This report begins with a summary of the phases the candidate has progressed through, including an Insights section that contextualises the candidate’s scores in relation to the role and selection process.
Each phase is then presented in its own section, providing an overview of the candidate’s performance, along with a Detailed Results section outlining their scores across the attributes assessed at that phase.
Where auto-processing has been enabled, results are displayed using a colour-coded system: red for ‘auto-rejection’, orange for ‘on hold’, and green for ‘pass’, along with the corresponding threshold indicators. Where auto-processing is not enabled, results are displayed in blue.
","__ActivityReport_DetailedResultsIntro":"Scores
All scores are presented as percentages, reflecting the candidate’s performance across the different assessment attributes.
Score bars will often appear in green. This indicates competencies and attributes that do not have specific thresholds defined in the job setup.
The different colours represent the thresholds for the attributes that must be assigned by the admin user. Personality attributes are not given a score (in black) because they work in pairs with two opposite ends (bi-polar). For example, Extraversion and Introversion are opposites on the same scale, so a low Extraversion score means a high Introversion level. Other attributes are one-directional (uni-polar), meaning they are measured on a single scale. For instance, Expression Recognition can simply be low or high, rather than having an opposite pair.
Some non-personality attributes may also appear as tri-coloured score bars, but only when thresholds have been defined for them.
Importance
The numbers shown in brackets (in green) indicate the relative importance assigned to each attribute within the profiler. The higher the number, the greater the importance of that attribute.
These elements should be interpreted together to understand how well a candidate aligns with the requirements of the role.
","__ActivityWorkflow_AdditionalScreens":"Additional screens to be shown before the main activity","__ActivityWorkflow_AdditionalScreens2":"Additional screens to be shown after the main activity","__ActivityWorkflow_AdditionalScreens3":"Additional screens to be shown before a particular assessment, opt-out screens.","__ActivityWorkflow_CompletedSetup":"Activity completed screen setup.","__AnalysisView":"View","__AssessmentSetupHeaderName":"Header/attribute name","__AssessmentSetupNoTitle":"(no title)","__AssessmentTest":"testing:","__ATSDeepLearn":"Deep Learn is doing the maths and calculating the profiler scores","__ATSLoadingCandidates":"Loading candidates, please wait...","__Billing_NoAccess":"You don't have access to this organisation's billing details","__Billing_PerCandidate":"Per candidate","__Billing_PerEmployee":"Per employee","__Billing_PerJob":"Per job","__Billing_PleaseFillInDetails":"Please fill all required billing details","__Billing_PricingResetToDefault":"Pricing reset to default","__BulkProcess_accepted":"to be accepted","__BulkProcess_Disclaimer":"These candidates have been sufficiently considered and can be processed.","__BulkProcess_Explaination":"All candidates below the threshold will be rejected and all those who meet it will be moved to passed.","__BulkProcess_rejected":"to be rejected","__BulkProcess_title":"Bulk processing","__BulkProcessCandidates":"Process candidates","__ColumnDisplay":"Select which columns should be displayed","__Competency_Appendix":"Appendix: Definitions","__Competency_AssessmentsNotCompleted":"This person hasn't completed all assessments required to calculate this score.","__Competency_CannotBeScored":"Cannot be scored.","__Competency_LeadershipOverview":"Leadership overview","__Competency_MissingAttributes":"Missing attributes","__Competency_Negative":"NEGATIVE","__Competency_Overview":"Competency overview","__Competency_Positive":"POSITIVE","__Competency_Score":"SCORE","__Competency_SeeAppendix":"See 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jobs","__Label_AggregateJobs_Settings":"Complete or update your job aggregate settings","__Label_AggregateJobs_Tooltip":"Aggregate all active jobs created by partner organisations to partner jobs board.","__Label_Convert":"Convert","__Label_EthnicOrigin":"Ethnic origin","__Label_EthnicOriginTooltip":"Ethnicity data is collected for research purposes only, and is never shared with anyone else.","__Label_HolidexCode":"Holidex code","__Label_HotelName":"Hotel name","__Label_LineManaged_Colleagues":"Colleagues managed by Line Manager","__Label_LineManager_Name":"Name of Line Manager","__Label_NoRegistrations":"No Registrations","__Label_Occurrences":"Occurrences:","__Label_State":"State","__Label_StateFilter":"Filter by state","__Label_SurveyLog":"Survey Log","__Label_SurveyLog_NotFound":"No survey logs found","__Label_UnsuccessfulSurvey":"Unsuccessful survey","__Label_Vacant":"Vacant","__LensMini_Page1Text":"The Lens Mini report is meant to be read by the individual whose profile is being analysed, as well as by team leaders, facilitators, and HR members.
The purpose of the Lens Mini report is to provide the reader with a detailed breakdown of personality by relying on two well-validated underlying theories, thus allowing a look at personality through two different perspectives.
The Lens Mini report is there for individual users to obtain a better understanding of their characteristic behaviours and traits, as well as to gain a deeper understanding of how to address their strengths and weaknesses. It is also useful for individuals to get clarity on how they may fit into certain organisations, and contribute using their inter-personal skills.
For team leaders and facilitators, the Lens Mini may help identify how to best maximise the unique abilities brought into the team by an individual, as well as how to structure meeting processes in a way that is more suitable to the person's natural preferences.
For those in Human Resources and Recruitment, the Lens Mini may be useful in gaining a better understanding of a candidate, as well as their potential within the company.
The Lens Mini consists of an overview page of the general characteristics of the individual, and afterwards is subdivided into two sections that represent the different perspectives through which personality can be viewed; the trait and type approaches.
The five general traits are first described on the overview page. Each trait is represented on a normal distribution curve, allowing a comparison between the individual in question and the general norm group. A unified profile description can also be found in the appendix, where each trait is graphed in an industry-standard format.
The section outlining the individual's personality using the type approach is broken down further into two areas; the overall type description via the general, temperament and processes views, and organisational implications of type, which include areas such as communication, change, leadership, decision-making, stress, and conflict.
The appendix also includes a table including all of the possible personality types using the type approach for those curious to identify where they are on the table.
This individual personality breakdown report will be able to provide information on how the person in question is similar to or different to those in a comparison group, as well as what the individual may enjoy or be comfortable with doing and the type of environment they would be comfortable doing it in. However, this report cannot provide detail into what sorts of activities and tasks an individual may be good at.
Furthermore, this Lens Mini measures the full range of normal personality, so it is not unusual for an individual to occupy positions on scores of either extreme. Everyone occasionally feels anxious, angry or depressed in their lives, and the Lens Mini can only measure this within the normal range. The Lens Mini cannot and does not provide any clinical or diagnostic information.
It is important to be aware of the dangers of over-interpretation, as this can have meaningful impact on others' behaviours through what is known as the phenomenon of a self-fulfilling prophecy. Furthermore, while this personality report does provide a detailed interpretation, it should not be taken as engraved in stone. This is because behaviour can be largely context dependent and will alter depending on the individual circumstances. Anxious individuals may become less so when provided with support and those scoring high on ideas may quickly run dry in an unwelcoming environment.
More information www.cognisess.com
","__LensMini_ReportName":"Lens Mini","__LensMini_ReportTitle":"A Cognisess LensMini report complied for:","__LensPro_Agreeableness":"Agreeableness","__LensPro_Appendix":"Appendix","__LensPro_BestFitConflictStyle":"Best fit conflict style","__LensPro_BestFitType":"Best fit type","__LensPro_Caution":"Caution","__LensPro_CautionText":"We see you have not completed the minimal amount of questions required for you to get the most accurate personality type result. We strongly reccomend you complete as many questions as possible so that we can provide the personality type that is most reflective of yourself.","__LensPro_Change":"Change","__LensPro_ClarifiedBestFitStyle":"Clarified best fit style","__LensPro_ClarifiedType":"Clarified type","__LensPro_CognisessPersonalityTypes":"Cognisess personality types","__LensPro_Communication":"Communication","__LensPro_CompleteTraitBasedInterpretation":"Complete trait based interpretation","__LensPro_Conflict":"Conflict","__LensPro_ConflictStyle":"Conflict style","__LensPro_Conscientiousness":"Conscientiousness","__LensPro_Contents":"Contents","__LensPro_DecisionMaking":"Decision making","__LensPro_Detail":"Detail","__LensPro_DetailedReport":"Detailed report","__LensPro_Dominant":"Dominant","__LensPro_EngineerPersonalityComponents":"Engineer personality components","__LensPro_Extraversion":"Extraversion","__LensPro_Female":"Female","__LensPro_ForecastBestFitStyle":"Forecast best fit style","__LensPro_ForecastConflictStyle":"Forecast conflict style","__LensPro_ForecastPersonalityType":"Forecast personality type","__LensPro_Gender":"Gender","__LensPro_GeneralPopulation":"General population","__LensPro_GripBehaviour":"Grip Behaviour","__LensPro_High":"Noticeably High","__LensPro_HighKeyAtrributes":"High Key Atrributes","__LensPro_HowItWorks":"How it works","__LensPro_Leadership":"Leadership","__LensPro_Low":"Noticeably Low","__LensPro_LowKeyAttributes":"Low Key Attributes","__LensPro_Male":"Male","__LensPro_Neuroticism":"Neuroticism","__LensPro_NoHighKeyAttributes":"It appears that this individual has no attributes that they have scored noticeably high on","__LensPro_NoLowKeyAttributes":"It appears that this individual has no attributes that they have scored noticeably low on","__LensPro_NonBinary":"Non binary","__LensPro_NormGroup":"Norm group","__LensPro_Openess":"Openess","__LensPro_OrganisationalTypeImplications":"Organisational type implications","__LensPro_Overall":"Overall","__LensPro_Overview":"Overview","__LensPro_Page10Text":"The sixteen possible personality types based on Jungian theory are represented on this grid, allowing a side by side comparison of their most noticeable overall characteristics. The personality type of the individual this report is based on is highlighted in orange.","__LensPro_Page1Text":"The Lens report is meant to be read by the individual whose profile is being analysed, as well as by team leaders, facilitators, and HR members.
The purpose of the Lens report is to provide the reader with a detailed breakdown of personality by relying on two well-validated underlying theories, thus allowing a look at personality through two different perspectives.
