CoBank Culture Fit Assessment v.2

eTicket Number : 4968468636338424377
Email/ID : test
Issued to : Proctored Session: Test
Date : 02/14/2017
Time : 17:04:00
Test Version : 1.0
Time Taken : 00:01:00

Executive Summary

Alignment

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In-Between

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Gaps

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Most Important Values

Candidate

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Perception of HR

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Organization

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Using this report

This assessment provides a snapshot of how well a candidate’s preferences match an organization’s values. It also provides insight into a candidate’s thoughts on your organization’s values. Personal beliefs about a company’s values are important drivers of employee morale, longevity, and engagement and are often more important than the organization’s value reports.

The results of this assessment should be considered along with a candidate’s work history, skills, abilities, interview, and any other pre-screening tools.

A candidate’s answers show a preference for certain work settings. This does not mean they can’t work in other settings. Low or moderate fit on any cultural values should not bar a candidate from hire and warrants further investigation.

Performance Analysis

Culture Strength

Organizations have different cultures that drive employee behavior. They differ in how robust and important their values and norms are inside the organization.

Interview Questions
  1. Think about a time when you had to work or interact in a setting that was different from what you were used to.
  2. What did you do to adapt to this cultural change?
  3. Describe a time when your manager asked you to complete a task according to a method that conflicted with how you would have liked to tackle it. How did you feel about it and how did you handle the situation?
  4. At CoBank, there is general, agreed-upon consensus on how people go about completing tasks and working with others. Would you feel comfortable in a strong culture like CoBank? Why or why not?

Culture Strength

Organizations have different cultures that drive employee behavior. They differ in how robust and important their values and norms are inside the organization.

Interview Questions
  1. Think about a time when you had to work or interact in a setting that was different from what you were used to.
  2. What did you do to adapt to this cultural change?
  3. Describe a time when your manager asked you to complete a task according to a method that conflicted with how you would have liked to tackle it. How did you feel about it and how did you handle the situation?
  4. At CoBank, there is general, agreed-upon consensus on how people go about completing tasks and working with others. Would you feel comfortable in a strong culture like CoBank? Why or why not?

Culture Strength

Organizations have different cultures that drive employee behavior. They differ in how robust and important their values and norms are inside the organization.

Interview Questions
  1. Think about a time when you had to work or interact in a setting that was different from what you were used to.
  2. What did you do to adapt to this cultural change?
  3. Describe a time when your manager asked you to complete a task according to a method that conflicted with how you would have liked to tackle it. How did you feel about it and how did you handle the situation?
  4. At CoBank, there is general, agreed-upon consensus on how people go about completing tasks and working with others. Would you feel comfortable in a strong culture like CoBank? Why or why not?

Culture Strength

Organizations have different cultures that drive employee behavior. They differ in how robust and important their values and norms are inside the organization.

Interview Questions
  1. Think about a time when you had to work or interact in a setting that was different from what you were used to.
  2. What did you do to adapt to this cultural change?
  3. Describe a time when your manager asked you to complete a task according to a method that conflicted with how you would have liked to tackle it. How did you feel about it and how did you handle the situation?
  4. At CoBank, there is general, agreed-upon consensus on how people go about completing tasks and working with others. Would you feel comfortable in a strong culture like CoBank? Why or why not?

Culture Strength

Organizations have different cultures that drive employee behavior. They differ in how robust and important their values and norms are inside the organization.

Interview Questions
  1. Think about a time when you had to work or interact in a setting that was different from what you were used to.
  2. What did you do to adapt to this cultural change?
  3. Describe a time when your manager asked you to complete a task according to a method that conflicted with how you would have liked to tackle it. How did you feel about it and how did you handle the situation?
  4. At CoBank, there is general, agreed-upon consensus on how people go about completing tasks and working with others. Would you feel comfortable in a strong culture like CoBank? Why or why not?

