PQ10

SELECT

Pat Participant
04 February 2022

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2 PQ10: SELECT | Pat Participant

Introduction
The Assessment
PQ10 is a measure of tendencies and personality preferences and has been developed specifically for online testing.

PQ10 reflects modern neuroscientific thinking about personality which provides a biological basis and functional
structure to one of the most widely accepted models of personality today; namely, the ‘Big Five’ model of
personality. The model provides a hierarchical structure arranged under two broad traits, Plasticity (how people
adapt to and engage with the world around them) and Stability (how people maintain stable relationships,
motivation and emotional states).

Big Five Factor Underlying Trait

Inquisitiveness
Openness Intellectual engagement with ideas and challenges.
Ideas

Cognitive stimulation, intellectual curiosity, and

creativity. Creativity
Plasticity

Creative and artistic engagement.

Power
Power, responsibility, and influence over oneself and others.
Extraversion
Social and behavioural stimulation.
Sociability
Social interaction and engagement with others.
People

Compassion
Empathy, thoughtfulness, concern, and care of others.
Agreeableness
Social stability and social harmony. Diplomacy
Maintaining social harmony and adherence to social
norms.

Drive
Results
Stability

Conscientiousness Persistence in the pursuit of long-term goals.

Persistence, dependability, and adherence to rules
and structure. Orderliness
Maintaining order, structure, routine, and process.
Emotionality
Resilience

Maintaining composure and effectively managing moods

Emotional Stability and negative feelings.
Resilience, confidence, self-belief and composure
in response to uncertainty or perceived threats. Confidence
Maintaining confidence and self-assuredness in the face of
challenges or threats.

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The Report
This report has been designed to support the interview and reference checking process. It presents Pat’s results
and provides probing interview questions to help elicit information about his preferences, past behaviour, and
performance.

This is a confidential assessment report. As such, the information contained in this report should only be
interpreted by a trained professional and in the context of other relevant information (i.e., actual experience,
interests, skills, and aptitudes).

PQ10 is an indicator of behaviour and preference only. The publishers, therefore, accept no responsibility for
selection or other decisions made using this tool and cannot be held responsible for the consequences of doing so.

Rating Scale
Charts in this report are described in terms of a standardised Scale Ranges
Sten score that is presented on a scale of 1 to 10. As a guide,
scores of 1 to 3 indicate a strong preference for the left side

Moderate-

Moderate-
Moderate
of the scale, while scores of 5 to 6 indicate a neutral

High

High
Low

Low
preference for either end of the scale, and scores of 8 to 10
indicate a strong preference for the right side of the scale.

Comparison Group (Norm)

Pat’s results have been compared against the following norm group.

Assessment Norm Name Sample Size

PQ10 International Participants 29630

Impression Management
In some contexts, test takers may attempt to distort their results. The following scales explore the risk of
distortion in Pat’s profile.

Scale Score Risk Interpretation

Pat could have been concerned about presenting himself
in a socially acceptable manner. This may be the result
of a deliberate effort to present himself in an unusually
Social Desirability 7 Moderate-High
positive light, or it may simply reflect his true
personality. Pat’s attitude towards the assessment
should be verified before interpreting the results.
Pat is likely to have responded openly without wishing
Central Tendency 2 Low to hide his true personality. No further action is
needed.

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Executive Summary
Detailed below is a summary of the potential strengths and challenges that can be inferred from Pat’s assessment
results.

Potential Strengths Potential Challenges

• Pat is likely to be constantly on the lookout for • Pat may be overly quick to reject the old in favour of
new ways of working and openly embrace change. the new and frustrate others with his need for
Ideas

• He is likely to have a strong operational focus and change.

concern himself with common-sense solutions. • He may get so focused on the here-and-now and not
look beyond the obvious.

• Pat profiles as having an approachable nature and • Pat may dislike working on his own and enjoy the
should have sufficient confidence to build new social aspects of working in a team.
networks both internal and external to the • His strong need for influence may stifle the input of
organisation. others.
• Pat is likely to relish a position that offers scope • He may delay his own goals in an effort to help
People

for influence and responsibility. others.

• More compassionate than the average person, he • Pat is more likely than others to criticise and create
is likely to think about the needs of others when disharmony.
making a decision.
• Pat may be prepared to occasionally speak his
mind and encourage tough debate.