The Lens report is there for individual users to obtain a better understanding of their characteristic behaviours and traits, as well as to gain a deeper understanding of how to address their strengths and weaknesses. It is also useful for individuals to get clarity on how they may fit into certain organisations, and contribute using their inter-personal skills.
For team leaders and facilitators, the Lens may help identify how to best maximise the unique abilities brought into the team by an individual, as well as how to structure meeting processes in a way that is more suitable to the person's natural preferences.
For those in Human Resources and Recruitment, the Lens may be useful in gaining a better understanding of a candidate, as well as their potential within the company.
The Lens consists of an overview page of the general characteristics of the individual, and afterwards is subdivided into two sections that represent the different perspectives through which personality can be viewed; the trait and type approaches.
The five general traits are first described on the overview page, followed by a more detailed description of each on the following five pages. Each trait and detailed breakdown are represented on a normal distribution curve, allowing a comparison between the individual in question and the general norm group. A unified profile description can also be found in the appendix, where each trait is graphed in an industry-standard format, allowing readers to make a nuanced interpretation of the report.
The section outlining the individual's personality using the type approach is broken down further into two areas; the overall type description via the general, temperament and processes views, and organisational implications of type, which include areas such as communication, change, leadership, decision-making, stress, and conflict.
The appendix also includes a table including all of the possible personality types using the type approach for those curious to identify where they are on the table.
This individual personality breakdown report will be able to provide information on how the person in question is similar to or different to those in a comparison group, as well as what the individual may enjoy or be comfortable with doing and the type of environment they would be comfortable doing it in. However, this report cannot provide detail into what sorts of activities and tasks an individual may be good at.
Furthermore, this Lens measures the full range of normal personality, so it is not unusual for an individual to occupy positions on scores of either extreme. Everyone occasionally feels anxious, angry or depressed in their lives, and the Lens can only measure this within the normal range. The Lens cannot and does not provide any clinical or diagnostic information.
It is important to be aware of the dangers of over-interpretation, as this can have meaningful impact on others' behaviours through what is known as the phenomenon of a self-fulfilling prophecy. Furthermore, while this personality report does provide a detailed interpretation, it should not be taken as engraved in stone. This is because behaviour can be largely context dependent and will alter depending on the individual circumstances. Anxious individuals may become less so when provided with support and those scoring high on ideas may quickly run dry in an unwelcoming environment.
More information www.cognisess.com
","__LensPro_Page9Text":"This graph represents the five global personality traits and the thirty underlying facets organised by trait.It takes a different approach to summarising the information whithin the report to provide insight into the underlying patterns between components. For example, a characteristic extravert may score generally high on each of the extraversion facets except assertiveness. This can provide us with more information on how two seemingly obvious extraverts can have two individual flavours of extraversion.
","__LensPro_PersonalityComponents":"Personality Components","__LensPro_PreferNoToSay":"Prefer not to say","__LensPro_PrivateAndConfidential":"Confidential","__LensPro_Process":"Process","__LensPro_Processes":"Processes","__LensPro_Report":"Report","__LensPro_ReportName":"Lens Pro","__LensPro_ReportTitle":"A Cognisess LensPro2 report compiled for:","__LensPro_ScoreGroup_Processes":"This individual's scores group them into the {type} process type.","__LensPro_ScoreGroup_Temperament":"This individual's scores group them into the {type} temperament type.","__LensPro_Stress":"Stress","__LensPro_Summary":"Summary","__LensPro_Temperament":"Temperament","__LensPro_TheBigFiveBellCurve":"The big five bell curve","__LensPro_TheBigFiveBellCurveText":"This graph portrays the position of your scores on the five global traits as compared to your norm group. The middling blue area indicates typical scores, the yellow indicates noticeably low or high scoring on the trait, while the red is characteristically high or low scoring on a trait.","__LensPro_TypeBasedInterpretation":"Type Based Interpretation","__LensPro_TypeDescription":"Type description","__LensPro_TypeDescription_Text":"Based on the individual's responses, the questionnaire suggests or forecasts the personality types and conflict styles that the individual is best aligned with, but they can select the option that feels most accurate to them, their best-fit. ","__LensPro_TypeInterpretation":"Type interpretation","__LensPro_Typical":"Typical","__LensPro_VeryHigh":"Characteristically High","__LensPro_VeryLow":"Characteristically Low","__LogicEdit_logicPriorityExplaination":"If several logics affect the same question, and their conditions are met, only the highest priority logic will be used (1 is the highest).","__LogicEdit_Priority":"Priority:","__MiniProfile_Actions":"My actions","__MiniProfile_Band":"Band","__MiniProfile_Budget":"Budget","__MiniProfile_CareerPreference":"Career preference","__MiniProfile_Certifications":"Certifications","__MiniProfile_DepartmentRole":"Dept. role","__MiniProfile_Development":"Development","__MiniProfile_DevelopmentProgrammes":"Development programmes","__MiniProfile_EmploymentDetails":"Employment details","__MiniProfile_End":"End","__MiniProfile_KeepingOnTrack":"Keeping myself on track","__MiniProfile_Mentoring":"Mentoring","__MiniProfile_ProjectExperience":"Project experience","__MiniProfile_RelocationLongTerm":"Relocation preferences (long term)","__MiniProfile_RelocationShortTerm":"Relocation preferences (short term)","__MiniProfile_Success":"My success","__MiniProfile_TenureStart":"Tenure start","__MiniProfile_Tier":"Tier","__MultiOrg_Search":"Search organisations / reference","__MultiOrgAdded":"Organisations added:","__MultipleOrganisations_Manage":"Manage organisations","__MultipleOrganisationsClear":"Clear","__MultipleOrganisationsID":"ID","__MultipleOrganisationsPermission":"Permission","__MultipleOrganisationsReference":"Reference","__MyProfile":"My Profile","__OptionsLogic":"Options logic","__OrgChart":"Organisation Chart","__OrgChart_ActivateAccounts":"Activate accounts","__OrgChart_AddingBelow":"Adding this role below","__OrgChart_AddJobRole":"Add job role","__OrgChart_BusinessTitle":"Business title","__OrgChart_Delete":"Confirm delete","__OrgChart_DeleteMessage":"By deleting this, all subordinate roles will be moved a level up","__OrgChart_DeleteRole":"Delete role","__OrgChart_Department":"Department","__OrgChart_EditJobRole":"Edit job role","__OrgChart_EditRole":"Edit role","__OrgChart_EmployeeName":"Employee Name","__OrgChart_JobBand":"Job Band","__OrgChart_JobTitle":"Job title","__OrgChart_LineManager":"Line Manager","__OrgChart_MakeVacent":"Make Vacant","__OrgChart_ManagementTier":"Management Tier","__OrgChart_Move":"Move","__OrgChart_MoveRole":"Move role","__OrgChart_MoveRolesUp":"Move subordinate roles one level up?","__OrgChart_NoAddPermission":"You do not have permission to add role","__OrgChart_RoleDeleted":"Role deleted","__OrgChart_RoleSaved":"Role saved","__OrgChart_underneath":"underneath","__OrgChart_Vacancies":"Vacancies","__OrgChart_whichRoleMoveTo":"Who would you like to move this person under?","__Partner_Edit":"Edit a partner","__Partner_Key":"Partner Key","__Partner_KeyTooltip":"Please enter between 3 and 24 characters. All the characters should contain lowercase letters and numbers only.","__Partner_MandatoryFields":"Please complete the following items. Those marked * are mandatory.","__Partner_Name":"Partner Name","__Partner_RegisterNew":"Register new partner","__Partner_SupportdeskCode":"Support desk Code","__PartnerCommisionPercentage":"Partner's commission percentage","__PartnerFixedFee":"Fixed fee added on top of the default client pricing","__PartnerSurvey":"Partner survey","__Pdf_Introduction":"Introduction","__Pdf_ReporCompetancyIntentions":"Firstly, these competencies are intended to provide a specific insight into how a person is likely to perform in a number of specific scenarios. Many of the competency feedback options refer to team leadership positions to provide a specific instance of when these competencies may come in to play. While the scores are based on a number of the Cognisess soft skills, it is important to note that these are much more practical attributes, meaning that they are less generally applicable to all job roles. That being said, these attributes are able to offer more actionable insights when considering a potential hire. These include situations in which the attribute itself will be applicable as well as some bespoke feedback on the scores of the individual in question.","__Pdf_ReportAttributeScoreExplaination":"Each section of the feedback report provides a brief description of the attribute level obtained by the individual. These range from a score of 1 (significantly below average) to 5 (significantly above average) and contextualise the kinds of skills that the individual may have. To help with this process, each score has a set of positive and negative behaviours that are associated with the level attained by the individual in the competency. These can give an idea of how they are likely to react when placed in a situation that requires them to utilise any given competency. By doing this, it is hoped that the recruiter will gain insights into the individual that would have been impossible otherwise. These insights can then be used to tailor interview questions and further activities for the individual by identifying their strengths and weaknesses.","__Pdf_ReportLayOutRundown":"Finally, this report is laid out differently to that of the standard Cognisess report. Each competency is listed regardless of the assessments completed by the individual at the time of report generation. This is done to ensure that the reader has access to all the possible competencies that could be obtained. While this may occasionally mean that there are some scores of null or not completed, it will ensure that the reader is able to request specific