AMPI: Aspiring Minds Personality Inventory

Candidate Report
Candidate: Test
AMCAT ID: 10010285915572
This is the candidate's personality report
according to his/her responses to AMPI. The
purpose of this report is to provide you a
detailed analysis of his/her personality style
and give you an insight on his/her behavior.
The analysis done is on the basis of his/her
responses to AMPI (Aspiring Minds Personality
Inventory).
Different sections of this report are especially
designed to provide a broad view on various
aspects related to the candidate's
personality. The report contains the following
main sections:
Candidate's Personality Summary

Note: Low - , Medium = , High +
Job Suitability
People Interaction
Trainability
Self-Drive
Repetitive Job Suitability

Personality Type
Visionary
Introduction
AMPI: Aspiring Minds Personality Inventory is based on FFM: Five Factor Model including the additional trait of
polychronicity, which is by far the only scientifically validated and reliable personality model. FFM is not only
a wholesome model for assessing personality, but has also shown to be a valid and consistent predictor for
suitability of an individual for different job profiles. In our research we found that the trait of polychronicity is
an important parameter for job success in many areas.
AMPI's scoring is based on statistical techniques of factor analysis, polytomous item analysis and structural
modeling. Norms have been set on large candidate assessment done on final year graduates. Test forms
are auto-generated such that each factor can be reliably predicted in feasible amount of time. Test-retest
reliability and test validity are statistically guaranteed.
AMPI provides the assessment of the candidate on the following traits:
Candidate's Personality Scores
This section presents a summary of candidate's assessment scores in the five traits of FFM. The table
below shows his/her Z-score and percentile in each trait. The Personality Map below shows the candidate's
score in different personality traits of AMPI model. Each bar represents his/her Z-score in a personality trait.
Candidate's Personality Score
Trait Region Percentile
Z-
score
Extraversion High 86% 1.06
Conscientiousness High 80% 0.85
Emotional Stability Medium 40% -0.25
Openness to
Experience
High 95% 1.61
Agreeableness Low 30% -0.52
Polychronicity High 97% 1.82
Note: A low percentile does not mean bad performance and high percentile does not mean good performance, as there is no
concept of performance in personality.
Scores and Their Interpretation:
a. For each trait, the candidate shall be classified as being LOW, MEDIUM or HIGH in the category. It
should be noted that this classification is not an absolute one, but a relative one. These classifications
are provided based on our norms on a sample of entry-level job aspirants. For instance, a person,
who is high on Extraversion, is as extraverted as the top 33% people in our norm group. He/she may
not still be extraverted enough for a given role or a standard set by another individual.
b. Two folks may be classified in the same category of a trait, but may differ in the levels of that trait.
For instance, being MEDIUM just implies that the candidate is among the middle 33% bracket of
candidates in our norms for the given trait. A candidate may possess the trait more than the other.
c. For each trait, a Z-score is provided. The Z-score measures the number of standard deviations the
score is away from mean of norm. A Z-score more than +0.44 means the candidate is in the top
33%, whereas a Z-score of less than -0.44 represents the candidate is in the lowest 33%.
d. A trait score of HIGH or LOW may not be equated to being GOOD or BAD. Also, the test does not
measure or indicate any psychological disorder or otherwise. Every individual has a unique
personality and this report provides an indication of the same. Candidates with different personality
combinations do well in handling different kind of situations and perform well in different jobs. There is
no absolute metric of a good or bad personality.
e. This report is best interpreted by a psychologist. The candidate is strongly advised not to take any
action on the basis of this report without referring to a well qualified psychologist.
Description of Candidate's Personality
This section analyzes candidate's personality and provides you a detailed description of his/her personality
traits.
Extraversion
The candidate's score indicates he/she is High on Extraversion.
Extraversion is defined as one's inclination towards the outer world. Individuals with high extraversion can
be characterized as social, talkative and assertive. They like the company of people and enjoy social
gatherings. They need external stimulation and get energized while interacting with people. They have lots
of friends and thrive for making new social contacts. They like to work in groups and prefer to lead others.
The candidate likes to engage with the external world, be among people and interact with them. The
candidate is assertive of his/her view and prefers to lead rather than follow. The candidate seeks lot of
excitement and likes to engage in high energy and thrilling activities. The candidate enjoys social
gatherings and feels more comfortable being surrounded by people.
Conscientiousness
The candidate's score indicates he/she is High on Conscientiousness.
Conscientiousness has been called by some psychologists as the Will to Achieve. It is generally seen to
have two components, one of striving for achievement and the other of dependability. The latter is
characterized by being thorough, organized and responsible. The former is related to volitional variables
such as hardwork, perseverance and orientation towards achievement.
The candidate is punctual, well organized and believe in self-discipline. The candidate likes everything in
order and follows processes, plans and rules. The candidate is a perfectionist, pays good attention to detail
and works methodically to achieve his/her goals. The candidate can be relied upon to get things done well.
The candidate is well-motivated, determined and has a good sense of direction in life.
Emotional Stability
The candidate's score indicates he/she is Medium on Emotional Stability.
Emotional stability refers to being in a state of psychological steadiness. Emotionally stable people are even
tempered and relaxed and they tend to have higher emotional intelligence. On the other hand, people low
on emotional stability are likely to experience negative emotions like anxiety, depression, embarrassment
and insecurity on small stimuli from the environment. These people have a tendency to exaggerate minor
mutations.
The candidate is generally calm, but, at times, may gets upset by behavior of others, feels depressed or
guilty. The candidate can handle situations well but at times gets panicked. The candidate is moderately
adaptable to his/her surroundings.
Openness to Experience
The candidate's score indicates he/she is High on Openness to Experience.
Openness to Experience is associated with being broad-minded, unconventional, having a rich artistic
sensitivity and being curious and imaginative. This has been a trait hard to identify and has been called as