• He should be mindful of the goals he wants to • He may not always approach tasks with sufficient
achieve, without needing to strive for them at all urgency.
Results

costs. • He may lack the patience for highly detailed planning.

• He should appreciate the need for planning
without getting bogged down by details.

• Pat describes himself as being more emotionally • Less likely than some others to show emotion, it
composed than the average person and should may be hard to know exactly what he is thinking or
Resilience

take most frustrations in his stride. feeling.

• He profiles as being a highly confident and self- • He may lack insight into any shortcomings and miss
assured individual and is unlikely to be troubled by the opportunity to learn from past mistakes.
self-doubt.

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Ideas: Openness
Openness reflects cognitive stimulation. Higher scorers are curious, value creativity, and seek novelty and variety.

Strong Strong
Conventional Preference
Neutral
Preference Inquisitive

Values tradition and learns from the past; Values experimentation; open to change;
respects the status quo. enjoys intellectually demanding tasks.

Potential Strengths Potential Challenges

• Pat may be suited to a role that provides • Pat may be overly quick to reject the old in favour
significant latitude to experiment. of the new.
• He is likely to be constantly on the lookout for • He may be quick to lose motivation if a project
new ways of working. lacks the scope for experimentation.
• He is likely to feel at ease in dynamic • He may frustrate others with his need for change.
environments that are constantly evolving. • His need for change may be interpreted as
indecision.

Strong Strong
Pragmatic Preference
Neutral
Preference Creative

Pragmatic, realistic, and down-to-earth; literal Imaginative; looks beyond the obvious; may
and may prefer common-sense solutions. dismiss practical ideas.

Potential Strengths Potential Challenges

• Pat describes himself as being significantly more • Pat may get so focused on the here-and-now that
down-to-earth than the average person. he does not look beyond the obvious.
• He is likely to concern himself with common- • He may lack imagination and creativity.
sense solutions. • He may be overly concrete and literal in his
• He should be skilled at getting things done. thinking.
• He is likely to have a strong operational focus • He may discount creative ideas as being
and be a sensible pragmatist. impractical.

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People: Extraversion
Extraversion reflects one’s need for social and behavioural stimulation. Extroverted individuals tend to be socially
confident and may seek influence over others.

Strong Strong
Subdued Preference
Neutral
Preference Empowered

May prefer to follow; may prefer to support Happy to lead; takes charge; may be
than lead; may avoid responsibility. assertive and controlling.

Potential Strengths Potential Challenges

• Pat profiles as being a particularly assertive • Pat may be overly assertive and domineering.
individual. • His strong need for influence may stifle the input
• He is likely to relish a position of leadership. of others.
• He is likely to be energised by a role that offers • He may not respond well to having to take
scope for influence and responsibility over direction from others or having his authority or
others. scope of influence restricted.

Strong Strong
Reserved Preference
Neutral
Preference Sociable

Private; may prefer own company; may avoid Outgoing, lively, socially confident, and
the spotlight. participating.

Potential Strengths Potential Challenges

• Pat may be easy to approach and talk to. • Pat may defer to the group rather than use his
• He should feel at ease in unfamiliar social initiative.
situations. • He may dislike working on his own.
• Profiling as a confident communicator, Pat is • He may get distracted by the social aspects of
likely to make a positive first impression. working in a team.
• He should appreciate an environment that offers
scope for social interaction.

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7 PQ10: SELECT | Pat Participant

People: Agreeableness
Agreeableness relates to one’s concern for social stability or social harmony. Agreeable individuals value cooperation
over conflict and are compassionate towards others.

Strong Strong
Indifferent Preference
Neutral
Preference Compassionate

Unsentimental; inwardly focused; may not Empathetic, caring, and compassionate;

readily show empathy for others. thinks about others' needs.

Potential Strengths Potential Challenges

• More compassionate than the average person, • Pat may refrain from making difficult decisions that
Pat is unlikely to turn down a request for help. could impact on people he cares about.
• He is likely to consider others’ needs when • He may delay his goals in an effort to help others.
making a decision.
• He should pick up on the emotions of a group
better than most and contribute positively to
team spirit.

Strong Strong
Tough-Minded Preference
Neutral
Preference Diplomatic

Forthright, direct, and straight-forward; may Discreet, restrained, and conforming; careful
challenge others. to maintain harmony.

