Report Guide for Behavioral Assessments

Harver reports provide insight into an individual’s innate style and 
tendencies, while also providing competency-based interview guides, 
suggestions for in-role development, and additional resources

The following guide will walk you through the process of reviewing and leveraging 
these results as part of your talent selection and employee development initiatives. 
There are several different components or sections available in your report.

1. Matching Profile and Main Report
2. Diving Deeper
3. Interview Guide
4. Development Report

Matching Profile and Main Report

Reviewing the overall recommendations and 
assessment results

The overall recommendation provided at the top of the Harver report, and is aligned 
against the Matching Profile, or the unique scoring model that has been configured 
for that specific job. Though the labels may vary, individuals can have an overall 
recommendation between 1 and 100%. For talent selection, leverage the overall 
recommendation to quickly screen out low scoring candidates and prioritize others.
If the assessment contains multiple components, there will be additional Matching 
Indicators visible on the report dashboard underneath the overall match score. 
Review the results for each measure to help you understand whether the individual 
was particularly strong in one area or if a certain measure impacted the overall score 
more than another

Diving deeper into the Harver Report

As you review the Harver results, you  will see how the individual measured on  all traits assessed in the protocol. The  individual’s score for each trait is marked  by a colored line. The marker’s location on  the scale indicates the individual’s score  relative to a general population: Green shaded parts on the bar indicate the ideal  range for that trait, and represents where  the individual would best align based on  the role type and profile. Black shaded  areas align more with acceptable ranges,  and should not necessarily be viewed  as gap areas. Markers that fall into the  Gray range on the bar indicates that the  individual fell outside of the ideal range  and match area.  It is also important to note that high  scores are not necessarily better; low  scores are not necessarily bad.  The optimal range will depend on the  impact of that characteristic on overall  job fit for each role.

In some Harver reports, broader competencies are also used within the behavioral 
assessment and scoring. Each competency has a series of underlying personality traits 
which have been identified as contributing to success in that competency area. The 
shaded range for each trait is the ideal scoring range on that trait for that competency.

The Harver report also contains a more detailed section on Module Results, which will 
align specifically with the assessments that were part of the text experience. 

Here in this section, the behavioral traits and results for the individual is presented in 
a more general, role-agnostic view and separated into broader Relating, Thinking and 
Working trait categories. Ideal ranges are removed, and these inputs can be used for 
feedback and broader dicussions around development.

Interview Guide

Preparing for and conducting the interview

The purpose of the interview section is to provide a guide for the interview itself. Using 
a standard interview guide ensures that your organization is using a consistent interview 
process. There are three main components of the Interview Guide:

• General Questions
• Competency Questions 
• Trait-Based Follow-Up Questions

General Questions can set the stage for the interview and ask questions to capture 
general information about the candidate, such as work history or interest in the role. 
These sections of questions are completely customizable within the Harver platform.

Competency questions (if applicable) are based on the job profile and are focused 
on gathering information to help hiring managers effectively evaluate a candidate’s 
strengths in particular competency areas.

Trait-Based Follow-Up Questions are based on the individual’s actual assessment 
results. There will be a follow up interview question generated for each trait which 
scored outside of the match area, with guidance on what to listen for in the 
candidate’s response.

These questions help hiring managers evaluate the impact of the development 
opportunities identified in the assessment. In many cases, candidates may have 
developed work patterns or behaviors to overcome those weaknesses in a 
work environment.

Development Report

Set your new hires and employees up for long-term success

The full employee-facing Development Report removes all content related to scoring 
and overall role fit. Instead, it provides onboarding and development tips based on the 
individual’s responses on the assessment. New hires, high potentials, and leaders alike 
can learn to better leverage their strengths and focus on opportunities for improvement 
through actionable, on-the-job habit building.

The Development Report is unique to each person based on the assessment results and 
contains real-world tips and development content designed to be shared directly with 
the employee. The dynamic report can be emailed to the employee or downloaded and 
printed to be provided as a hard copy