Personality Results

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By assessing individual differences in behavior, preferences and style, Harver’s Personality Questionnaire allows you to take a closer look at the personalities your candidates will bring to work. With these results, you will gain a more in-depth understanding of how the candidate has answered the Personality Questionnaire, giving you more insights as you go through the recruitment process. Harver's People Science team can help determine specific traits to focus on based on their specific predictiveness to success for the role. 

Within this article, we will cover some of the basics of how to break down Personality results and understand what they mean: 

The candidate experience

When a candidate takes the Personality Questionnaire, they are presented with statements and asked to indicate how strongly they agree or disagree with the statement based on a 5 point scale. If a candidate answers in the middle, or a 3, this means the candidate is neutral and does not feel strongly about the statement in either direction.  

If you have chosen the 100 question version of the test, candidates will answer 4 questions per facet. If you have chosen the 60 question version of the test, candidates will answer at least 2 questions per facet. Learn about personality facets in this section.

What is included in the results 

Personality refers to individual differences in patterns of thinking, feeling and behaving. This personality report is based on the 6 main dimensions of the HEXACO Personality Questionnaire, ranging from low to high. Results are norm-referenced based on a global norm group of 23.900 applicants and reported on a nine point standard scale. Most people will score around the middle of the scale, which represents an average score. Scores towards the extremes are less common. Hence, applicant scores are reported relative to other applicants in the norm group.

What is visually represented and how to understand it

Our visual representation of the Personality Questionnaire results (shown on the candidate detail page and PDF report) present the 6 dimensions and indicate where on the scale the candidate falls, ranging from low to high on each dimension. As you can see in the image below, it is simple to get an overview of individual differences in behaviors, preferences and style based on where on the scale the candidate falls.

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Each Dimension has a high extreme and a low extreme. When a candidate is in the middle of the scale, this means that they are neutral and do not identify strongly either way in relation to the Dimension.

What this module tests

HEXACO is broken down into 6 Dimensions which make up a person’s personality. Each letter stands for a specific Dimension. Within each Dimension, there are a series of Facets, which go even deeper into what makes up someone’s personality. The deeper level facets are used to set up the overall Matching Profile predictive of success, while the dimension level will give you a good overview of the overall personality differences. You can read more about Matching Profile here, and how Facets are displayed through the Matching Indicators and selected based on their predictiveness to success in the role.

The six Dimensions which are assessed in the Personality Questionnaire:

  1. Honesty-Humilit
  2. Emotionality
  3. Extraversion 
  4. Agreeableness
  5. Conscientiousness
  6. Openness to Experience 

Dimensions explained

A dimension is a factor of personality, each dimension represents a specific trait which when put all together comprises what we call personality.  Below you can find basic explanations to each dimension as well as what it means when someone scores high and low on each. 

Honesty-Humility: 

Low extreme: Calculating

High extreme: Honest

Persons with very high scores on the Honesty-Humility scale tend to avoid manipulating others for personal gain, feel little temptation to break rules, are uninterested in lavish wealth and luxuries, and feel no special entitlement to elevated social status. Conversely, persons with very low scores on this scale will have a tendency to flatter others to get what they want, could oversee  rules for personal gain, are more likely motivated by material gain, and often feel a sense of self-importance.

Emotionality:

Low extreme: Thick-skinned

High extreme: Sensitive

Persons with very high scores on the Emotionality scale are more likely to experience fear of physical dangers, experience stress and worry in the face of difficulties, feel a need for emotional support from others, and more easily connect emotionally with others.. Conversely, persons with very low scores on this scale have a tendency to not be deterred by the prospect of physical harm, feel little worry even in stressful situations, have little need to share their concerns with others, and at the same time are not likely to  concern oneself with others' emotions. 

eXtraversion:

Low extreme: Reserved

High extreme: Outgoing

Persons with very high scores on the Extraversion scale often feel positively about themselves, feel confident when leading or addressing groups of people, enjoy social gatherings and interactions, and are likely  to be lively and easily get enthusiastic. Conversely, persons with very low scores on this scale have a tendency to be more low-key and may feel awkward when they are the center of social attention, they tend to let others initiate interaction and often listen before speaking and are likely to be modest and reflective in social contexts..