competencies from an individual. By doing this, Cognisess hope to ensure that the reader will always have the full picture of an individual that is available, enabling them to encourage the individual to complete further assessments if necessary.","__Pdf_ReportLeadershipCapabilityInsight":"Firstly, these competencies are intended to provide a leadership capability specific insight in to how a person is likely to perform in a number of distinct scenarios. Many of the competency feedback options refer to team leadership positions to provide a specific instance of when these competencies may come in to play. While the scores are based on a number of the Cognisess soft skills, it is important to note that these are much more practical attributes, meaning that they are less generally applicable to all job roles. That being said, these attributes are able to offer more actionable insights when considering a potential hire or personal development options as well as promotion/succession planning. These include situations in which the attribute itself will be applicable as well as some bespoke feedback on the scores of the individual in question.","__Pdf_ReportLeadershipCompitencyExplaination":"This report will provide an overview of a number of leadership competencies using data that has been collected from the Cognisess platform. These competencies differ from the standard reports offered in a few key ways that are worth noting to ensure that this report is used effectively.","__Pdf_ReportLeadershipLayoutExplaination":"Finally, this report is laid out differently to that of the standard Cognisess report. Each competency is listed regardless of the assessments completed by the individual at the time of report generation. This is done to ensure that the reader has access to all the possible competencies that could be obtained. While this may occasionally mean that there are some scores of null or not completed, it will ensure that the reader is able to request specific competencies from an individual. By doing this, Cognisess hope to ensure that the reader will always have the full picture of an individual that is available, enabling them to encourage the individual to complete further assessments if necessary.","__Pdf_ReportOverview":"This report will provide an overview of a number of job-related competencies using data that has been collected from the Cognisess platform. These competencies differ from the standard reports offered in a few key ways that are worth noting to ensure that this report is used effectively.","__Pdf_ReportSectionRundown":"Each section of the feedback report provides a brief description of the attribute level obtained by the individual. These range from a score of 1 (significantly below average) to 5 (significantly above average) and contextualise the kinds of skills that the individual may have. To help with this process, each score has a set of positive and negative behaviours that are associated with the level attained by the individual in the competency. These can give an idea of how they are likely to react when placed in a situation that requires them to utilise any given competency. By doing this, it is hoped that the recruiter will gain insights into the individual that would have been impossible otherwise. These insights can then be used to tailor interview questions and further activities for the individual by identifying their strengths and weaknesses.","__People_AccountId":"Account id","__People_Activate":"Activate account","__People_FilterColumn":"Filter columns","__People_Photo":"Photo","__PeopleRemoveSelected":"Remove selected","__PeopleSense_Description":"The PeopleSense Survey explores your views about the culture and values of your employer. It is broken down into six key categories: Meaningful Work, Hands On Management, Positive Work, Continuous Learning, Trust in Leadership and Satisfaction. \r\n\r\nYou will be presented with a series of statements. Please rate how much you think each statement applies to you on a scale of one to five, using the full range. \r\n\r\nWe encourage you to answer openly with your own perspective; your employer has no access to your individual answers, only the overall results of groups of employees.","__PeopleSenseIntro":"Introduction to People Sense Survey","__PeopleSenseMeasurement":"Survey Measurement and Use Cases","__Pricing_percentageAdded":"Percentage added on top of the default client pricing","__Pricing_restoreDefaults":"Restore defaults","__Profile_AddCareerPreferences":"Add career preferences","__Profile_AddCertificate":"Add certificate","__Profile_AddCertifications":"Add certifications","__Profile_AddDevelopment":"Add development","__Profile_AddDevelopmentPlan":"Add development plan","__Profile_AddDevelopments":"Add developments","__Profile_AddLanguage":"Add language","__Profile_AddLanguages":"Add spoken languages","__Profile_AddMentee":"Add mentee","__Profile_AddMentor":"Add Mentor","__Profile_AddMentors":"Add mentors","__Profile_AddProgramme":"Add programme","__Profile_AddProgrammes":"Add programmes","__Profile_AddProject":"Add project","__Profile_AddProjects":"Add projects","__Profile_AddRelocationPreferences":"Add relocation preferences","__Profile_AddSections":"Add profile sections","__Profile_Age":"Age","__Profile_AsMentee":"as a mentee","__Profile_AsMentor":"as a mentor","__Profile_Basic":"Basic","__Profile_CertificateName":"Certificate name","__Profile_CertificateNumber":"Certificate number","__Profile_Citizenship":"Citizenship/visa held","__Profile_CitizenshipAndVisa":"Citizenship and visas","__Profile_CountryOfIssue":"Country of issue","__Profile_DateError":"Start date cannot be later than end date.","__Profile_DateOfExpiry":"Date of expiry","__Profile_DateOfIssue":"Date of issue","__Profile_DevelopmentAdded":"Development added","__Profile_DevelopmentCompletion":"By when will I complete this development objective?","__Profile_DevelopmentDeleted":"Development deleted","__Profile_DevelopmentFocus":"What am I going to focus my development on?","__Profile_DevelopmentObjective":"Development objective","__Profile_DevelopmentPlan":"Development plan","__Profile_DevelopmentUpdated":"Development updated","__Profile_DevelopmentWhenImGoodAtThis":"What will it look like when I'm good at this?","__Profile_EditDevelopment":"Edit development","__Profile_EditDevelopmentPlan":"Edit development plan","__Profile_EditLanguage":"Edit language","__Profile_EditMentee":"Edit mentee","__Profile_EditMentor":"Edit mentor","__Profile_EditProgramme":"Edit programme","__Profile_EmployeeID":"Employee id","__Profile_EmploymentEnd":"End date in role","__Profile_EmploymentPeriod":"Employment period","__Profile_EmploymentStart":"Start date in current role","__Profile_Fluent":"Fluent","__Profile_Header_Insights":"Insights","__Profile_IssuingAuthority":"Issuing authority","__Profile_JobClassification":"Job classification","__Profile_JobsCareers":"Jobs and Careers","__Profile_LanguageAdded":"Language added","__Profile_LanguageDeleted":"Language deleted","__Profile_LanguageUpdated":"Language updated","__Profile_Loading":"Loading...","__Profile_LongTerm":"Long term","__Profile_MadePublic":"Your profile is now public, please use the link to share it.","__Profile_Medium":"Medium","__Profile_Mentee":"Mentee","__Profile_MenteeName":"Mentee name","__Profile_Mentor":"Mentor","__Profile_MentoringType":"Mentoring type","__Profile_MentorName":"Mentor name","__Profile_MentorUpdated":"Mentor updated","__Profile_MyRole":"My role","__Profile_NativeLanguage":"Native language","__Profile_NoCertificates":"No certifications added","__Profile_NoDevelopments":"No development objectives added","__Profile_NoLanguages":"No languages added","__Profile_NoMentorsAdded":"No mentors added","__Profile_NoProgrammes":"No programmes added","__Profile_NoProjects":"No projects added","__Profile_NoRelocationPreferences":"No relocation preferences added","__Profile_PrimaryNationality":"Primary nationality","__Profile_Programme":"Programme","__Profile_ProgrammeAdded":"Programme added","__Profile_ProgrammeDeleted":"Programme deleted","__Profile_ProgrammeUpdated":"Programme updated","__Profile_ProjectAdded":"Project added","__Profile_ProjectDeleted":"Project deleted","__Profile_ProjectTypes":"Project type(s)","__Profile_ProjectUpdated":"Project updated","__Profile_RelocationPreferences":"Relocation preferences","__Profile_RelocationPreferencesText":"If you indicate you are interested in relocation, your information will be used by IHG to consider you for relevant opportunities. Please see the FAQs for more information on how IHG will process your data.","__Profile_ResponsibilitiesAchievements":"Responsibilities and achievements","__Profile_ResultsSummary":"Results summary","__Profile_SelectDate":"Select date","__Profile_SelectTeams":"Select team(s)","__Profile_ShortTerm":"Short term","__Profile_Specialism":"Specialism","__Profile_StayingOnTrack":"How will I make sure I'm staying on track?","__Profile_TenureOrganisation":"Start date with IHG","__Profile_WhoWillHelp":"What will I do, who will help me and what support will I need?","__ProfilersMatchingIndividuals":"Matching individuals","__Question_addMultiSelect":"Add multi-select options","__Question_AnswerCannotBeEdited":"Answer cannot be edited","__Question_AnswerShowPrevious":"Show previous answer when completing again","__Question_Hide":"Hide this question","__Question_OptionNumbers":"How many options a respondent will be allowed to select","__Question_RemoveCheckboxIfMulti":"If this question has options it will work as a multi-select. Remove all options to have a single checkbox.","__QuestionEdit_ReadOnly":"Read only question","__QuestionEditOptions":"Options","__RandomiseQuestions":"Randomise questions","__RandomiseVideos":"randomise videos","__RegisterSummary":"Summary","__RegisterUserAgreement":"User agreement","__Report_Activity":"Activity Report","__Report_ActivityDescription":"A report based on job activities","__Report_CompetencyReport":"Cognisess competencies report","__Report_LeadershipReport":"Leadership report","__Report_LensMini":"Lens Mini report","__Report_LensMiniDescription":"A mini report that breaks down your personality composition based on measured attributes","__Report_LensPro":"Lens Pro report","__Report_LensProDescription":"A report that breaks down your personality composition based on measured attributes","__Report_VideoAnalytics":"Video analytics report","__Reports_AptitudeDescription":"A custom report focusing on a key set of attributes","__Reports_AttributeDescription":"A report that translates Cognisess attributes into competencies","__Reports_AttributesMeasured":"The main report based on all attributes that were measured","__Reports_CognisessProReport":"Cognisess report","__Reports_CompetencyDescription":"A report that translates Cognisess attributes into competencies","__Reports_GroupedReport":"Grouped report","__Reports_GroupsByActivityType":"A version of the main report that groups results