: Low to High
  • Name: A to Z
  • Name: Z to A
A guided interview, based on the job and the assessment results.
Development Download Share

Jenell Harris

Compass Group > Selection
nellyvillejh6@gmail.com
Managers
Completion Date:
4.1
Strongest Match

Interview

Interested in learning more? Interview Best Practices

Are you prepared to conduct an interview? Great interviews always include these three things: a structured format, specific work-related questions, and consistency in approach.

Use the structured interview questions below to gather additional insight on this person, and follow this process for other people being interviewed. This creates a level playing field, enabling you to compare people using the same standard.

Printed version
In the printed version, there are also dedicated areas for notes for each question.

 

Opening Questions

  1. Please tell me about your work history. How has your previous work experience prepared you to take on the challenges of this role?
  2. Tell me about what attracted you most to this position. What prompted you to apply for this job?
  3. Describe your ideal work environment. In what type of work culture do you feel you perform best?
  4. We all have preferences when it comes to supervisory style and the type of manager with whom we work most effectively. What type of oversight and interaction do you prefer from a manager? Why do you feel this helps you work most effectively?
 

Follow-Ups

Accommodation

The individual scored above the match area

Tell me about a time when you took an unpopular position at work. What was the situation? What was most challenging for you?

Competencies

Leading Others Resilience

Listen for an ability to be direct and speak up when needed.

ANSWER

Follow Through

The individual scored above the match area

Tell me about a time when an important project of yours was put on hold and priorities were shifted. What was the situation? What did you do? What was the outcome?

Competencies

Leading Others

Listen for a tendency to have difficulty with leaving work unfinished, or a resistance to shifting tasks and priorities.

ANSWER

Criticism Tolerance

The individual scored below the match area

Tell me about a past situation in which you felt criticized by a supervisor, coworker or group leader. What were the circumstances? How did you respond?

Competencies

Leading Others

Listen for sensitivity or defensiveness to criticism.

ANSWER

Multitasking

The individual scored below the match area

What type of work do you like? Do you prefer variety or consistency? Why? Would you rather focus on one task or do several at the same time?

Competencies

Developing Leaders

Listen for a dislike of or an inability to engage in multitasking.

ANSWER

Social Restraint

The individual scored above the match area

Tell me about a time when you felt you were misunderstood by someone at work. What was the situation? Why did they misunderstand your intentions or the way you felt? Have you had other similar interactions that you recall? Give examples.

Competencies

Compelling Communication Building and Managing Strong Relationships Resilience

Listen for an ability to connect with others rather than coming across as reserved or interpersonally rigid.

ANSWER

Detail Interest

The individual scored above the match area

When you are organizing a project, what types of activities do you prefer to do yourself and what do you give to others? Give me examples from a recent project.

Competencies

Making Sound Decisions

Listen for a tendency to be too involved in details personally or to become overly focused on the details.

ANSWER

 

Competency Questions

COMPELLING COMMUNICATION
Tell me about a time when you had a miscommunication with someone. What happened? How did you become aware of the miscommunication? What was the final outcome?

ANSWER

Tell me about a time when you needed to adapt your communication style to meet the needs of a particular person or audience. What was your approach? What was the outcome?

ANSWER

MAKING SOUND DECISIONS
Tell me about a time when you implemented a solution to a problem and then discovered later that the problem was not fixed. What actions did you take? What was the result?

ANSWER

Describe a time when you had an important decision to make, but had several alternatives to choose from. What criteria went into your decision? What was the result?

ANSWER

DEVELOPING LEADERS
Tell me what things you have done in the past to ensure people who worked for you were given the resources and opportunities to grow. How did you decide which employees received which growth or development opportunities?

ANSWER

Tell me about a time when you acted as a mentor or coach to someone. How did you influence that person, and what improvements did you see in that person’s knowledge or skills? What, if anything, did you gain from the relationship?

ANSWER

LEADING OTHERS
Eventually, every leader is faced with a crisis situation involving a significant business issue or interpersonal conflict that must be resolved. Tell me about two of your most significant leadership crises, and how you addressed them.

ANSWER

Walk me through your most significant experiences in leading people. Tell me about the type of work your group or team did, how many people you managed, and how you assigned work and organized the group to get the job done.

ANSWER

OPERATIONAL PLANNING AND PRIORITIZATION
Describe a time when you had to manage several projects at a given time. What was the overall project? How did you manage your time, resources, and the time of others? What was the outcome of your management?

ANSWER

Tell me about a large-scale operational goal you were responsible for achieving. How did you plan for the execution of that goal? What strategies or methods did you use to ensure the goal was achieved?

ANSWER

BUILDING AND MANAGING STRONG RELATIONSHIPS
What is your strategy for developing business relationships? How do you go about developing these relationships? What do you do to sustain and maintain them over time?

ANSWER

Give me several examples of important business relationships you have developed with people from other parts of your organization or with people outside the organization that have helped you to meet your business objectives.

ANSWER

RESILIENCE
Tell me about the last significant setback you had at work. What was the situation? What happened? How did you react?

ANSWER

Describe a stressful situation at work that you experienced. What was the situation? How did you react to it? How did this impact your work performance?

ANSWER

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Jenell Harris

Compass Group > Selection
nellyvillejh6@gmail.com
Managers
Completion Date:
4.1
Strongest Match

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Jenell Harris

Compass Group > Selection
nellyvillejh6@gmail.com
Managers
Completion Date:
4.1
Strongest Match

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Select the version of the report best suited for your needs. If you need a fast glance at your candidate, we recommend our Quick read report. You can customize your pdf report. Read more on Knowledge Base.

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Include match information and scores to share
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This option incorporates all the sections available on the Overview page.
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This option incorporates all pages available in the report.
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Overview
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Overall Match Score; Leading Strengths and Potential Opportunities; Follow-up Questions
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Key Insights
Included sections
Cognitive measures, Personality print
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Interview
Included sections
Opening Questions, Follow-ups, Competency Questions, Client Configured
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List of Competencies and Trait Definitions
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