Every assessment produces reports, and the reports are what your hiring managers, coaches and candidates touch. Below is a sample for every report type in the catalogue, with a plain explanation of what each one is for and who should read it.
All reports can be white labelled with your organisation's branding as standard.
Written for the hiring decision. Scores benchmarked against norms, with the implications for the role spelled out. Read by HR, hiring managers and decision panels.
Written for growth. Strengths, watch-outs and concrete development suggestions. Read by managers, coaches and L&D teams.
Written for the person who took the assessment, in language designed to be read without a psychologist in the room.
Reports cover the ten PQ10 dimensions against occupational norms. The Work Styles report adds a practical view of how the person prefers to operate day to day, useful for onboarding and team placement.
General mental ability across verbal, numerical and abstract reasoning, with percentile and sten benchmarking. The Select report is the one most clients put in front of a hiring panel.
The six maladaptive traits that surface under pressure, with guidance on what each elevated score means in practice. Most valuable in leadership selection and succession, where the cost of a derailment is highest.
How a person actually decides when faced with realistic leadership scenarios. A strong complement to personality data, because it measures judgement rather than self description.
Analysing and combining information from multiple sources to reach justified conclusions, presented in modern formats. Well suited to roles where weighing messy information is the job.
Nine career anchors based on Schein's model. The report explains what genuinely motivates the person and what role and culture conditions will keep them. Used in retention and role fit conversations.
The six Holland RIASEC career themes, mapped to the person's strongest interests. Built for career conversations: students, early careers and internal mobility.
Capacity to manage stress, adapt to change and keep performing under pressure, with development pointers for the areas under strain.
The traits and abilities that predict safe behaviour at work, from safety conscientiousness to attention to detail. Built for recruitment into safety critical roles.
Understanding of physical and technical principles, built to predict success in technical apprenticeships and trades.
The classic broad spectrum personality questionnaire, reporting across Cattell's primary factors and the Big Five. The Extended report is the most comprehensive; the Competency Selection report maps the profile onto Psytech's Fine Nine competency framework for hiring decisions.
Adaptive general reasoning across verbal, numerical and abstract domains. Because the test adapts to the respondent, it measures precisely at every ability level with fewer items. Standard reports for the decision maker and feedback reports for the respondent.
The personal values questionnaire, with one of the widest report ranges in the Psytech library: competency selection and development, derailers, emotional intelligence, Jung personality types, sales variants and more, all derived from one completion.
Podium samples are published by Podium Systems Limited and Psytech samples by Psytech International; all open on the publishers' sites. The Psytech instruments above are also available with the rest of the Psytech GeneSys library today, ahead of their migration to Podium. For Emotional Awareness samples or any report customisation, ask us.
The AQ product we built for Hydrogen Group and Argyll Scott produces three connected reports from one assessment: Development, Selection and Candidate. Samples below, hosted on the AQ product site.
We can set up a pilot with a small group from your organisation, so you see real reports about real people before committing.