by activity type","__Reports_LeadershipDescription":"A report that highlights leadership competencies based on measured attributes","__Reports_VideoAnalyticsDescription":"A report that focuses on the video analytics that DeepLearn™ can provide","__Settings_PremiumFeatures":"Premium features","__Settings_VideoAnalytics":"Video analytics","__Settings_VideoAnalyticsDescription":"Get extensive analysis of user videos. Contact us at support@cognisess.com to enable this feature.","__Settings_VideoAnalyticsDisabledDescription":"Contact us at support@cognisess.com to enable this feature.","__SSO_error":"Oops! Something went wrong","__SSO_errorId":"SSO error","__SSO_GoToLogin":"Go to sign in","__SSO_LoginAgain":"Please try to sign in again","__TalentReport_NoChallengeAreas":"The Appraiser did not provide any challenge area notes for the candidate.","__TalentReport_NoComments":"The Appraiser did not leave any comments for the candidate.","__TalentReport_NoIntroduction":"The Appraiser did not provide an introduction to the candidate.","__TalentReport_NoScores":"This candidate has not been given scores for some or all stages of ABI Day at the time this report was generated.","__TeamfitAverage":"Group average:","__TeamfitCalculating":"Calculating Team Fit, Please wait...","__TeamfitHorizontalPlot":"Horizontal plots","__TeamfitSelected":"Selected:","__TeamfitVerticalPlot":"Vertical plots","__TeamfitView":"View:","__TemplateBuilder_AssessmentCodes":"Enter Assessment Codes","__TemplateBuilder_Code":"Code","__TemplateBuilder_CompleteTheFollowing":"Please complete the following items","__TemplateBuilder_CustomAssessmentCodes":"Add Custom Assessment Codes","__TemplateBuilder_Description":"Description","__TemplateBuilder_EnsureRequired":"Please ensure that all mandatory fields are completed (marked *)","__TemplateBuilder_EnterCodes":"Enter the codes for your required assessments.","__TemplateBuilder_ItemCode":"Item Code is already in use","__TemplateBuilder_TemplateType":"Template Type","__TemplateBuilder_title":"Template Builder","__TimerInMinutes":"Timer (in minutes)","__ToolTestResource":"","__TOOLTestResourceV2":"test for tool","__Video_DetailedSection":"Detailed / Section 1 OF 3","__Video_FacialExperession":"Facial expression","__VisibilityActionType":"Action type:","__VisibilityCondition":"Show or hide a question based on a condition.","__VisibilityLogic":"Visibility logic","__VisibilityLogicAdd":"Add visibility logic","__VisibilityLogicEdit":"Edit visibility logic","__VisibilityQuestionAddOptions":"Add options logic","__VisibilityQuestionEditOptions":"Edit options logic","__VisibilityQuestionLogicFor":"Logic for:","__VisibilityQuestionOption":"If selected option is:","__VisibilityQuestionOptionNumber":"If the number of selected options is:","__VisibilityQuestionShowOptions":"Show specific set of options based on a selected option.","__VisibilityQuestionShowOptionsInstead":"Show these options instead:","__VisibilityQuestionValue":"If current question value is:","__VisibilityTargetQuestion":"Target question:","__WordCloudsDictonary":"Dictionary words only","_Abi_Day_AdditionalInfo":"Additional information","_Abi_Day_BenchmarkText1":"The benchmark refers to the following group: ABI Europe Employees. It highlights how the candidate compares to the benchmark average, as well how the candidate is positioned in terms of the highest and lowest benchmark values.","_Abi_Day_CareerValues":"Career values","_Abi_Day_CareerValues_Info":"This section provides an overview of the candidate's responses, offering insight into the values they prioritise in their professional role.","_Abi_Day_CareerValuesText1":"Career Values refer to the different aspects of work that attract a person into a particular role and give them satisfaction in their work environment. These attributes are ranked from top (more important) to bottom (less important) based on analyses of previous cohort and internal data. Shown in order of scoring importance.","_Abi_Day_CareerValuesText2":"The benchmark refers to the following group: ABI Internal Benchmark. It highlights how the candidate compares to the benchmark average, as well how the candidate is positioned in terms of the highest and lowest benchmark values.","_Abi_Day_ChallengeAreas":"Challenge areas - ABI Day","_Abi_Day_Comments":"Comments - ABI Day","_Abi_Day_HeaderLabel1":"Applicant Score","_Abi_Day_HeaderLabel2":"Target score based on benchmark population","_Abi_Day_HeaderLabel3":"percentile score","_Abi_Day_KeyAttr1":"Response Inhibition","_Abi_Day_KeyAttr2":"Concentration","_Abi_Day_KeyAttr3":"Processing Accuracy","_Abi_Day_KeyAttr4":"Task Switching","_Abi_Day_KeyAttr5":"Emotional Wellbeing","_Abi_Day_KeyAttr6":"Working Conditions","_Abi_Day_KeyAttributes":"Key attributes","_Abi_Day_KeyAttributesText1":"The spider graph shows all attributes measured including benchmark points and the highest and lowest scores for ABI internal data. The sequence of attributes on this graph is the same across all candidate reports for comparability.","_Abi_Day_KeyAttributesText2":"Indicates uni-directional forward attribute","_Abi_Day_KeyAttributesText3":"Indicates uni-directional inverse attribute","_Abi_Day_MobilityCheck":"Mobility Check","_Abi_Day_MobilityCheckText1":"During Application","_Abi_Day_MobilityCheckText10":"Only candidates with min. 3 out of 4 are accepted for the Final Panel.","_Abi_Day_MobilityCheckText2":"candidates choose between: Fully Mobile > Some Countries > Anywhere within the country > No mobility.","_Abi_Day_MobilityCheckText3":"Candidates responding 'No mobility' are rejected automatically.","_Abi_Day_MobilityCheckText4":"During ABI Day","_Abi_Day_MobilityCheckText5":"candidates are further challenged on mobility.","_Abi_Day_MobilityCheckText6":"1 out of 4: not willing to relocate","_Abi_Day_MobilityCheckText7":"2 out of 4: hesitant to relocate within the country","_Abi_Day_MobilityCheckText8":"3 out of 4: OK to move within country/Europe.","_Abi_Day_MobilityCheckText9":"4 out of 4: open to anything: he/she is ready to work wherever they are needed","_Abi_Day_MotivationQ1":"Why do you want to work for AB InBev? What do you know about AB InBev?","_Abi_Day_MotivationQ2":"Why did you apply for the GMT/CMT/SMT/FTL programme?","_Abi_Day_MotivationQ3":"AB InBev operates based on ten key principles that guide our actions and decisions. Could you please select and briefly explain one of these principles that resonates with you the most and why it is important to you?","_Abi_Day_MotivationText":"is assessed during 1:1 interview through the following questions:","_Abi_Day_Personality_Info":"The section below highlights the top three Personality attributes where the candidate most closely aligns with the benchmark profile.","_Abi_Day_ReportKey":"Report key","_Abi_Day_ReportKeyText1":"YouQ = Collection of “Q” scores and provides a single figure interpretation of a person’s abilities.","_Abi_Day_ReportKeyText2":"CQ = Cognitive Quotient","_Abi_Day_ReportKeyText3":"EQ = Emotional Quotient","_Abi_Day_SocialCohesionAttributes":"Social Cohesion Attributes","_Abi_Day_SocialCohesionAttributesText1":"The bar charts show the three attributes where the candidate overperformed against the benchmark by the greatest amount, and the three attributes where the candidates underperformed against the benchmark by the greatest amount. These are assessed from 'Social Cohesion' attributes and indicate a person's natural preferences & personality that guide behaviour.","_Abi_Day_SocialCohesionAttributesText2":"Whilst the highest and lowest attributes are likely to be noticeable stand-out features of a candidates behaviour & engagement with the world, their relationship with benchmarks should be considered.","_Abi_Day_TalentReportTitle":"Talent Report Out","_ABI_Day_Text_1":"Observed behaviour by assessors during 2 interviews & Business Game","_Abi_Day_VideoInterview":"Video Interview","_Account_Archived":"Account archived","_Account_Moved":"Account moved","_Account_Restored":"Account restored","_Account_UnsavedChanges":"Activity has unsaved changes.","_Activity_SkippedAssessments_Description":"Some or all attribute data for this phase has been collected in a prior job phase - the activity set will only include assessments for which data is outstanding.","_AdminActivity_Set_Descr":"The event log is currently only available in English.","_AR_ApplicantTrackingHistory":"Applicant Tracking History","_AR_DeepLearnPlaceholderText":"Exciting Deep Learn insights are on the way!","_AR_No_Auto_Processing_Configuration":"No auto-processing configured for this phase.","_AR_PendingActivitiesMessage":"Candidate is yet to complete the activities in this phase.","_AR_ReportPhaseCompletionMessage":"Candidate has completed this phase. Please check the corresponding report generated on the system.","_AR_UnAssignedPhaseMessage":"Candidate is not assigned this phase yet.","_Archive_Account":"Archive account?","_ATS_Archived_Count_Description":"The number of users who have been archived or deleted and no longer visible in ATS or candidate lists.","_ATS_Archived_Count_Title":"Archived","_ATS_Quarantined_Count_Description":"The number of users in quarantine and whose profile and data is not visible until candidate has submitted their application or the quarantine period ends.","_ATS_Quarantined_Count_Title":"Quarantined","_ATS_Total_Count_Description":"The total number of users who have applied for the job by registering their details.","_ATS_Yondured_Count_Description":"The number of users who have been re-streamed to Yondur - a free Career Match tool for jobseekers.","_ATS_Yondured_Count_Title":"Yondured","_AtsReferred":"Referred","_Auto_Stream_Automatic":"Automatic streaming","_Auto_Stream_Automatic_Description":"Candidates will be automatically streamed using the thresholds without any human interaction.","_Auto_Stream_Manual":"Manual streaming","_Auto_Stream_Manual_Description":"A button will appear on this phase's tab on the ATS page, which will allow you to process all candidates that are currently in the Completed or Scored state.","_Auto_Stream_Semi_Automatic":"Semi-automatic streaming","_Auto_Stream_Semi_Automatic_Description":"A button will appear the same way as for manual streaming, but after the first use of this button, future streaming of candidates will happen automatically as bellow.","_Auto_Stream_Settings_Prompt":"Configure auto-processing of candidates between states, and/or auto-progression of candidates between phases","_Auto_Stream_Settings_Stream_Type_Prompt":"Select the type of streaming :","_Auto_Stream_Settings_Threshold_Note":"Note : the Pass threshold cannot be less than the Rejected threshold","_Billing_Candidate":"Candidate","_Billing_CandidateCredits":"Candidate Credits","_Billing_ContactInformation":"Contact/billing information","_Billing_CreditsRemaining":"Remaining credits:","_Billing_CreditsUsed":"credits used","_Billing_CreditUsage":"Credit usage","_Billing_EmployeeCredits":"Employee