SOSIE - Profile Report - TalentLens

PROFILE REPORTSam Sample03/Feb/2012This report is confidential and intented for the person assessed.Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA and/or in France other and/or countries. other countries.

PROFILE REPORT : Sam Sample03/Feb/2012Page 2PERSONALITY TRAITSSCALES1. Dominance2. Responsibility3. Stress Resistance4. Sociability5. Cautiousness6. Original Thinking7. Personal Relations8. VigourRAW SCORE1513181216182014STEN SCORE1 2 3 4 5 6 7 8 9 10INTERPERSONAL VALUESSCALES9. Support10. Conformity11. Recognition12. Independence13. Benevolence14. PowerRAW SCORE10111714911STEN SCORE1 2 3 4 5 6 7 8 9 10PERSONAL VALUESSCALES15. Materialism16. Achievement17. Variety18. Conviction19. Orderliness20. Goal OrientationRAW SCORE151217101011STEN SCORE1 2 3 4 5 6 7 8 9 10Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA and/or in France other and/or countries. other countries.

PROFILE REPORT : Sam Sample03/Feb/2012Page 3Likely to listen rather than talk and maybe guided by other people's views andsuggestions, without needing their ownviews to be accepted. They may preferto let others take the lead.May be flexible in reacting to tasks theyare interested in, though they can havedifficulty sticking to a fixed scheduleand meeting the expectations of others.They are less likely to persevere with atask when faced with obstacles.PERSONALITY TRAITS1. Dominance1 2 3 4 5 6 7 8 9 10Candidate Percentile: 202. Responsibility1 2 3 4 5 6 7 8 9 10Candidate Percentile: 2May be self-assured in relationships withothers and adopt an active role in a group,taking control of agendas. They areconfident in influencing others.Persistent and determined in completingtasks even when faced with obstacles or ifthe work is not central to their interests;they may be thorough and can usually berelied upon once asked to do something.Tends to be nervous and to havedifficulties in dealing with frustration;they may have trouble controlling theiremotions and in coping with change,though this should not affect their workin more predictable environments. Theymay well be sensitive to the social andemotional aspects of their environment.3.Stress Resistance1 2 3 4 5 6 7 8 9 10Candidate Percentile: 27Tends to be worry-free, handle changewell, and act in a calm manner even whenthe environment might create a moreemotional reaction in most people.Comfortable working alone or with littlesocial contact for extended periods oftime; they tend to favour working aloneand whilst they may find it difficult towork continuously in groups, they maybe comfortable interacting with a selectfew.Tends to act on the spur of themoment; they can be impulsive,thrill-seeking and enjoy taking chances.They may be able to make decisionsquickly, but may sometimes fail to fullyconsider the implications of theiractions.Feels at ease when working onpractical down-to-earth problems andstaying within areas where they areknowledgeable. They may be reluctantto tackle problems requiring originalthought or acquiring new knowledge.Tends to be questioning and may notreadily place trust or confidence inothers. They may be critical ofshortcomings in others, but find itdifficult to take criticism themselves.These individuals are likely to be alertto potential deception and arecomfortable with challenging others.4. Sociability1 2 3 4 5 6 7 8 9 10Candidate Percentile: 135. Cautiousness1 2 3 4 5 6 7 8 9 10Candidate Percentile: 316. Original Thinking1 2 3 4 5 6 7 8 9 10Candidate Percentile: 147. Personal Relations1 2 3 4 5 6 7 8 9 10Candidate Percentile: 68Likes to be around other people and towork with others. They find it easy tomake new acquaintances, and get alongwith others socially.Considers matters carefully beforedeciding or acting and tends to avoidtaking chances. They will be inclined toavoid risk, but may miss opportunities thatwould result from prompt decision makingor taking a chance.Tends to be at ease working on complexproblems; they are intellectually curious,and enjoy thought-provoking discussionsabout theoretical and imaginative issues.They may be less inclined towardsdealing with practical matters.May readily place their trust and faith inothers and be understanding and open toother people's issues and feedback. Theytend to be tolerant, patient, and accepting.Because of this, they may accept things atface value and be insufficiently critical orchallenging.Prefers a slower pace and are likely toappear less urgent and energetic. Theymay be at ease in more relaxedenvironments without tight deadlines.8. Vigour1 2 3 4 5 6 7 8 9 10Candidate Percentile: 4Dynamic and energetic, they like to workat a fast pace, and will rarely displaytiredness.Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA and/or in France other and/or countries. other countries.

