Reports & Analytics

Yes. Profiles, individual strengths and job fit reports are all available as pdf documents which can be shared electronically with others. Other data presented in dashboards can be exported in CSV (MS Excel) format.

Immediately. Results interpretation is built into our software so there is no delay between completing an assessment and receiving results. As soon as someone completes their assessment, their individual strengths are available to view and their results can be compared with any role defined for your organisation.

AbilityMap allows you to move beyond tracking the symptoms of performance (like sales figures or KPIs) and start identifying the root causes. By aggregating individual data into team-level dashboards, you can conduct a side-by-side comparison of your high-performing and underperforming groups.

Here is how you can leverage these insights:

• Benchmark the “DNA of Success”: Analyse your top-tier teams to identify the specific cluster of capabilities, such as Solving Problems, Managing Resources, or Personal Selling, that are actually driving their results. This becomes your objective “Success Profile.”

• Diagnose Performance Friction: For teams that are struggling, AbilityMap highlights exactly where the capability gaps are. You can determine if underperformance is due to a lack of core skills or a “capability mismatch” where people are in roles that don’t align with their natural strengths.

• Targeted Workforce Engineering: Instead of generic team-building, you can use this data to make surgical interventions. This might include moving a “high-capability” individual into a struggling team to balance their profile or adjusting your recruitment criteria to hire for the specific missing “DNA” in a department.

Interviews are notoriously subjective, often favouring candidates who are “good at interviewing” rather than those who are “good for the role.” AbilityMap transforms the interview from a conversational “gut check” into a rigorous, evidence-based validation process.

Here is how AbilityMap elevates your interview process:

• Tailored Behavioural Questions: Based on your specific Role Profile, the platform automatically generates targeted interview questions for each candidate. These questions focus on the core capabilities required for the job, ensuring you are digging into the behaviours that actually drive performance.

• Neutralising the “Halo Effect”: It is a common trap to mistake charisma or confidence for competence. AbilityMap reminds interviewers that the skills needed to ace an interview are rarely the same as those needed to excel in the role. This data-driven approach keeps the focus on objective requirements rather than personal likability.

• Evidence-Based Validation: Instead of asking generic questions, you are prompted to seek real-world evidence of a candidate’s capabilities. This allows you to verify if their “on-the-job” behaviour correlates with the scientific data in their Job Fit Report, creating a high-fidelity picture of their potential.

• Standardised Comparison: Because every candidate for a role is measured against the same capability-based questions, you can compare “apples to apples.” This structure eliminates bias and provides a clear, defensible audit trail for your hiring decisions.

In a traditional recruitment process, candidates often feel like they are shouting into a “black hole”, investing time in assessments and interviews only to receive a generic rejection email. AbilityMap changes this dynamic through professional reciprocity.

By providing every candidate with their own Imprint Feedback Report, you turn the assessment into a valuable development opportunity, regardless of the hiring outcome.

• Immediate Value & Reciprocity: Most assessments take data and give nothing back. By sharing a candidate’s top 8 human capabilities (without raw scores), you provide them with a tangible “gift” in exchange for their time.

• Empowerment & Confidence: The report gives candidates a professional language to describe their natural strengths. This helps them understand where they are most likely to thrive, the “right seat”, and allows them to speak more confidently about their value in future interviews.

• Building a “Talent-First” Employer Brand: Even unsuccessful candidates leave the process with a positive impression of your organisation. Providing a high-quality, personalised report demonstrates that your company values people as individuals, not just as data points, which significantly protects your reputation in the talent market.

• A Professional Asset: Candidates can use their report as a powerful addition to their resume or LinkedIn profile, helping them stand out to future employers by showcasing their scientifically validated human capabilities.