Credits","_Billing_IndividualCredits":"Individual Credits","_Billing_Info":"Billing Info","_Billing_NonePurchased":"none purchased","_Billing_Period":"Billing Period","_Billing_PoundsPerCredit":"per Credit","_Billing_TopUpCredits":"Top-up Credits","_Billing_TotalAmount":"Total Amount","_Billing_TotalCredits":"Total Credits","_Btn_CreateNewBenchmark":"Create a new benchmark","_Btn_EnableAutoProcessing":"Enable auto-processing","_Btn_EnableAutoScreening":"Enable auto-screening","_Btn_SelectBenchmark":"Select a benchmark","_Button_Add_Skill":"Add skill","_Button_AdminSaveSettings":"Save Settings","_Button_AssignPeople":"Assign people","_Button_Cancel":"Cancel","_Button_CloneJob":"Clone job","_Button_ClonePermissionsProfile":"Clone profile","_Button_CreatePermissionsProfile":"Create permissions profile","_Button_Custom_Comp_Submit":"Save & Exit","_Button_DeletePermissionsProfile":"Delete profile","_Button_EditPermissions":"Edit permissions","_Button_ExitAnyway":"Exit anyway","_Button_SaveAppraisal":"Save appraisal","_Button_Update_Skill":"Update Skill","_Button_ViewPermissions":"View permissions","_Custom_Comp_Create_Edit":"Edit competency","_Custom_Comp_Create_New":"Create new competency","_Custom_Comp_Delete_Message":"Competency deleted","_Custom_Comp_Delete_Option":"Delete Competency","_Custom_Comp_Duplicate_Error":"Duplicate competency name","_Custom_Comp_Edited_Date":"Date edited","_Custom_Comp_Missing_Name_Error":"Missing competency name","_Custom_Comp_Search_Placeholder":"Find competencies","_Custom_Comp_Title_Tooltip":"Competencies are pre-defined collections of attributes configured with importance and thresholds.","_CustomQuestions_Bookend_Information":"This bookend is used to collect additional information about the candidate and does not automatically influence candidate outcomes. If you want responses to automatically affect candidate progression or outcomes, use the Screening Questions phase type instead.","_Dashboard_BaselineCompletion":"Activity completion","_Dashboard_BaselineCompletionExplaination":"Average percentage of baseline activities completed by active employees.","_Dashboard_CandiadteRecruitmentHub":"Candidate Recruitment Hub","_Dashboard_CandidateCompletion":"Candidate Completion","_Dashboard_CandidateCompletionExplaination":"Average percentage of activities completed by active candidates.","_Dashboard_CandidateEngagement":"Candidate Engagement","_Dashboard_CandidateEngagementExplaination":"Average experience survey result of active candidates.","_Dashboard_Candidates":"Candidates","_Dashboard_CandidatesPerJob":"Candidates Per Job","_Dashboard_CandidatesPerJobExplaination":"The average number of active candidates per open job.","_Dashboard_EmployeePerformanceHub":"Employee Performance Hub","_Dashboard_Employees":"Employees","_Dashboard_Ethnicity":"Ethnicity","_Dashboard_Inclusivity":"inclusivity","_Dashboard_InclusivityNotStated":"Exclude \"not stated\"","_Dashboard_Individuals":"Individuals","_Dashboard_NotCompleted":"Not Completed","_Dashboard_OpenJobs":"Open","_Dashboard_PeopleSenseExplaination":"Scored out of 5, the PeopleSense Survey explores employee perceptions of the culture and values of the organisation.","_Dashboard_Sent":"Sent","_Dashboard_Widget":"{Count, plural, one{widget} other{widgets}}","_Dashboard_WorkPlaceValue":"Workplace Value Score","_DashboardGlobalCandidateTooltip":"The registration locations of all active candidates.","_DashboardGlobalEmployeeTooltip":"The registration locations of all active employees and individuals.","_DashboardLocation":"location","_DashboardRegistrationLocationsCandidates":"The registration locations of all active candidates.","_FormRequestsPending":"{NumPending, plural, one{You have 1 pending form request} other{You have # pending form requests}}","_FormResponce_AccountTypeFilter":"Filter by account type","_FormResponce_CompareGroup":"Compare group","_FormResponce_MultipleGroup":"Switch to multiple group view","_FormResponce_ScoreBreakdown":"Switch to score breakdown view","_FormsQuestionSettings":"Question settings","_Graphs_Personality_Results_Description":"Results are expressed in standard ten (STEN) scores, commonly used by personality questionnaires. The scale ranges from 1 to 10, and shows an individual's score compared to the population. Scores of 1 and 10 represent the extremes of either end of the attribute and are rare in the population; most people's scores are close to 5 or 6, the middle of the scale.","_Graphs_TeamAlignment_Score_Desription":"Team Alignment is a measure of where individuals sit relative to each other and a guide to team compatibility. It uses two performance domains to calculate an overall score; namely Social Cohesion and Cognitive Diversity. 1,000 is the mid-point or average. \r\n\r\n\r\nA score above 1,000 indicates ‘above average’ compatibility; signifying the team can embrace a wider range of skills and abilities when completing a task. This could result in increased creativity and informed decision making. This suggests greater team flexibility and effectiveness. \r\n\r\n\r\nA score below 1,000 signifies ‘below average’ compatibility; indicating the team is less able to integrate a diversity of skills and abilities when completing a task. This could result in conformity, a loss of individual creativity and independent thinking. This suggests lower team adaptability and efficiency.","_GroupResponces_AverageScore":"Average user score over time","_GroupResponces_Disengaged":"Actively disengaged","_GroupResponces_Distribution":"Distribution","_GroupResponces_DistributionOfScores":"Distribution of engagement scores across respondents","_GroupResponces_DistributionOfScoresRespondants":"Distribution of scores across respondents","_GroupResponces_Enaged":"Engaged","_GroupResponces_HighScore":"High score","_GroupResponces_LowScore":"Low score","_GroupResponces_MedScore":"Medium score","_GroupResponces_NoRespondents":"0 respondents","_GroupResponces_NotEngaged":"Not engaged","_GroupResponces_OverallScore":"Overall score","_GroupResponces_OverallScoreAvg":"Average of all question scores","_GroupResponces_PercentileExplanation":"Universal percentile rank comprises responses from all organisations whose employees have completed PeopleSense.","_GroupResponces_TotalAverage":"Total average","_GroupResponces_WorkplaceValue":"Workplace Value index","_Info_Bookend_Documents_Download":"Download all bookend documents for the selected candidates.\r\n","_Info_Export_Request_In_Progress":"Your previous export request is in progress. Please wait for it to finish before submitting a new request.","_Info_Profile_Documents_Download":"Download all profile documents for the selected candidates.\r\n","_Job_Quarantine_Description_1":"By setting to ON, candidates will be allowed additional time to submit results.","_Job_Quarantine_Description_2":"Set the quarantine time period by using the slider. Maximum period is 30 days.","_Job_Quarantine_Description_3":"Please note that when set to ON, administrators will not be able to see any candidate information including name, email and scores until candidate has submitted their results or the quarantine period has expired.","_Label_AboutUs":"About us","_Label_Action":"Action","_Label_ActiveEmployees":"{Count, plural, one{Active} other{Active}}","_Label_AddedClientFee":"Added client fee","_Label_AddedClientPercentage":"Added client percentage","_Label_AddSkill":"Add skill","_Label_AddWidgets":"Add widgets","_Label_AdminHome":"Admin Home","_Label_AggregateJobs_Text":"Allow organisation jobs to be visible at partner level","_Label_All_Assessments":"All games and assessments","_Label_AllAppraisals":"All appraisals","_Label_AllAssigned":"All assigned people","_Label_AllAttributes":"All attributes","_Label_AllCategories":"All categories","_Label_ApplicationDate":"Application date","_Label_ApplicationOpen":"Application Open","_Label_AppliedViaInvite":"Applied (via invite)\r\n","_Label_ApplyFilters":"Apply Filters\r\n","_Label_AssignedTo":"Assigned to","_Label_Auto_Stream_Thresholds":"Auto-stream thresholds","_Label_Auto_Stream_Thresholds_Info":"Please confirm that you would like to use these thresholds","_Label_AutoProcessing":"Auto-processing","_Label_AutoScreening":"Auto-screening","_Label_AwaitingAppraisal":"Awaiting Appraisal","_Label_BackToAppraisals":"Back to appraisals","_Label_BackToMyAppraisal":"Back to my appraisal","_Label_Benchmarking":"Benchmarking","_Label_BillingInformation":"Billing Information","_Label_Career_Explorer":"Career Explorer","_Label_CIL_Match":"Cognisess match score","_Label_CIL_SecondaryMatch":"CIL case study score","_Label_Clear":"Clear","_Label_CognisessDefaultDashboard":"Cognisess Default Dashboard","_Label_CohesionVsFit":"Social Cohesion against Cognitive Fit","_Label_ColleagueHasNoManager":"Colleague Has No Manager","_Label_ColleagueInactive":"Colleague Inactive","_Label_ColleagueIneligible":"Colleague Ineligible","_Label_ColleagueName":"Colleague Name","_Label_ColleagueNotConsented":"Colleague Not Consented","_Label_ColleagueOptedOut":"Colleague Opted Out","_Label_CommissionPercentage":"Commission Percentage","_Label_Communication":"Communication","_Label_Competency_Hidden":"Competency Hidden","_Label_Competency_Unhidden":"Competency Unhidden","_Label_CompetencyLeadershipOverview":"This report provides an overview of leadership capability using data collected from the Cognisess Pro\r\n\t\t\t\tplatform. The report offers an insight into how each Leadership Competency is likely to influence an\r\n\t\t\t\tindividual’s behaviours and performance as a leader within a team, department or organisation. This\r\n\t\t\t\tcould be relevant to their role as a manager, or applicable to someone who acts as a thought leader in\r\n\t\t\t\ta team.","_Label_CompleteFields":"Complete the following fields to build your own dashboard.","_Label_ConfigureWidget":"Configure widget","_Label_ContactAdmin":"Please contact your administrator","_Label_ContactProcessAdmins":"Contact Process Admins","_Label_ContactSupport":"Contact support","_Label_Contentnotavailable":"The content of this dashboard is not available to you.","_Label_CopyToClipboard":"Copy to clipboard","_Label_CreateaDashboard":"Create a dashboard","_Label_CreateCustomEmail":"Create custom email","_Label_Created":"Created","_Label_CreateDashboard":"Create Dashboard","_Label_Credits":"Credits","_Label_Custom_Comp_Name":"Competency name","_Label_Customisation":"Customisation","_Label_DashboardDescription":"Description","_Label_DashboardFilters":"Filters","_Label_DashboardName":"Name","_Label_DashboardOccupied":"{Count, plural, one{Occupied} other{Occupied}}","_Label_Dashboards":"Dashboards","_Label_DashboardSettings":"Dashboard settings","_Label_DashboardVacant":"{Count, plural, one{Vacant} other{Vacant}}","_Label_DataTransferRequest_Title":"Employer data copy request","_Label_Days_Left":"Days Left","_Label_DeleteDashboard":"Delete dashboard?","_Label_DeletePermissionProfile":"Delete permission