Profile Interpretation Training

1. Profile Interpretation Training

2. OUR COMPANY: • privately held • head quartered in Toronto, Canada with distribution in Canada, USA, Europe and Asia • for 25 years we have provided selection profiles and training workshops to blue chip companies in financial services, pharmaceuticals, retail, manufacturing, and Information Technology • Over 3,500,000 profiles scored

3. Agenda • Introduce Profiling Tools • Interpretation of Hospitality Screen • Understanding All Profile Scales • Interpretation Guides

4. Profile Interpretation Training www.DeltaHotelsCareers.com *** Save link to Favorites File for quick access ***

5. Administrator to select The profile which the candidate will be completing.

6. HospitalityScreen 2.0™ • The Hospitality Screen is designed to provide insight into the strengths of individuals seeking positions in the hospitality market sector. By identifying and understanding personal strengths as well as identify growth opportunities, managers will be able to select people for hospitality positions and fit them to suitable roles. This profile will also help managers coach their people more effectively. • The HospitalityScreenTM provides an efficient and economical solution to the challenge of targeting and screening a high number of potential recruits. The HospitalityScreenTM: • is an on-line 24/7 pre-employment assessment tool. • uses organizational specific criteria to assess talent, work history and probability of success • uses a series of standardized, objective and validated questions • provides data which can be measured and integrated with selection processes as the basis for continuous improvement

8. Talent from Characteristics SM, Motivation and Social Orientation Effort from Background Job Stability and Experience Fit from Attitudes Self Confidence and Commitment to Service Standardized format Information at a glance

10. Creates own process, Self-evaluating, Proactive, Seeks Opportunities Needs existing process, seeks feedback, responsive

11. Results Focus, High Urgency, Bottom Line Service/People Focus, Relaxed, Loyal

12. Non-Conformist, Comfortable in Unstructured Environments Conformist, Prefers Structured Environments

13. Very Comfortable, Enjoys – May Seek Not Comfortable, Dislikes - Avoids

14. Energized by meeting new people, Outgoing, Friendly Builds Relationships Slowly, Shy, Reserved

15. Very Analytical Pays little attention to detail, Learns the necessities

16. Sees Self as in Control: Takes Responsibility for own Actions Controlled by external circumstances; investigate

17. Managing Lifestyle Effectively Has difficulty coping at times

18. Demonstrates a personal interest in a service career. Potential barrier to performance

19. Insight into validity of answers by showing extent that candidate is responding in socially desirable manner. Investigate Accept at face value

22. Introducing The

23. The CustomerCarePro™ is designed for the selection, training and coaching of people for customer contact centers, call centers, hospitality and other roles that require first-rate client/customer relationship management.

24. powerful coaching tool selection tool retention tool personal development tool strategic human asset management tool

25. Management Report Suitability for Customer Care Service and Sales I. Prediction of Sales and Service Potential II. Sales and Service Competencies III. Coach to Success IV. Communications Style V. Attitudes VI. Emotional Intelligence VII. Summary of Scores

26. I. Prediction of Sales and Service Potential Prediction of Sales Potential Outbound Sales Cross Selling Service/Inbound Business Development Coach to Excellence With Training Not Likely Approach to Client Tough/Persistent Soft/Persistent Potentially Weak Closer Need for Script and/or Structure Does not want Depends on It Works within Guidelines continued…..

27. I. Prediction of Sales and Service Potential (continued) Managing Rejection Handles Well Handles OK Very Uncomfortable A People Person? Definitely People are OK Not Interested Detail Orientation Analytical As Required Not Detail Oriented

28. II. Sales and Service Competencies Goal Orientation Short Term/Intense Long Term/Relaxed A Self Manager? A Natural With Coaching Needs Process Communications Style Ask/Listen Balanced Tell the Person Comfort with Conflict Comfortable Handles OK Uncomfortable Loyalty Company Focus Client/Company Self Interest continued…..

29. II. Sales and Service Competencies (continued) Decision Making Decisive Indecisive Overall Attitude Very Positive Some Concerns Confidence Feels in Control Average Confidence Low Confidence Managing Lifestyle Manages Very Well Manages Needs Coping Strategy

30. III. Coach to Success Self Management / Enterprising Potential Self Managing/ Self Evaluating/ Proactive/Seeks Opportunities Process Oriented, Responsive

31. ENTERPRISING POTENTIAL (EP) Enterprising Potential is based on the EP scale and provides information about personal planning, time management and self management to achieve specific goals. People who are not consistent self managers will be unlikely to sustain activity on a consistent basis. If one manages oneself effectively, it is an important factor in being credible and being able to manage others effectively. ScoreInterpretation  < 10 Seeks coaching and feedback; responsive; supportive 10 to 20 Prefers a structured work environment; more responsive than proactive 20 to 30 Benefits from structure and feedback; coachable 30 to 40 High average potential to self manage effectively 40 + Good self-management potential; very proactive; low need for giving or receiving feedback

32. III. Coach to Success (MP) Motivational Potential/Approach to Client Results Focused; Bottom Line; High Sense of Urgency Relaxed/ Easy Going Service Orientation Long-Term Goals Loyalty

33. MOTIVATIONAL POTENTIAL (MP) Motivational Structure is based on the MP scale and is reflected in goal setting (long or short term), sense of urgency (low or high) and such factors as self interest vs. interests of others. ScoreInterpretation  < -20 Very service oriented, relaxed and dependable -20 to -11 Motivated primarily by the people side of the business -10 to +10 Balance between people/service and challenge +11 to 30 Goal oriented with sense of urgency > +30 Very ‘bottom line’ risk taker. May be too strong for some cultures

