The Executive Report

Combines Myers & Briggs 16 Personalities, DISC & Holland Occupational Code

Why Combine Three Assessments?

People are multi-faceted, and a one-size-fits-all approach falls short.

We created the Multi-Assessment Profile (MAP™) to give you a more complete picture, providing you with richer insights to make better decisions in hiring and management.

The Executive Report

Combines Myers & Briggs 16 Personalities, DISC & Holland Occupational Code

Why Combine Three Assessments?

People are multi-faceted, and a one-size-fits-all approach falls short.

We created the Multi-Assessment Profile (MAP™) to give you a more complete picture, providing you with richer insights to make better decisions in hiring and management.

Overview

The Executive Report is a comprehensive evaluation tool designed to offer an in-depth analysis of a candidate's potential fit within your organization.

By combining insights from three leading assessments — Myers & Briggs 16-Personalities, DISC Personality Profiles, and Holland Occupational Code — this report provides a three-dimensional view of a candidate's personality, work style, and vocational preferences.

This holistic approach ensures that managers and decision-makers have a nuanced understanding of a candidate's strengths, potential challenges, and how they can best contribute to the team and organization.

Part 1: Executive Summary

This section presents a concise overview of the candidate's results from the Myers & Briggs, DISC, and Holland Code assessments.

It aims to give a quick snapshot of the candidate's personality traits, behavioral styles, and professional interests, enabling decision-makers to grasp the key aspects of the candidate's profile at a glance.

Personality Assessments

Highlights the candidate's personality type and how it influences their work preferences, communication style, and decision-making process.

Focuses on the candidate's behavioral characteristics, including their preferred way of interacting with others and responding to various work environments.

Outlines the candidate's vocational interests, shedding light on the types of work environments and roles in which they are most likely to thrive.

Part 2: Role Considerations

This segment delves into how the candidate's unique profile aligns with specific roles within the organization. It provides insights into the potential benefits the candidate could bring to these positions, as well as possible challenges that might arise. This evaluation aids in identifying roles that not only match the candidate's skills and interests but also highlight areas for development and support.

Part 3: Teaming with Others

Understanding how a candidate may perform within team settings is crucial for fostering a collaborative work environment. This section assesses the candidate's potential contribution to team dynamics, how they can be most effective in a group setting, and any interpersonal challenges that might need addressing. It offers strategies for leveraging the candidate's strengths in a team context and mitigating any potential friction.

Part 4: Management Strategy

Effective management is key to unlocking a candidate's full potential. This part of the report provides tailored advice on managing the candidate, taking into account their assessment results. It covers motivational drivers, preferred feedback mechanisms, and management styles that are likely to resonate with the candidate, facilitating a productive and positive manager-employee relationship.

Part 5: Structured Interview Questions

The final section offers a set of interview questions designed specifically for the prospective candidate. These questions are crafted to explore aspects of the candidate's profile that are most relevant to the role they are being considered for, allowing for a deeper understanding of their fit within the company. This tailored approach ensures that the interview process is both efficient and effective, providing valuable insights into the candidate's suitability for the position.

This structured content offers a comprehensive overview of the Executive Report, detailing its purpose, components, and the value it brings to the recruitment and management process. It is designed to be informative and accessible, providing a clear understanding of how the integration of Myers-Briggs, DISC, and Holland Code assessments can enhance decision-making in organizational contexts.

Overview

The Executive Report is a comprehensive evaluation tool designed to offer an in-depth analysis of a candidate's potential fit within your organization.

By combining insights from three leading assessments — Myers & Briggs 16-Personalities, DISC Personality Profiles, and Holland Occupational Code — this report provides a three-dimensional view of a candidate's personality, work style, and vocational preferences.

This holistic approach ensures that managers and decision-makers have a nuanced understanding of a candidate's strengths, potential challenges, and how they can best contribute to the team and organization.

Part 1: Executive Summary

This section presents a concise overview of the candidate's results from the Myers & Briggs, DISC, and Holland Code assessments.

It aims to give a quick snapshot of the candidate's personality traits, behavioral styles, and professional interests, enabling decision-makers to grasp the key aspects of the candidate's profile at a glance.

Personality Assessments

Myers & Briggs

Highlights the candidate's personality type and how it influences their work preferences, communication style, and decision-making process.

DISC

Focuses on the candidate's behavioral characteristics, including their preferred way of interacting with others and responding to various work environments.

Holland Code

Outlines the candidate's vocational interests, shedding light on the types of work environments and roles in which they are

Part 2: Role Considerations

This segment delves into how the candidate's unique profile aligns with specific roles within the organization. It provides insights into the potential benefits the candidate could bring to these positions, as well as possible challenges that might arise. This evaluation aids in identifying roles that not only match the candidate's skills and interests but also highlight areas for development and support.

Part 3: Teaming with Others

Understanding how a candidate may perform within team settings is crucial for fostering a collaborative work environment. This section assesses the candidate's potential contribution to team dynamics, how they can be most effective in a group setting, and any interpersonal challenges that might need addressing. It offers strategies for leveraging the candidate's strengths in a team context and mitigating any potential friction.

Part 4: Management Strategy

Effective management is key to unlocking a candidate's full potential. This part of the report provides tailored advice on managing the candidate, taking into account their assessment results. It covers motivational drivers, preferred feedback mechanisms, and management styles that are likely to resonate with the candidate, facilitating a productive and positive manager-employee relationship.

Part 5: Structured Interview Questions

The final section offers a set of interview questions designed specifically for the prospective candidate. These questions are crafted to explore aspects of the candidate's profile that are most relevant to the role they are being considered for, allowing for a deeper understanding of their fit within the company. This tailored approach ensures that the interview process is both efficient and effective, providing valuable insights into the candidate's suitability for the position.

This structured content offers a comprehensive overview of the Executive Report, detailing its purpose, components, and the value it brings to the recruitment and management process. It is designed to be informative and accessible, providing a clear understanding of how the integration of Myers-Briggs, DISC, and Holland Code assessments can enhance decision-making in organizational contexts.

Combining Myers & Briggs' with DISC and Holland Occupational Code paints a holistic portrait of your candidates and employees.

Trusted by Companies Worldwide

What Our Clients Have to Say

"Our staff retention rates have remarkably improved since adding Talent Insights to our hiring process. We highly recommend Talent Insights for any organization looking to build a better team with much better processes."

- Paul V., CEO

"Our staff retention rates have remarkably improved since adding Talent Insights to our hiring process. We highly recommend Talent Insights for any organization looking to build a better team with much better processes."

- Paul V., CEO

"This actually dove into what people were really good at and it helped me figure out which 'seat on the bus' they fit in. It has made the company a lot more profitable and we are growing and working [more productively]."

- Pamela S., Director of Operations

"This actually dove into what people were really good at and it helped me figure out which 'seat on the bus' they fit in. It has made the company a lot more profitable and we are growing and working [more productively]."

- Pamela S., Director of Operations

"Before using Talent Insights, our hiring and management decisions were more of a trial and error situation... But the MAP helps us to connect with our team members and quickly understand how they tick."

- Sandra M., VP of HR

"Before using Talent Insights, our hiring and management decisions were more of a trial and error situation... But the MAP helps us to connect with our team members and quickly understand how they tick."

- Sandra M., VP of HR

Get Unlimited MAPs™ for $1500 per year

2-Year Price Guarantee, plus a 100% Money Back Guarantee in your first 30 days.