Potential Strengths Potential Challenges

• Pat should speak his mind openly and deal head- • Pat may be more concerned with speaking his
on with tricky situations. mind than worrying about the impression he
• He is unlikely to keep his ideas or opinions to creates.
himself. • He may need to think before speaking; particularly
• He should deal directly with issues and encourage when dealing with more sensitive issues and/or
tough debate. individuals.
• More likely than most to criticise, he may create
disharmony.

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8 PQ10: SELECT | Pat Participant

Results: Conscientiousness
Conscientiousness describes motivational stability or persistence in the pursuit of long-term goals and adherence to
rules. High scorers have a strong preference for planning, structure, attention to detail, and goal setting.

Strong Strong
Relaxed Preference
Neutral
Preference Driven

Relaxed; tolerant of distractions; able to Ambitious; hard-driving; may find it difficult to

separate one's work and personal life. relax.

Potential Strengths Potential Challenges

• Pat should be no more or less driven than the • Pat may need to find a task personally motivating
average person. to retain his focus.
• He should be mindful of the goals he wants to • He may not always approach tasks with sufficient
achieve, without needing to strive for them at all urgency.
costs.
• He should be reasonably effective at getting
things done.

Strong Strong
Unstructured Preference
Neutral
Preference Orderly

Less concerned about rules, process, and Dependent on rules, process, and structure;
planning; may cut corners. likes order and routine.

Potential Strengths Potential Challenges

• He is likely to appreciate the need for planning • Pat may sometimes underestimate the planning
without getting bogged down by detail. involved to deliver more complex projects.
• He should be reasonably adept at anticipating • He may be more tolerant of loose detail than
problems and roadblocks. some others would like.
• He should be as effective as most others at • He may lack the patience for highly detailed
coordinating people and resources to get things process mapping.
done.

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9 PQ10: SELECT | Pat Participant

Resilience: Emotional Stability

Emotional Stability refers to how people maintain emotional defences in response to uncertainty and threats. It
includes concepts of resilience, composure, confidence, and freedom from self-doubt.

Strong Strong
Sensitive Preference
Neutral
Preference Composed

Emotionally sensitive; actively seeks to Emotionally stable and steady; rarely

eliminate perceived threats. flustered; calming.

Potential Strengths Potential Challenges

• Pat profiles as being more emotionally composed • Others may see Pat as somewhat complacent
than the average person. when things go wrong.
• He should have sufficient energy to meet most • Less likely than some others to show emotion, it
challenges. may be hard to know exactly what he is thinking
• Under periods of prolonged pressure, he should or feeling.
take most frustrations in his stride. • He may not relate so easily to people whose
• He is likely to handle criticism more effectively actions are based on feelings.
than others.

Strong Strong
Apprehensive Preference
Neutral
Preference Confident

Apprehensive; tends to be self-critical; may Self-assured; rarely dwells on mistakes; may

dwell on past mistakes. be overly confident.

Potential Strengths Potential Challenges

• Pat describes himself as being a highly confident • Pat may be far less likely than others to learn from
and self-assured individual. past mistakes.
• Satisfied with his accomplishments, he should • He may lack insight into any shortcomings.
expect success more than failure. • He may come across as overly confident or
• He is unlikely to be troubled by self-doubt or arrogant.
dwell on past mistakes.

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10 PQ10: SELECT | Pat Participant

Interview Prompts
The following questions have been designed to support the interview and reference checking process. Use these
questions as a guide to probe Pat’s preferences, past behaviour, and performance.

Much more inquisitive than average. Much more pragmatic than average.
• Share a time when you introduced a change that • Describe a situation that demonstrates your
Openness

did not work. What did you learn about this ability to think creatively.
Ideas

experience? • Provide an example where you took the

• Where in this role do you see room for creative ideas of others and applied them
innovation and how would you implement this? practically.

Much more interested in taking charge than

More sociable and outgoing than average.
average.
Extraversion

• Share an example that highlights your capacity • Provide an example which highlights your ability
to be assertive, without being intimidating. to work well with all sorts of people, both
• Describe a time when being assertive didn’t internal and external to the organisation.
achieve the outcome you wanted. What did you • If you were to give advice to someone about
learn from this situation? how to network and build rapport, what would
People

you say?

More compassionate than average. More tough-minded than average.

