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Identity Personality Questionnaire

Personality Questionnaire Onboarding Report – we continue with our series covering the five different reports available from Identity the BPS Accredited Personality Tool.


Recruitment | Selection | Development


The Benefits of Identity

Just to remind you of the benefits of using the Identity Personality Questionnaire:

  • Well researched and validated tool
  • No training needed as reports are interpreted
  • Efficient and quick delivery of reports
  • One questionnaire completion for comprehensive outputs
  • Suitable for all levels within an organisation
  • A range of user – friendly reports to meet all your needs
  • Cost-effective solution

Supporting New Employee Integration


The ‘Identity’ Personality Questionnaire Onboarding Report is aimed at supporting those starting a new job. Since taking on a new role can be challenging for both the individual, their manager and the other team members we thought it would be useful to develop a personality report that can help. After all, it is a most exciting time for a person starting a new job – so will it not be great if we can help ensure that the person really settles in, and the manager uses this report and spends some time with them to really support them! 

The Onboarding Report is a unique tool designed to help managers to understand their new team member and to support them to better settle into their new role. Used as part of the onboarding process, this report can help both the manager and the individual to ascertain what the individual’s key strengths are, and how these can be best utilized in the new role. It can also help identify where their behavioural preferences may not fit the role well and how this might be best managed or compensated for.

Therefore, the manager can consider how best to support the individual to optimise their potential and to work effectively with other team members. The report is designed to aid interactive discussion, encouraging managers to sit down with their new team member and find out how to bring out the best in them.

New Starter

Successful onboarding of new employees increases business performance, enhances job satisfaction and reduces turnover of staff. The report helps the manager to build a strong supportive relationship with the new employee.

This early investment will help the new employee start performing in their role more quickly, and be less reliant on the manager. A key benefit is that the manager will also understand their new colleague quickly and much better and they will appreciate their personal strengths and potential areas that might need developing or improving for the role. Further more, this will allow time to plan and have clarity on how to best support the individual and help them perform at their best.

The manager can support the individual with making a start on their Personal Development Plan without waiting for a formal appraisal. All this is to ensure that the individual feels more engaged, feel more motivated and confident in their new role, helping to reduce the likelihood of them leaving the business early on.

What’s included in the Onboarding Report and how to use it?

A Sample Personality Questionnaire Onboarding Report is available for download below. We will now take you through the sections within the report.

[Identity Onboarding New Starter Report – Sample]

Understanding the Profile

First, it is useful to understand the Identity Profile at the back of the onboarding report, as that shows the results. There are 4 sections:

  1. Red section is the Interpersonal i.e. their preferences in interacting with people.
  2. Blue section is Thinking i.e. their preferences with handling information and handling tasks.
  3. Green section is Internal i.e. their preferences for getting things done (Drivers) and their preferences around dealing with emotions.
  4. Yellow section is Style Scales. Here we have 4 style scales that help us understand potential error that might creep in, in terms of accuracy of the profile:
    1. High Self Protecting may mean that they tend to be very defensive and therefore will not admit to mistakes or personal weaknesses.
    2. High Social Desirability means that they like and will present the better side of themselves.
    3. Low Self Reviewing means that they tend not see the need to review their behaviours and apply useful learning.
    4. Low Reflective tends to mean that they value first impressions and to see things as black or white.

Understanding the Scale. There are 36 personality scales. The scale used is a 10 point scale where:

  • 1 means extremely low preference
  • 10 means extremely high preference.

A description is provided at the two ends of the onboarding report i.e. on the left and right of the profile. Please note: that the scale is normally distributed. That means more people score in the middle between 4 and 7; and very few people will score at 1 or 10. In fact only about 2% of people will score on each of these.

Having an Onboarding Meeting with the Individual

The report provides the individual’s very strong preferences. Here is an example:

Onboarding Report New Starter

Why does the report present the very strong preferences first? Because this is a very effective way of understanding someone. To really understand their preferences will help you to understand them as unique individuals. Therefore, it is the perfect thing to do for an Onboarding report. As the manager is most likely not going to know the individual that well. Therefore, having a discussion with the individual about their very strong preferences in a supportive manner should be viewed by the individual as highly rewarding.  They will feel that the manager is making an effort for them.


For each preference both a potential strength (the green section) and a potential issue is provided (the pink sections). With strong preferences this is often the case that we need to be aware of both sides . The manager knowing the individual’s job can consider when these strong preferences might be a great asset.  In addition, consider if there may be situations where it may be counterproductive to the individual and/ or the wider team.  Note:  there is always a pink section.  So, it does not mean that they always apply.  However, it is useful to appreciate that there are always potential downsides or things to watch out for, on all preferences. Managers just need to ensure that they deal with these pink sections in a positive and non-judgemental manner – as there are always pink sections for every preference.

All strong preferences will be displayed. This is followed by displaying the marked preferences i.e. these are still clear preferences but not as strong.

Benefits of allowing the new starter to speak freely.

The meeting should allow the individual to convey their thoughts. After all, they are the expert on themselves. However, the manager presenting the report and providing good dialogue should provide new insights and understanding of what is possible for the individual. The manager should ensure that the individual has a lot of opportunity to express themselves so the manager should take on a questioning , coaching, and supportive role rather than an informing or instructive role.

During the meeting, consider exploring:

  • Strengths that Engages Them: What are their strengths – what things do they particularly enjoy doing? Which skills must they apply in the role? These tend to match their strong preferences.
  • Strengths that Drains Them: What are they good at but do not enjoy doing? i.e. strengths that drain them? How are these needed for the role? How can this be managed well so that it does not drain them too much?
  • Identifying Weaknesses that Might Need Developing – Some pink areas might be important for the role and therefore these might need to be considered for development, or to be dealt with in other ways e.g. by working closely with another person who can support these skills.
  • Weaknesses that Can be Left Alone – One cannot be great at everything, so we all have weaknesses. However, a lot of people think that if you identify a weakness you have to improve it. That is actually not the case. For example, I found out I am extremely weak in everything musical e.g. singing, playing musical instruments, etc,. I have tried hard learning to play lots of musical instruments without any success. These days I realise that creating music is not for me, so I just enjoy other people’s music! Much better to spend your energies on:
  • Further Developing Some of Your Strengths – So do understand some of the green boxes very well. If they are vital for the role then it might be much better to focus on further improving these areas. For example, you might already have a preference for influencing people. But if that is very important for your role then you might want to consider how you can improve that further e.g. I am effective at influencing peers, so perhaps I should now work on gaining more experience in influencing very senior people.

Development Planning

It is useful for the manager to support the individual with getting into a habit of always having an on-going development plan.  So from discussions around the above areas to help the individual identify between 2 – 4 areas they would like to focus on as development activities.

Your organisation might have formal Development Plan documentation to use to support this. It is useful to help the individual take ownership and to drive this through themselves. As the manager you can support by arranging regular follow-up sessions or meetings. As their manager you will be meeting up quite regularly anyway, so these development meetings can be less frequent e.g. every quarter, or if they are very keen every other month should work fine.

Managers are usually looking after several people, so it is useful to get people to work with and to learn from each other. So consider how they can collaborate and support each others’ development. Also, not just within their own team but to consider great opportunities with other teams.

Onboarding for New Starters

Personality Questionnaire Onboarding Report.

Therefore, you can appreciate that the full Onboarding Report provides a comprehensive range of very useful information for an individual. HR professionals, coaches, mentors, and line-managers can use this report to support an individual with their immediate integration within the organisation and then towards their ongoing development.


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