profile?","_Label_Description":"Description","_Label_DigitalReport":"Digital Report","_Label_DontRevoke":"Don't Revoke","_Label_DontShowAgain":"Don't show this again","_Label_DraftDashboards":"Draft Dashboards","_Label_Editing":"Editing","_Label_eg":"e.g.","_Label_EoyExportDialogText1":"Please select the surveys from which the colleague's information should be retrieved.","_Label_EoyExportDialogText2":"Download functionality is only permitted when creating a copy of a performance report to provide to, or put in the file of, the employee the subject of the report. All other use of the download functionality is prohibited.","_Label_EoYPartnerSettingsDataRange":"Please select the date range:","_Label_EoYPartnerSettingsText1":"Complete or update your EoY performance report download settings","_Label_EoYPartnerSettingsText2":"Please select the dates between which the EoY performance report page will be available to General Manager's (GM), Human Resource Director's (HRD) and Line Manager's (LM) to download individual colleague reports.","_Label_EoYPdfColleague":"COLLEAGUE","_Label_EoYPdfColleagueSelfEvaluation":"COLLEAGUE SELF-EVALUATION","_Label_EoYPdfContentSources":"CONTENT SOURCES","_Label_EoYPdfLineManager":"LINE MANAGER","_Label_EoYPdfManagerEvaluation":"MANAGER EVALUATION","_Label_EoYPdfNotes":"NOTES","_Label_EoYPdfOverallPerformanceRating":"OVERALL PERFORMANCE RATING","_Label_EoYPdfReportDownloaded":"REPORT DOWNLOADED","_Label_EoYPdfSummaryText":"This document is a summary and record of the manager and colleague end of year performance review. Colleagues can use the comments to help inform future goals and development plans.","_Label_EoYPdfTitle":"End of Year Performance Review","_Label_EoYPerformanceReport":"EoY Performance Report","_Label_EoYPerformanceReportTooltop":"The EoY Report will be downloaded for the selected users","_Label_EveryMonth":"Every month","_Label_Expression":"Expression","_Label_ExternalUrl":"External URL","_Label_Features":"Features","_Label_Fluency":"Fluency","_Label_Forms":"Surveys","_Label_Frequency":"Frequency","_Label_Frequency_Tooltip":"Please add how often you have been practicing this skill","_Label_HardSkillsProfiler":"Hard skills profiler","_Label_HasCandidates":"Has Candidates\r\n","_Label_HasOfferMade":"Has Offer Made\r\n","_Label_Hide":"Hide","_Label_Hide_Competency":"Hide Competency","_Label_Hide_Profiler":"Hide profiler","_Label_HighlightedUsers":"Highlighted users","_Label_Home":"Home","_Label_HotelSettings":"Hotel settings","_Label_InReview":"In 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history","_Label_ViewOtherAppraisals":"View other appraisals","_Label_ViewYourProfile":"View your profile","_Label_WeeklyNotificationDigest":"Weekly Notification Digest","_Label_WeeklyNotificationDigest_Description":"Toggles Whether or not to receive a weekly email containing your unseen notifications.","_Label_Widgets":"Widgets","_Label_WidgetsAdded":"The following widgets can be added to your dashboard","_Label_WidgetsPerDashboard":"Widgets Per Dashboards","_Label_WordCloud":"Word cloud","_Label_XDays":"{Count, plural, one{Day} other{Days}}","_MCP_Job_Validation_Alert_Text":"You have applied a Competency Profiler to this phase. Please note that once a candidate has entered this phase, you will not be able to:
Once applied, these rules are permanent and cannot be undone.
Please confirm that you want to continue.
Please consider the below points prior to forming a team, as this can help define scope and purpose of the report.
\r\nAll teams are groups of people, but not all groups of people are teams. To be considered a team, a group of individuals must:
\r\nTo help you get the most out of the TeamFit report, we have limited the minimum and maximum number of people that can be selected to be a part of a team to 3 and 10 respectively.
\r\nAlthough two individuals can count as a team, the current functionality works best when there are at least 3 people within the team. A maximum of 10 people can be allocated to one team. This is because research has identified that as team size increases, communication breaks down and it becomes harder to organise collaboration (Lowry, et al., 2006; Zia, Arshad, & Mahmood, 2018).
","_Message_TeamFit_TeamSizeError":"Team size must be between 3 and 10 people","_Message_TeamFitDescriptionTooltip":"Team fit is a way of creating a group of users and visualising their scores and results. Teams can be created from an existing organisational team structure or by adding users and saving them as a group.","_Message_TeamFitPersonalityInfo":"The figure shown in each square is the number of team members. The shade of green refers to this number; the higher the number the deeper the shade.","_Message_TranscriptReverted":"Transcript reverted","_Message_UnfinishedInterview":"Interview started, but no videos were submitted","_Message_UpdateCustomATSEmailTemplate":"Please note this email may be being used in active jobs. Are you sure you want to save your changes?","_Message_VideoQuestionsInfo":"Video interview questions are randomly selected for candidates from each attribute. To edit these questions contact support@cognisess.com or speak to your account manager.","_Message_VideoQuestionsWarning":"Only 6 video questions can be added","_Message_VideoSettingsDeleted":"Video questions and all phase settings will be deleted.","_Message_ViewAnswers":"View answers","_Message_Warning_HiddenCompetency":"Competency cannot be hidden while attached to a profiler with an active process (in green).","_Message_Warning_HiddenProfiler":"Profiler cannot be hidden while attached to an active process (in green).","_Message_Warning_MultipleHiddenCompetencies":"Competencies cannot be hidden while attached to a profiler with an active process (in green). Please ensure none of the selected competencies is applied to a profiler with an active process before hiding.","_Message_Warning_MultipleHiddenProfilers":"Profilers cannot be hidden while attached to an active process (in green). Please ensure none of the selected profilers is applied to an active process before hiding.","_Message_WidgetUpdated":"Widget updated","_Message_WordcloudDataNA":"Word cloud data is not available.","_Message_WorkdayActive":"Workday is active","_Message_WorkdayActiveInfo":"You can amend or move the candidates to different states in the applicant tracking system","_Message_WorkdayInActive":"Workday is inactive","_Message_WorkdayInActiveInfo":"Please do not attempt to amend or move the candidates to different states in the applicant tracking system","_Mobility_Option1":"Fully mobile","_Mobility_Option2":"Some Countries","_Mobility_Option3":"Anywhere within the country","_Mobility_Option4":"No mobility","_Next_Activity_Header":"Activity to do","_Next_Activity_Minutes":"minutes","_Next_Activity_Sub_Text":"activities complete","_No_CareerMatch_Data":"No Career Match data available.","_No_Competencies_Found_Message":"No competencies found","_OngoingApplicationAlert_Text":"Do you want to continue your job application now?","_OngoingApplicationAlert_Title":"Job Application\r\nAction Required","_Organisation_Departments":"Departments","_Organisation_Job_Quarantine_Description_1":"By setting to ON, candidates will be allowed additional time to submit results for ALL jobs created. This is a universal setting, but can be adjusted at the individual job level if you have the necessary permissions.","_OrgChart_ContactGSS":"Please contact the IHG Global Services & Support Team\r\nvia ServiceNow ticket\r\nin the event of missing colleagues from the organisation chart","_OrgChart_Departments":"Departments","_OrgChart_Employees":"Employees","_OrgChart_Goto":"go to","_OrgChart_NoVacancies":"no vacancies","_OrgChart_Search":"Search by role or name","_OrgChart_Unassigned":"Unassigned","_OrgChart_Vacancies":"Vacancies","_PartnerSurvey":"Partner","_Permissions_FullAccess":"Full access","_Permissions_NoAccess":"No access","_Permissions_ReadAccess":"Read access","_Permissions_SendAccess":"Send access","_Phase_Delete":"Delete phase","_Phase_Saved":"Phase saved","_Phase_UnsavedChanges":"Phase has unsaved changes","_Profile_Edit_Email_Text":"Please enter your password to change the e-mail address","_Profile_Withdraw":"Withdraw","_RedirectActivityAlert_Text":"An organisation your account is associated with would like you to complete an activity, redirect to this activity now?","_RedirectActivityAlert_Title":"Please complete your organisation's baseline activity","_Report_CareerMatch_Caveat_Info":"Career Match results below are ordered based on Career Interest match, where Career Interest data has been provided.","_Restore_Account":"Restore account?","_Rule_Attribute_Threshold":"Reject candidates who don't meet attribute threshold","_Rule_Competency_Threshold":"Reject candidates who don't meet competency threshold","_ScreeningQuestion_Phase_Information":"For diversity monitoring, protected characteristic information is typically collected separately from recruitment decision-making and is not made available to hiring managers. The employer remains responsible for ensuring there is a lawful basis for collecting and using protected characteristic information in their country.","_SendFormRequests":"{NumOrganisations, plural, one{Send request to 1 organisation? } other{Send requests to # organisations?}}","_Settings_TwoFactorAuth":"Employee Two Factor Authentication","_Settings_TwoFactorEnable":"Enable/Disable 2FA for all employees.","_SurveyEditQuestionLogic":"Edit question logic","_Teams_NoneSet":"You haven't set up any teams yet.","_Text_ConfirmThresholdModel":"Are you sure you want to proceed?","_Text_FindJobs":"Find jobs","_Text_FindTemplates":"Find templates","_TF_Blindspots":"Blind Spots","_TF_Cancel_Warning":"Changes won't be saved","_TF_Change":"Change","_TF_Change_Checklist_1":"Have you considered the amount of control does your team have over this change process?","_TF_Change_Checklist_2":"Does your team have foresight on the change process?","_TF_Change_Checklist_3":"Do you know when the change process occurring?","_TF_Change_Checklist_4":"Do you know how your team emotionally feel about the change?","_TF_Change_Checklist_5":"Do you have a clear plan and strategy for the change process?","_TF_Change_Checklist_6":"Does your executive team support this change transformation?","_TF_Change_Int_Sub_Header_1":"The following are some hypotheses around change management that are often true for teams with compositions like yours.","_TF_Change_Int_Sub_Header_2":"By understanding how your team handles change will prepare you for major and minor organisational change and development actions. Consider who will be aiding and mitigating the enabling of this change through the interpretations below.","_TF_Change_Management":"Change Management","_TF_Change_Ref_1":"Are likely to use concrete, decisive words such as 'planned' or 'organised'.
Prefer the finality of making a decision.
Are unlikely to tolerate frequent digressions from the plan.