intellect, culture or openness to experience by various psychometricians. Open individuals are creative,
willing to challenge authority and entertain new ideas. They have intuitive thinking and can adapt to change
easily. They are progressive and prefer to explore new ways and ideas of doing things.
The candidate has a strong aesthetic sense, appreciate beauty and experience varied emotions and
feelings. The candidate has broad interests, is keen to try out different things and have a rich imagination.
The candidate is highly creative and self-confident, and can visualize things easily.
Agreeableness
The candidate's score indicates he/she is Low on Agreeableness.
Agreeableness refers to social conformity, friendliness, compliance and altruism. Agreeable people are
sympathetic to others, help others and trust others to help them too in return. They are popular amongst
their colleagues and do not believe in manipulating people. Agreeable people are good for customer
relationship profiles and work well in teams.
The candidate places self-interest above socializing with others. The candidate is competitive, critical and
not considered warm. The candidate tends to manipulate things and situations for his/her interest. The
candidate has little inclination towards others. The candidate is generally considered unfriendly due to this
attitude.
Polychronicity
The candidate's score indicates he/she is High on Polychronicity.
The Multi-tasking trait is defined as the extent to which the person prefers to engage in more than one tasks
simultaneously and believes that this is a productive work style. Individuals high on this trait shall like to
engage in multiple activities at a given time, whereas those low shall prefer to just do one thing at a time.
This trait measures the personality disposition of a person to multi-task and does not measure the ability to
do so.
The candidate has a high score on the multi-tasking scale. This shows that the candidate prefers to do
multiple tasks simultaneously, switching in between as per need basis. Rather than doing a single task or
project, he/she shall likes to do several of them together. The candidate's working approach shall be to
make some progress on multiple tasks than completing one task to the fullest and then moving to the next
task. The candidate will like to work in an environment which involves multi-tasking and shall not be put off
by that. The candidate believes this is an efficient way of doing things.
Note: This trait has no sub-traits and hence a diagram representing the same has not been
included.
included.
Candidate's Personality Type
Based on candidate's personality traits, his/her personality type is determined.
The candidate is a "Visionary"
The candidate likes to see the big picture and avoids getting too much into the details at an early stage.
The candidate is quick to see complex relationships between people, things, and ideas. The candidate
understands things in great depth and has the ability to size up a situation with precision and ease. The
candidate is a person who is upbeat about ideas, and is less interested in developing plans or making
decisions.
The candidate lives in the world of possibilities, and becomes excited about concepts, challenges and
difficulties. The candidate prefers the start-up phase of a project rather than the follow through or
maintenance phase.
When presented with a problem, the candidate is good at improvising and quickly comes up with a creative
solution. The candidate is an upbeat visionary and highly values knowledge. The candidate is usually
verbally as well as cerebrally quick, and loves to argue and prove his/her point. The candidate can be a
good conversationalist and exciting company to be with.
Suitability to Job
This section highlights the three dimensions of the candidate's job suitability:
The candidate is organized and self-driven; shall do well in
training and be a high performer in jobs requiring people
interaction such as sales and that of a manager.
Following points give you more details about the candidate:
The candidate shall perform well at jobs which require interaction with people such as
sales and management, as shown by several meta-analytic studies across the globe. The
candidate has traits such as sociability, assertiveness and a positive attitude, which are required for
such jobs.
The candidate has an affinity to be orderly, self-disciplined, persistent and self-driven. Such
candidates are generally the top performers in any job profile as shown through multiple
meta-analytic studies.
The candidate may depict tendencies to anger, anxiety and depression. Whereas this is not
conclusive and the interviewer may probe more on these aspects, if they are relevant to the job in
question.
The candidate will respond well to trainings and be open to learning new things. The candidate may
not enjoy a monotonous job and shall look for diversity in experience.
Counseling and Learning Style Aid
The purpose of this section is to provide tips to a counselor or manager on what mechanisms may work
well to counsel the candidate and how the candidate may react to counseling. These tips are based on an
understanding of the candidate's internal experiences, candidate's concerns and identification of potential
roadblocks in the process of counseling the candidate. The purpose of this section is not to aid any kind of
medical or clinical counseling, but professional, educational or work related counseling only.
The candidate will respond to group and team activities for the purpose of counseling. He/she may,
however, have some difficulty understanding his/her weaknesses.
The candidate may not be able to control negative emotions and require longer period of counseling.
Skill training in emotion control and assisting the candidate understand their emotions will help
achieving the goals of counseling.
It is recommended to use creative activities and tasks. The candidate can appreciate other's
viewpoint, can handle ambiguity and would respond to humor.
He/she may be skeptical of the process and may terminate early in case clear results are not visible.
Steps should be taken to avoid the same.
The candidate is more likely to benefit from the counseling process, both in terms of being interested
to improve, accepting and working on feedback.
Aspiring Minds Concluding Words
Candidate's overall personality features can be summarized as follows:
1. Candidate's Personality Traits
Extraversion: High
Conscientiousness: High
Emotional Stability: Medium
Openness to Experience: High
Agreeableness: Low
Polychronicity: High
2. Candidate's Personality Type
The candidate's personality type is Visionary.
3. Candidate's Job Suitability
The candidate is organized and self-driven; shall do well in training and be a high performer in jobs
requiring people interaction such as sales and that of a manager.
4. Counseling and Learning Style Aid
The candidate is more likely to benefit from the counseling process, both in terms of being interested
to improve, accepting and working on feedback.
We hope this report helped in knowing and understanding the candidate's personality and identifying
his/her strength and weaknesses. If you have any questions or feedback, please feel free to mail us at
feedback@aspiringminds.in.
Thanking you
Aspiring Minds Representative