Key

Cobank Fit Range

Candidate Preference

Candidate Perception

Interpreting these results

The CoBank Fit Range is the part of the score band that is the darkest shade of green. This band is based on a representative sample of CoBank employees and signifies the most ideal fit range for new employees. The portion of the green band that fades from green to white represents a moderate fit with CoBank. The white portion of the score band represents a divergence from CoBank’s ideal fit range.

A candidate’s responses indicate preference for certain work settings. This does not mean they can’t work in other settings.

A lack of fit on one or more cultural factors does not disqualify a candidate from hire.

The results of this assessment should be considered along with a candidate’s work experience, skills, prescreening process results, interview performance, and any additional test results.

For any scores outside the fit range, use the interview questions at the end of this report to gain additional information about the candidate’s fit on those factors and how important it is for them to work in their preferred setting. If their preferences don’t align with CoBank, it still may be okay to hire them if their answers to interview questions suggest they can tolerate working in their non-preferred work setting.

Cultural Factor Descriptions and Interpretations

Culture Strength / Divergent from CoBank Fit

When a candidate diverges from the CoBank ideal range, they are likely flexible to either culture type. Employees in a mild culture typically do not have strong norms or rituals that drive how work gets done. Generally, there is a culture but it merely sets the tone rather than prescribes how work gets done. Candidates that diverge from a preference for a strong culture still may be suitable depending on their experiences and ability to work in such an environment.

Culture Strength / Convergent from CoBank Fit

Strong cultures have norms in place that are apparent and drive performance. A candidate who fits within this range would prefer to conform and follow the cultural norms that exist within CoBank.

Interview Questions
  1. Think about a time when you had to work or interact in a setting that was different from what you were used to.
  2. What did you do to adapt to this cultural change?
  3. Describe a time when your manager asked you to complete a task according to a method that conflicted with how you would have liked to tackle it. How did you feel about it and how did you handle the situation?
  4. At CoBank, there is general, agreed-upon consensus on how people go about completing tasks and working with others. Would you feel comfortable in a strong culture like CoBank? Why or why not?

Culture Strength / Divergent from CoBank Fit

When a candidate diverges from the CoBank ideal range, they are likely flexible to either culture type. Employees in a mild culture typically do not have strong norms or rituals that drive how work gets done. Generally, there is a culture but it merely sets the tone rather than prescribes how work gets done. Candidates that diverge from a preference for a strong culture still may be suitable depending on their experiences and ability to work in such an environment.

Culture Strength / Convergent from CoBank Fit

Strong cultures have norms in place that are apparent and drive performance. A candidate who fits within this range would prefer to conform and follow the cultural norms that exist within CoBank.

Interview Questions
  1. Think about a time when you had to work or interact in a setting that was different from what you were used to.
  2. What did you do to adapt to this cultural change?
  3. Describe a time when your manager asked you to complete a task according to a method that conflicted with how you would have liked to tackle it. How did you feel about it and how did you handle the situation?
  4. At CoBank, there is general, agreed-upon consensus on how people go about completing tasks and working with others. Would you feel comfortable in a strong culture like CoBank? Why or why not?

Culture Strength / Divergent from CoBank Fit

When a candidate diverges from the CoBank ideal range, they are likely flexible to either culture type. Employees in a mild culture typically do not have strong norms or rituals that drive how work gets done. Generally, there is a culture but it merely sets the tone rather than prescribes how work gets done. Candidates that diverge from a preference for a strong culture still may be suitable depending on their experiences and ability to work in such an environment.

Culture Strength / Convergent from CoBank Fit

Strong cultures have norms in place that are apparent and drive performance. A candidate who fits within this range would prefer to conform and follow the cultural norms that exist within CoBank.

Interview Questions
  1. Think about a time when you had to work or interact in a setting that was different from what you were used to.
  2. What did you do to adapt to this cultural change?
  3. Describe a time when your manager asked you to complete a task according to a method that conflicted with how you would have liked to tackle it. How did you feel about it and how did you handle the situation?
  4. At CoBank, there is general, agreed-upon consensus on how people go about completing tasks and working with others. Would you feel comfortable in a strong culture like CoBank? Why or why not?