","_TF_Change_Theory_EAO_2":"Are likely to use tentative words such as 'Possibly' or 'Maybe'.
Prefer the flexibility of waiting to make a decision.
Are likely to find digressions from the plan stimulating and useful.
","_TF_Change_Theory_EO_1":"Characterised by action as opposed to thought and reflection.
Are likely to attend to external stimuli first.
Are the drivers of the change process and favour a high response speed.
","_TF_Change_Theory_EO_2":"Characterised by ideas as opposed to actions.
Are likely to attend to internal stimuli first.
Prioritise reflection above change, and desire a gradual process.
","_TF_Change_Theory_Header":"Your Team and Change Management","_TF_Change_Theory_Levers":"Levers of Change","_TF_Change_Theory_Levers_Desc":"Description of 7 Levers","_TF_Change_Theory_Levers_Desc_1":"People","_TF_Change_Theory_Levers_Desc_2":"Process","_TF_Change_Theory_Levers_Desc_3":"Technology","_TF_Change_Theory_Levers_Desc_4":"Structure","_TF_Change_Theory_Levers_Desc_5":"Strategy","_TF_Change_Theory_Levers_Desc_6":"Culture","_TF_Change_Theory_Levers_Desc_7":"Products and Services","_TF_Change_Theory_Levers_Info":"Enabling change is difficult when beliefs are deeply entrenched in the team and have the potential to create conflict with fresh new ideas. These levers provide a framework of interacting actions that leaders can use to organise any change implementation plan, they involve seven areas—seven levers of change—that set employee engagement in motion and give the change process momentum. The levers are not meant to be a formula but represent seven aspects that require attention and planning for successful change management.","_TF_Change_Theory_Levers_Info_1":"the levels of staff, skills and motivation required to enable the organisation","_TF_Change_Theory_Levers_Info_2":"the total set of the interrelated activities required to maintain and enhance the organisation","_TF_Change_Theory_Levers_Info_3":"all the technical assets, methods and machines (not just IT) required.","_TF_Change_Theory_Levers_Info_4":"the organisational structure of departments.","_TF_Change_Theory_Levers_Info_5":"the vision, plan and goals for the success of the organisation in the medium and long term (years+)","_TF_Change_Theory_Levers_Info_6":"the collection of the unwritten “how things are done around here” and “what good looks like”","_TF_Change_Theory_Levers_Info_7":"what the organisation produces them but may not be what the reality of the scenario represents.","_TF_Change_Theory_PV_Info":"The processes partitions regard personality types through a combination of their preferred method of receiving information (Sensing or Intuiting) and preferred decision making method (Thinking or Feeling). This provides a lens through which one can view the 16 personality types by grouping them into four preferred 'processes'; Sensing Thinkers (Practical Realists), Sensing Feelers (Friendly Sympathisers, Intuitive Thinkers (Ingenious Thinkers), and Intuitive Feelers (insightful Visionaries). Each preferred process group has their own strengths and weaknesses. To read more about each function, please refer to the guidance pages at the end of the report. ","_TF_Change_Theory_RO_1":"Characterised by a concern for stability and surety.
Are likely to prefer change when they are given time for preparation and a clear timeline.
Do not desire deviations from the set course.
","_TF_Change_Theory_RO_2":"Characterised by a concern for spontaneity and a high drive for change.
Are likely to be able to easily adapt to change and be excited by new opportunities that come from change.
Do not mind deviations from the set course.
","_TF_Change_Theory_Sub_Header_1":"Organisations are always going to go through a very fast and drastic change that not everyone will agree with.","_TF_Change_Theory_Sub_Header_2":"The breakdown below shows how your team members will respond to change and how committed and motivated they will be for this change to occur. Especially with technology and IT becoming a larger market and there being a growing interest for all companies to digitise their company, this can lead to radical organisational change. The change would involve a revolution in organisational structures, the ways people work, and in the meaning of work.","_TF_Change_Theory_TV_Info":"The temperaments partition allows the interpretation of the 16 personality types according to Kiersey's Temperaments theory, which splits the types into a different grouping of four; the Sensing Judgers (Guardians), Sensing Perceivers (Artisans), Intuitive Feelers (Idealists), and Intuitive Thinkers (Rationalists). Similarly to other partitions, this breakdown method allows a different perspective through which one can view the strengths and weaknesses of the team. These will be laid out in relation to your team on the following page, however, if you wish to have a general overview, please proceed to the guidance pages at the end of the report.","_TF_Change_Tolerance_Score":"Change Tolerance Score","_TF_Checklist_Consideration":"A checklist of considerations","_TF_Checklist_Saved":"Checklist saved","_TF_Comm_Int_Header":"Your Internal Communication","_TF_Comm_Int_Lens":"Communication Lens","_TF_Comm_Int_Sub_Header_1":"The following are some hypotheses around communication that are often true for teams with compositions like yours.","_TF_Comm_Int_Sub_Header_2":"The hypotheses will reflect where misunderstandings may occur in their communication as well as suggest strategies to handle this. At the organisational level, understanding people’s different communication needs can provide you with structure for analysing and modifying a company’s style of communicating with employees within your team.","_TF_Comm_Ref_1":"Are likely to use concrete, decisive words such as 'planned' or 'organised'.
Prefer the finality of making a decision.
Are unlikely to tolerate frequent digressions from the plan.
","_TF_Comm_Theory_EAO_2":"Are likely to use tentative words such as 'Possibly' or 'Maybe'.
Prefer the flexibility of waiting to make a decision.
Are likely to find digressions from the plan stimulating and useful.
","_TF_Comm_Theory_EO_1":"Characterised by a desire to discuss and work collaboratively.
Are likely to think out loud and prefer discussions to independent work.
Seek fellowship and involvement.
","_TF_Comm_Theory_EO_2":"Characterised by a desire to reflect and form their opinion independently.
Are likely to be calm and reserved.
Seek autonomy.
","_TF_Comm_Theory_Header":"Your Team and Communication","_TF_Comm_Theory_PV_Info":"The processes partitions regard personality types through a combination of their preferred method of receiving information (Sensing or Intuiting) and preferred decision making method (Thinking or Feeling). This provides a lens through which one can view the 16 personality types by grouping them into four preferred 'processes'; Sensing Thinkers (Practical Realists), Sensing Feelers (Friendly Sympathisers, Intuitive Thinkers (Ingenious Thinkers), and Intuitive Feelers (insightful Visionaries). Each preferred process group has their own strengths and weaknesses. To read more about each function, please refer to the guidance pages at the end of the report. ","_TF_Comm_Theory_Sub_Header1":"Team communication is defined as the exchange of information and transmission of meaning.","_TF_Comm_Theory_Sub_Header2":"This knowledge sharing process comes in many forms from verbal communication to digital forms of written communication, to things that are left unsaid. With regards to communication, the MBTI types breakdown below brings together information on your team member’s preferred way of communicating and areas that potential misunderstandings may occur due to people’s different types.","_TF_Comm_Theory_TV_Info":"The temperaments partition allows the interpretation of the 16 personality types according to Kiersey's Temperaments theory, which splits the types into a different grouping of four; the Sensing Judgers (Guardians), Sensing Perceivers (Artisans), Intuitive Feelers (Idealists), and Intuitive Thinkers (Rationalists). Similarly to other partitions, this breakdown method allows a different perspective through which one can view the strengths and weaknesses of the team. These will be laid out in relation to your team on the following page, however, if you wish to have a general overview, please proceed to the guidance pages at the end of the report. ","_TF_Communication":"Communication","_TF_Complexity":"Complexity","_TF_Conf_Int_Sub_header_1":"The following are some hypotheses around conflict management that are often true for teams with compositions like yours.","_TF_Conf_Int_Sub_header_2":"The benefits of the facilitator recognising these positions of conflicts that can form in the team is that the type perspective tends to depersonalize disagreements. Therefore reflecting on potential strategies can allow the facilitator to understand the process of how colleagues shift from seeing each other as wrong, or wilfully obstructive, to recognizing that each is operating out of a valid perspective that needs to be heard and honoured in the resolution of the conflict. Conflict resolution becomes much easier when both parties invest in the constructive use of differences.","_TF_Conf_Ref_1":"Characterised by an objective outlook and a desire to arrive at the correct solution.
Are likely to prefer dealing with facts and using logic, and may find including emotion and feeling uncomfortable or irrelevant to the solution.
","_TF_Conf_Theory_DMO_2":"Characterised by a subjective, values focused attitude and a desire to arrive at a solution that suits all involved.
Are likely to feel comfortable with talking about and dealing with emotions, both their own and others'.
","_TF_Conf_Theory_EAO_1":"Characterised by a desire for organisation and structure.
Are likely to make decisions quickly and unlikely to make changes to the decisions made after the fact.
Have a natural inclination to focus on set objectives.
","_TF_Conf_Theory_EAO_2":"Characterised by a desire for adaptability and room for alterations.
Are unlikely to make their decisions quickly due to a desire to consult all angles of the issue.
Have a natural inclination towards the process as opposed to established goals.
","_TF_Conf_Theory_Header":"Your Team and Team Conflict","_TF_Conf_Theory_Prob_Score":"Potential Conflict Probability","_TF_Conf_Theory_RO_1":"Characterised by the preference of solving the conflict by asserting their position and addressing others' concerns as well as their own.
Are more likely to compromise and collaborate, but may run the risk of being or appearing competitive.
Having numerous team members scoring high on this dimension signals a lower probability of conflict, which can both be positive and negative.
","_TF_Conf_Theory_RO_2":"Characterised by concern for both the self and others involved in the conflict.
Are more likely to desire a mutually beneficial solution but may avoid engaging in conflict discussions in order to reserve the peace.
Having numerous team members scoring high on this dimension signifies higher chances of conflict, which can both be positive and negative.
