Some more detail

The ICR report indicates the level of work complexity of the position in question and provides brief summaries of the candidate’s assessment results on each of the specific assessments included in the battery.

It also indicates the candidate’s scores per competency on a 5-point scale for each of the assessments separately. These scores are generated algorithmically. The practitioner working with the report can, however, adjust those scores that s/he does not agree with and can add a recommendation to round off the report.

The ICR also offers the option of generating detailed behavioural characteristics associated with the specific competencies, at the appropriate level of work complexity.

The ICR report can be used for talent management purposes such as:

• Job- and organisational structuring
• Selection and placement
• Leadership identification and development
• The identification of potential
• Diversity management
• Capacity building
• Succession planning and career pathing
• Personal and group development
• Intellectual capital management

Advantages

Advantages to using the ICR include:

• Saves the report writing time and effort of HR practitioners, Consultants and Psychologists
• Reduces subjectivity in report interpretation by providing standardized scores based on algorithmic calculations
• The contextualization of assessment results in terms of the level of work complexity and the competency requirements of a position
• Allows the practitioners to adapt scores and text in the report should that be necessary
• Holistic in the sense that various sets of assessment results can be synthesized
• Accommodates a wide variety of assessments to cater to the psychometric preferences of consultants and companies
• Summarizes and simplifies the complex reports of test providers

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