Agreeableness:

Low extreme: Challenging

High extreme: Compromising

Persons with very high scores on the Agreeableness scale have a tendency to forgive the wrongs that they suffered, are lenient in judging others, are often willing to compromise and cooperate with others, and can easily control their temper. Conversely, persons with very low scores on this scale are more likely to stand their ground and challenge the opinions of others, are likely direct in dealings with other people, may have a tendency to be critical of others' shortcomings,, and are more likely to feel anger readily in response to mistreatment. 

Conscientiousness:

Low extreme: Easy-going

High extreme: Hard-working

Persons with very high scores on the Conscientiousness scale tend to organize their time and their physical surroundings, work in a disciplined way toward their goals, strive for accuracy and perfection in their tasks, and deliberate carefully when making decisions. Conversely, persons with very low scores on this scale tend to be less concerned  with orderly surroundings or schedules, are likely to be more relaxed in relation to achievements and may shy away from too difficult or challenging tasks They tend to tolerate errors in their work and not get caught up in details, and are more likely to make decisions on impulse rather than careful deliberations.

Openness to Experience:

Low extreme: Realistic

High extreme: Imaginative

Persons with very high scores on the Openness to Experience scale are likely to become absorbed in the beauty of art and nature, are inquisitive about various domains of knowledge, use their imagination freely in everyday life, and take an interest in unusual ideas or people. Conversely, persons with very low scores on this scale are rather unimpressed by most works of art, feel less intellectual curiosity, are likely to shy away from creative pursuits,  appreciate familiar settings and established methods over radical or unconventional ideas. 

Facets explained 

Each Dimension consists of four Facets. Facets allow a deeper understanding of how a personality is made up and what specific pieces go into each Dimension. Below are basic explanations of each Facet and what a high or low score on each Facet means. 

Honesty-Humility:

  • The Sincerity scale assesses a tendency to be genuine in interpersonal relations. Low scorers are likely to adapt their behavior in order to make other people happy or get what they want, whereas high scorers tend to be very genuine in interpersonal relations and are unlikely to change their behavior towards others in order to get what they want..
  • The Fairness scale assesses a tendency to avoid fraud and corruption. Low scorers are more willing to oversee rules and justice for the benefit of personal gain, whereas high scorers are less willing  to take advantage of other individuals or of society at large.
  • The Greed Avoidance scale assesses a tendency to be uninterested in possessing lavish wealth, luxury goods, and signs of high social status. Low scorers are likely  to enjoy and to display wealth and status symbols, whereas high scorers are likely not especially motivated by monetary or social-status considerations.
  • The Modesty scale assesses a tendency to be modest and unassuming. Low scorers may consider themselves as superior and as entitled to privileges that others do not have, whereas high scorers are likely to view themselves as ordinary people without any claim to special treatment.

Emotional:

  • The Fearfulness scale assesses a tendency to experience fear. Low scorers likely feel little fear of injury and are relatively tough, brave, and willing to take risks, whereas high scorers are more likely to experience fear and avoid unnecessary risk.
  • The Anxiety scale assesses a tendency to worry in a variety of contexts. Low scorers likely feel little stress in response to difficulties, whereas high scorers tend to become preoccupied even by relatively minor problems.
  • The Dependence scale assesses one's need for emotional support from others. Low scorers often feel self-assured and able to deal with problems without any help or advice, whereas high scorers often want to share their difficulties with those who will provide encouragement and comfort.
  • The Sentimentality scale assesses a tendency to feel strong emotional bonds with others. Low scorers likely feel little emotion when saying good-bye or in reaction to the concerns of others, whereas high scorers likely feel strong emotional attachments and an empathic sensitivity to the feelings of others.