• Who do you relate to easier; data-driven or • Describe a time when you took the lead on an
Agreeableness

more feelings-driven people? Give an example issue that was not going to please everyone.
to support your decision. What strategies did you use to keep the end
• What recent situation highlights your ability to goal in sight? What did and did not work well?
tune into people and pick up on what is not
being said?

A balance between being relaxed and A balance between being unstructured and
driven. organised.
Conscientiousness

• While working towards a goal, what steps do • What thinking do you go through when deciding
Results

you take to ensure you do not lose sight of whether a task requires careful planning or a
other unexpected opportunities that arise? quick decision?
• What recent, challenging goal have you set • What do you consider when developing a plan?
yourself? How are you going towards achieving
it?

More composed than average. Much more confident than average.

Emotional Stability

• Describe a pressured situation in which you • Describe one area you have consciously tried to
Resilience

were pushed to the limit. develop/improve in yourself. Why?

• Give an example that highlights your ability to • Please describe a work project or initiative
remain resilient under pressure. which you were responsible for and which did
not go well. What did you learn from this
scenario about yourself?

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Appendix: Higher-Order Profile

Detailed below is a higher-order profile summary of Pat’s stability, plasticity and big five scale results. Use this profile
to gain a higher-level understanding of Pat’s results.

Scale Description Low Moderate High

Plasticity reflects the need for reward,

stimulation and engagement. Higher scorers
Plasticity seek to explore new goals, relationships, and
ways of interpreting the world.

Openness reflects cognitive stimulation. Higher scorers

Openness are curious, value creativity, and seek novelty and
variety.

Extraversion reflects one’s need for social and

behavioural stimulation. Extroverted individuals tend to
Extraversion
be socially confident and may seek influence over
others.

Stability reflects a tendency towards self-

Stability regulation. Higher scorers are less prone to
impulsive behaviour.

Agreeableness relates to one’s concern for social

stability or social harmony. Agreeable individuals value
Agreeableness
cooperation over conflict and are compassionate
towards others.
Conscientiousness describes motivational stability or
persistence in the pursuit of long-term goals and
Conscientiousness adherence to rules. High scorers have a strong
preference for planning, structure, attention to detail,
and goal setting.
Emotional Stability refers to how people maintain
emotional defences in response to uncertainty and
Emotional Stability
threats. It includes concepts of resilience, composure,
confidence, and freedom from self-doubt.

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 12 PQ10: SELECT | Pat Participant

Results at a Glance
Detailed below is a summary of Pat’s underlying trait scores. What this means on-the-job is detailed more fully in the
remainder of this report.

Strong Strong
Left Description Neutral Right Description
Preference Preference

Conventional Inquisitive
Values tradition and learns from the past; Values experimentation; open to change;
Openness

respects the status quo. enjoys intellectually demanding tasks.

Ideas

Pragmatic Creative
Pragmatic, realistic, and down-to-earth; Imaginative; looks beyond the obvious; may
literal and may prefer common-sense dismiss practical ideas.
solutions.

Subdued Empowered
Extraversion

May prefer to follow; may prefer to support Happy to lead; takes charge; may be
than lead; may avoid responsibility. assertive and controlling.

Reserved Sociable
Private; may prefer own company; may Outgoing, lively, socially confident, and
avoid the spotlight. participating.
People

Indifferent Compassionate
Agreeableness

Unsentimental; inwardly focused; may not Empathetic, caring, and compassionate;

readily show empathy for others. thinks about others' needs.

Tough-Minded Diplomatic
Forthright, direct, and straight-forward; may Discreet, restrained, and conforming; careful
challenge others. to maintain harmony.

Relaxed Driven
Conscientiousness

Relaxed; tolerant of distractions; able to Ambitious; hard-driving; may find it difficult

Results

separate one's work and personal life. to relax.

Unstructured Orderly
Less concerned about rules, process, and Dependent on rules, process, and structure;
planning; may cut corners. likes order and routine.
Emotional Stability

Sensitive Composed
Resilience

Emotionally sensitive; actively seeks to Emotionally stable and steady; rarely

eliminate perceived threats. flustered; calming.

Apprehensive Confident
Apprehensive; tends to be self-critical; may Self-assured; rarely dwells on mistakes; may
dwell on past mistakes. be overly confident.

© Podium Systems Limited.