PROFILE REPORT : Sam Sample03/Feb/2012Page 4INTERPERSONAL VALUESDoes not necessarily value help,motivation or encouragement fromothers.9. Support1 2 3 4 5 6 7 8 9 10Candidate Percentile: 28Will probably be motivated by receivingkindness, consideration, encouragementand understanding towards them fromothers.Does not necessarily value conformingto social rules, standards andconventions.10. Conformity1 2 3 4 5 6 7 8 9 10Candidate Percentile: 65Tends to value social rules, standards andconventions. They are likely to bemotivated by situations requiring them toconform to what is socially accepted and'proper'.May place little value on the praise,admiration, and esteem of other peopleand will continue to work if these arenot offered. These individuals will tendto regard their own status asunimportant.11. Recognition1 2 3 4 5 6 7 8 9 10Candidate Percentile: 91Likely to place importance on the praiseand admiration of others. They may valuebeing noticed and having esteem andstatus offered to them by others.Might accept team rules and constraintsimposed by others on the way theywork or act, and will tend to givepersonal independence a low priority.They may value guidance and advicefrom others.12. Independence1 2 3 4 5 6 7 8 9 10Candidate Percentile: 75Considers personal independence asimportant; they might look for ways to dowhat they want in their own way, makingtheir own choices. They may want to befree from following rules and the directionof others.Tends to give a low priority to otherpeople's needs and issues and placelittle value on helping others or oncharitable acts.13. Benevolence1 2 3 4 5 6 7 8 9 10Candidate Percentile: 26Values generous behaviour, offering helpand sharing things with others.Tends to be less concerned aboutleading people and having power overthem; they may have little motivation tomanage other people or to exerciseauthority over them.14. Power1 2 3 4 5 6 7 8 9 10Candidate Percentile: 43Values positions and opportunities inwhich they can influence, manage andlead others; they might seek situations inwhich it is possible to establish or confirmtheir own power and leadership.Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA and/or in France other and/or countries. other countries.

PROFILE REPORT : Sam Sample03/Feb/2012Page 5PERSONAL VALUESCan often work without tangible orimmediate outcomes and may place alow value on possessions, economicadvantage and other practicaloutcomes.15. Materialism1 2 3 4 5 6 7 8 9 10Candidate Percentile: 91Likely to place a high value on materialpossessions and may prefer doing thingsthat are practical, immediately useful andeconomically advantageous.May be motivated in tasks or work byfactors other than challenge,importance or high standards.16. Achievement1 2 3 4 5 6 7 8 9 10Candidate Percentile: 26Likely to value accomplishment. Theyenjoy challenging work, particularly of thetype that allows personal initiative and inwhich individual effort can pay off.May be less likely to value new ordifferent experiences or situations.17. Variety1 2 3 4 5 6 7 8 9 10Candidate Percentile: 73Likely to value the opportunity for newexperiences and to be confronted withnew, different and even risky situations.They are likely to be motivated by workthat is not going to become routine andpredictable.Tends to put a low priority on tasks andsituations that demand importantdecision making and the need todefend their own views.18. Conviction1 2 3 4 5 6 7 8 9 10Candidate Percentile: 41May value situations, opportunities andtasks which enable them to makeimportant decisions and defend theiropinions and convictions.May place a lower priority onorganisation and planning and mightconsider systematic and structuredwork environments as less motivating.19. Orderliness1 2 3 4 5 6 7 8 9 10Candidate Percentile: 45May value an organised and systematicwork environment and prefers to work in amethodical and structured way.Has little preference for working ontasks with strictly defined goals andexplicit objectives.20. Goal Orientation1 2 3 4 5 6 7 8 9 10Candidate Percentile: 30Likely to be motivated by tasks that havespecific and clearly defined goals andobjectives.Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA and/or in France other and/or countries. other countries.