Extraversion:

  • The Social Self-Esteem scale assesses a tendency to have positive self-regard, particularly in social contexts. High scorers are generally satisfied with themselves and often consider themselves to have likable qualities, whereas low scorers tend to have a greater sense of personal worthlessness and to see themselves as unpopular.
  • The Social Boldness scale assesses one's comfort or confidence within a variety of social situations. Low scorers often feel shy or awkward in positions of leadership or when speaking in public, whereas high scorers are more likely to approach strangers and are willing to speak up within group settings.
  • The Sociability scale assesses a tendency to enjoy conversation, social interaction, and parties. Low scorers generally prefer solitary activities and are less likely to seek out conversation, whereas high scorers likely enjoy talking, socializing, and celebrating with others.
  • The Liveliness scale assesses one's typical enthusiasm and energy. Low scorers tend not to feel especially cheerful or dynamic, whereas high scorers are more likely to experience a sense of optimism and high spirits.

Agreeableness:

  • The Forgivingness scale assesses one's willingness to feel trust and liking toward those who may have caused one harm. Low scorers tend "hold a grudge" against those who have offended them, whereas high scorers are usually ready to trust others again and to re-establish friendly relations after having been treated badly.
  • The Gentleness scale assesses a tendency to be mild and lenient in dealings with other people. Low scorers tend to be critical in their evaluations of others, whereas high scorers are reluctant to judge others harshly.
  • The Flexibility scale assesses one's willingness to compromise and cooperate with others. Low scorers are often seen as stubborn and are willing to argue, whereas high scorers tend to avoid arguments and accommodate others' suggestions, even when these may be unreasonable.
  • The Patience scale assesses a tendency to remain calm rather than to become angry. Low scorers tend to lose their tempers more quickly, whereas high scorers have a high threshold for feeling or expressing anger.

Conscientiousness:

  • The Organization scale assesses a tendency to seek order, particularly in one's physical surroundings. Low scorers tend to be more sloppy and haphazard, whereas high scorers keep things tidy and prefer a structured approach to tasks.
  • The Diligence scale assesses a tendency to work hard. Low scorers often have less self- discipline and are not strongly motivated to achieve, whereas high scorers have a strong "'work ethic" and are willing to exert themselves.
  • The Perfectionism scale assesses a tendency to be thorough and concerned with details. Low scorers are more likely to tolerate some errors in their work and tend to neglect details, whereas high scorers are likely to check carefully for mistakes and potential improvements.
  • The Prudence scale assesses a tendency to deliberate carefully and to inhibit impulses. Low scorers often act on impulse and tend not to consider consequences, whereas high scorers often consider their options carefully and tend to be cautious and self-controlled.

Openness to Experience:

  • The Aesthetic Appreciation scale assesses one's enjoyment of beauty in art and in nature. Low scorers tend not to become absorbed in works of art or in natural wonders, whereas high scorers likely have a strong appreciation of various art forms and of natural wonders.
  • The Inquisitiveness scale assesses a tendency to seek information about, and experience with, the world. Low scorers often have little curiosity about the natural or social sciences, whereas high scorers tend to read widely and are interested in exploring the world.
  • The Creativity scale assesses one's preference for innovation and experiment. Low scorers often have little inclination for original thought, whereas high scorers often actively seek new solutions to problems and express themselves in art.
  • The Unconventionality scale assesses a tendency to accept the unusual. Low scorers are likely to avoid eccentric or nonconforming persons, whereas high scorers are more likely to be receptive to ideas that might seem strange or radical.

Interstitial Scale (The interstitial scale is not related to a specific factor):

  • The Altruism (versus Antagonism) scale assesses a tendency to be sympathetic and soft- hearted toward others. High scorers often avoid causing harm and react with generosity toward those who are weak or in need of help, whereas low scorers are less likely to be upset by the prospect of hurting others and may be seen as hard-hearted.
  • The Proactiveness (versus Reactive) scale measures the degree to which a person takes the lead, especially in tackling problems and implementing changes. High scorers tend to think ahead and initiate action whereas low scorers are more likely to wait for things to unfold before taking action.



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