34. III. Coach to Success (IP) Need for Script and/or Structure (Fit) Needs To Create Own Structure Too Independent For Some Cultures Potential Rule Breaker Depends On Script/Structure Relies On Team Members

35. INDEPENDENCE POTENTIAL (IP) Based on the IP scale, Independence Potential reflects the approach to structure and systems. Most managers would tend to exhibit some level of independence and comfort creating their own structure. This scale is very much a factor in fitting the individual to the environment. Some individuals are too independent for some environments. ScoreInterpretation < -25 Very Team Oriented -25 to -11 Strong Team Orientation -10 to +10 Able to integrate personal structure with most organizational structures +11 to +25 Independent and comfortable creating structure as required > +25 This candidate is very independent and may resist any existing structure

36. III. Coach to Success COMFORT WITH CONFLICT (CWC) Enjoys Conflict And May Even Create It To Further Own Goals Not Comfortable Dealing With Conflict

37. COMFORT WITH CONFLICT (CWC) Comfort with Conflict (CWC) measures the person’s comfort in situations where there is conflict or potential for conflict. Those on the left end of the scale are generally comfortable with conflict and those on the right end tend to avoid conflict. ScoreInterpretation < 0 Will avoid conflict and may become stressed or emotional in situations where conflict is a regular occurence. 0 to 19 Can handle conflict. Will prefer to avoid. 20 to 39 Generally comfortable with conflict and able to deal with frank discussion. > 40+ Comfortable with conflict. At ease presenting unpopular points of view. May engage in debate. May use conflict to further own agenda.

38. COMMUNICATIONS STYLE People Orientation Friendly, Outgoing Reserved, Build Relationships slowly Analytical Orientation Factual, analytical Learns the essentials

39. IV. Communication Style People Orientation Outgoing, Very Friendly Shy, Reserved/ Builds Relationships Slowly

40. PEOPLE ORIENTATION (PO) The People Orientation (PO) scale provides an insight into the approach to building relations with other people and the degree that he/she is motivated by and derives satisfaction from the meeting and interacting with other people. This will be reflected in how much the person would enjoy and his/her approach to such managerial roles as providing feedback, giving presentations and recruiting people into the business culture. ScoreInterpretation < -20 Does not enjoy a lot of interaction with others outside personal friends and acquaintances. May appear aloof to others. -20 to 0 Builds relationships over period of time 0 to +20 Enjoys and is motivated by interacting with others

41. IV. Communication Style Analytical Orientation Analytical / Factual Pays Little Attention To Detail Learns The Necessities

42. INVESTIGATIVE ORIENTATION (INV) Based on the INV scale, the Investigative Orientation reflects the degree to which learning is important. The scores on this scale will be significant in issues such as learning and passing on technical information and attention to detail. An interest in continuous learning is important in developmental managers but may not be an issue for all managers. ScoreInterpretation < -20 Learning and education are not strong motivators. May lack attention to detail -20 to 0 Unlikely to view learning as a strong motivator. Will learn what is required. 0 to +20 Will find satisfaction in learning and show attention to detail > +20 Enjoy learning but may become absorbed in detail

43. V. Attitudes Self Confidence Possible Over-confidence Sees Self As In Control; Takes Responsibility for own Actions Controlled By External Circumstances

44. SELF CONFIDENCE Based on the Self Directed (SD) scale. It indicates the extent to which he/she believes in him/herself and feels in control of the issues in his/her life. Feelings of confidence are important in managing successfully and taking responsibility for one’s own actions. ScoreInterpretation 0 - 25 Demonstrate feelings of not being in control of circumstances 25 to 35 Modest level of self confidence 35 to 50 Quite Confident 50+ Feeling very much in control and assuming responsibility for own actions

45. V. Attitudes Lifestyle Management Possible Mentor Managing Lifestyle Effectively Has Difficulty Coping At Times

46. LIFESTYLE MANAGEMENT (LM) The Lifestyle Management scale indicates how he/she is currently dealing with stress in his/her career and lifestyle. Numerous studies have shown that those who are having difficulty managing stress do not perform well. If that is an issue, they should be helped with counseling, mentoring and/or stress management training. ScoreInterpretation 0 - 25 Appear to be having difficulties coping with stress 25 to 35 Modest level of lifestyle management 35 to 50 Handling well 50+ Show very strong coping skills (could mentor others)

47. V. Attitudes Networking and Self Promotion Possible Mentor Comfortable Networking and Promoting Self Needs coaching

48. NETWORKING AND SELF PROMOTION (NSP) The Networking and Self Promotion scale indicates his/her willingness to promote him/herself and the business. This scale is an important factor in determining his/her suitability for careers that require a degree of self promotion, building personal networks, handling rejection and to a lesser degree, having an interest in sales as a career. A low score on this scale would be considered an attitudinal block to performance in some customer service roles. ScoreInterpretation 0 - 25 Not comfortable promoting self or company 25 to 35 Modest comfort promoting oneself or business 35 to 50 Strong attitude to NSP 50+ Very strong networker and business builder

49. V. Attitudes Listening Style Possible Mentor Good Listener Needs Mentoring

50. LISTENING STYLE (LS) Listening Style is an scale based on the answers to a series of questions which describe the individual’s approach to listening to the concerns of other people. The questions deal with patience, actually trying to understand the other person and overall courtesy. ScoreInterpretation 0 - 25 May appear impatient, or indifferent. 25 to 35 Modest level of listening 35 to 50 Handling well 50+ Show very strong listening skills (could mentor others)