Jenell Harris
Compass Group > Selectionnellyvillejh6@gmail.com
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.
The extent to which one makes sound decisions in a timely and confident manner.
The extent to which one communicates directly and provides meaningful information to others to generate support.
The extent to which one responds to challenges with composure, optimism and hardiness; perseveres and exhibits healthy stress management strategies.
The extent to which one promotes individual and team performance by setting expectations, delegating and providing adequate resources.
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
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
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
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
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.
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
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
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
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
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
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
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
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
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
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
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
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
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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