","_TF_Conf_Theory_Stability":"How Stability Affects Incidence of Conflict","_TF_Conf_Theory_Sub_Header_1":"Conflict develops through types of differences from the demographic (race, gender, age) to those of values and background.","_TF_Conf_Theory_Sub_Header_2":"The type breakdown below explains the important differences in communication style and structuring of the work environment. The different preferences that types have for these styles and environments lead to conflict among team members. MBTI type, therefore, plays a role in conflict and it is necessary for the facilitator to untangle these type-related issues and work to bring team differences together.","_TF_Conf_Theory_TV_Info":"The temperaments partition allows the interpretation of the 16 personality types according to Kiersey's Temperaments theory, which splits the types into a different grouping of four; the Sensing Judgers (Guardians), Sensing Perceivers (Artisans), Intuitive Feelers (Idealists), and Intuitive Thinkers (Rationalists). Similarly to other partitions, this breakdown method allows a different perspective through which one can view the strengths and weaknesses of their team. These will be laid out in relation to your team on the following page, however, if you wish to have a general overview, please proceed to the guidance pages at the end of the report.","_TF_Conflict":"Conflict","_TF_Conflict_Management":"Conflict Management","_TF_Conflict_Style":"Conflict Style","_TF_Core_Resources":"Core resources","_TF_Create_Team_1":"Define team members","_TF_Create_Team_2":"Define team members role","_TF_Create_Team_3":"Create team","_TF_Create_Team_4":"Team saved successfully","_TF_Create_Team_5":"Error Occurred when saving team","_TF_Create_Team_6":"Error Occurred! Team leader not in employee list","_TF_Created":"Created","_TF_Decision_Making_Orientation":"Decision-Making Orientation","_TF_Delete_Team":"Delete Team","_TF_Dominant":"Dominant","_TF_Dominant_Function":"Dominant Function","_TF_Dominant_Functions":"Dominant Functions","_TF_Download_Report":"Download Report","_TF_Energy_Orientation":"Energy Orientation","_TF_Example":"Example","_TF_Exposed":"Exposed","_TF_Exposed_Function":"Exposed Function","_TF_Exposed_Functions":"Exposed Functions","_TF_External_Attitude_Orientation":"External Attitude Orientation","_TF_Extraverted":"Extraverted","_TF_Find_Groups":"Find groups","_TF_Follow_Up":"Follow-Up","_TF_Incomplete_Assessment_Warning":"Some of your team members have yet to complete the Lens Personality assessment and thus the data will only generate once all have completed the assessment. ","_TF_Internal":"Internal","_TF_Interpretation":"Interpretation","_TF_Introverted":"Introverted","_TF_Lead_Int_Header":"Your Internal Leadership","_TF_Lead_Int_Lens":"Leadership Lens","_TF_Lead_Int_Sub_Header_1":"The following are some hypotheses around leadership that are often true for teams with compositions like yours.","_TF_Lead_Int_Sub_Header_2":"The hypotheses will reflect how the impact of your own leadership style will influence your team’s behaviour as well as how the impact of each member’s. It will explore the impact of leaders’ dominant and inferior functions can influence the team dynamics of their colleagues. For example, has a Sensing leader been able to use and believe in their intuition when necessary, or whether Thinking leaders are hearing their team’s feelings?","_TF_Lead_Ref_1":"Characterised by a preference to setting and organising work according to priorities.
Are likely to prefer being more in control of the process and favour an attitude of immediacy and conclusivity.
","_TF_Lead_Theory_EAO_2":"Characterised by a preference for acquiring a wide overview of possible solutions and causes.
Are likely to prefer flexibility and solving issues as they arise.
","_TF_Lead_Theory_EO_1":"Characterised by forward assertiveness.
Are likely to focus their energy externally, and may show a distaste for detail.
Enjoy collaborative ideation.
","_TF_Lead_Theory_EO_2":"Characterised by a preference to lead from the back.
Are likely to focus energy internally, and tend to lead with ideas and by setting an example.
Enjoy individual reflection and ideation.
","_TF_Lead_Theory_Header":"Your Team and Leadership","_TF_Lead_Theory_Sub_Header_1":"The leader in the team plays a fundamental role in the team, as they are the person who will provide guidance, instruction, direction to the team as well as individual members for the purpose of achieving a key result.","_TF_Lead_Theory_Sub_Header_2":"With regards to leadership, the MBTI breakdown will allow you to reflect on your own personal leadership style and whether your style matches that of the team. It is important to explore the match/mismatch will reassure leaders who have been struggling with their team to understand their own changes in interest and energy and provide new ways for them to connect. Lastly, having a mismatch should not be taken negatively as it states you have a diverse team.","_TF_Lead_Theory_Table_Leader":"Leader","_TF_Lead_Theory_Table_Partition":"Partition","_TF_Lead_Theory_Table_Percent":"Percentage Match to Leader","_TF_Lead_Theory_Table_Team":"Team","_TF_Leadership":"Leadership","_TF_Mixed":"Mixed","_TF_Overview":"Overview","_TF_Overview_Checklist_1":"Does the team need a specialist facilitator?","_TF_Overview_Checklist_2":"Are best fit types available?","_TF_Overview_Checklist_3":"Is a facilitation plan required?","_TF_Overview_Checklist_4":"Have ground rules been agreed upon?","_TF_Overview_Checklist_5":"Have an agenda and paper been provided?","_TF_Overview_Checklist_6":"Have meeting rules been agreed upon?","_TF_Overview_Conflict_Spread":"Team Conflict Spread","_TF_Overview_Conflict_Spread_Info":"This graphic illustrates the various conflict management styles present in your team, with higher percentages indicating that a higher proportion of your team prefers a certain style of conflict management. You can find out more about how your team manages conflict in the ‘Conflict’ section of this report, and about the different styles of conflict management in the guidance pages at the end of the report. ","_TF_Overview_Strength":"Strength","_TF_Overview_Task_Type":"Task Type / Task Match Score","_TF_Overview_Team_Composition":"Team Composition","_TF_Overview_Team_Lens":"Team Lens","_TF_Overview_Team_Lens_Info":"If you are interested in finding out more about the views used throughout this report please follow the links in this report to the linked resources on our platform.","_TF_Overview_Temperaments":"Temperaments","_TF_Overview_Temperaments_Artisan":"Artisan","_TF_Overview_Temperaments_Guardian":"Guardian","_TF_Overview_Temperaments_Idealist":"Idealist","_TF_Overview_Temperaments_Rationalist":"Rationalist","_TF_PDF_Appendix":"Appendix","_TF_PDF_Cognitive_Fit_Text":"ExplanationA Cognitive Profile shows how team members individually understand the world around them.
\r\nCombining individual Cognitive Profiles into one provides insight into the composition of the team, or the Cognitive Fit.
\r\nCognitive Fit can be used to understand how the team is able to meet task demands, and help you maximise the benefits of different thinking and problem-solving approaches. Components that are measured to determine an individual's Cognitive Profile and a team's Cognitive Fit are:
These components are measured using a combination of cognitive games and personality traits.
Interpretation of resultsThe graph provides insight into the distribution of team members' scores.
Bars: The bars show the distribution of scores within certain ranges. The higher the bar (number of users, y-axis), the more users fall within the score range of the score shown on the x-axis of the bar.
","_TF_PDF_Cognitive_Fit_Text_Average":"The team is able to meet task demands and complete work while benefiting from different mindsets and problem-solving approaches.","_TF_PDF_Cognitive_Fit_Text_High":"The team is above average in its ability to meet task demands and complete work while benefiting from diverse thinking and problem-solving approaches","_TF_PDF_Cognitive_Fit_Text_Low":"The team is less able to meet task demands and complete work, as well as benefit from different thinking and problem-solving approaches.","_TF_PDF_Cognitive_Fit_Text_Summary":"Team {team} scores {position} average in Cognitive fit.","_TF_PDF_Cognitive_Fit_Title":"Cognitive Fit","_TF_PDF_Collaboration_Text":"Collaboration is about a team that is able to work on trust to accomplish tasks that contribute to common goals. High levels of collaboration can be predicted by trust in colleagues and their judgment, a careful work attitude, and aspects of emotional stability.","_TF_PDF_Collaboration_Text_Average":"The team is more likely to communicate clearly and understand each other's expectations, which contributes to effective collaboration.","_TF_PDF_Collaboration_Text_High":"There is a good chance that this team will be able to work well together as a whole, which is especially important on projects that require a lot of collaboration.","_TF_PDF_Collaboration_Text_Low":"This team will find it more challenging to work together. Possibly due to unclear expectations or lack of clarity about responsibilities.","_TF_PDF_Collaboration_Text_Summary":"Team {team} scores {position} average in Collaboration.","_TF_PDF_Collaboration_Title":"Collaboration","_TF_PDF_Content_Title":"Content","_TF_PDF_Creativity_Innovation_Text":"Creative thinking and innovation refers to a team's ability to explore new possibilities and find other possible ways to solve problems and design processes. High values for creativity and innovation go hand in hand with a higher tolerance for risk, a general openness to new ideas and experiences, and a lower willingness to conform. Innovation is most effective in situations where conformity is not valued. For this reason, highly innovative teams are thought to be less adhering to rules and procedures.","_TF_PDF_Creativity_Innovation_Text_Average":"The team is moderately open to new ways of working that contribute to improvement, without being too radical.","_TF_PDF_Creativity_Innovation_Text_High":"Within this team there is a greater chance of innovative ideas that contribute to improvement, but this can also lead to challenges.","_TF_PDF_Creativity_Innovation_Text_Low":"The team tends to stick within traditional ideas and methods, which keeps risks and costs low, but leaves little room for innovation.","_TF_PDF_Creativity_Innovation_Text_Summary":"Team {team} scores {position} average in Creativity and innovation.","_TF_PDF_Creativity_Innovation_Title":"Creativity & Innovation","_TF_PDF_Critical_Thinking_Text":"Critical thinking refers to the ability to solve problems systematically. This manifests itself for the team in recognizing problems and risks in proposed scenarios and solutions. Critical thinkers are skeptical and more likely to voice their objections. Their intent is constructive rather than personal, and they are consequently less inclined to withhold their professional judgment.","_TF_PDF_Critical_Thinking_Text_Average":"The team is more likely to ask questions and think before executing ideas, which can provide a good balance between trust and caution.","_TF_PDF_Critical_Thinking_Text_High":"The team is more likely to explore ideas thoroughly before making decisions, which can lead to delays if there is too much hesitation.","_TF_PDF_Critical_Thinking_Text_Low":"The team is more likely to trust ideas without critical evaluation, potentially leading to risky decisions.","_TF_PDF_Critical_Thinking_Text_Summary":"Team {team} scores {position} average in Critical thinking.","_TF_PDF_Critical_Thinking_Title":"Critical Thinking","_TF_PDF_Detail":"Detail","_TF_PDF_DetailedReport":"Detailed report","_TF_PDF_HowItWorks":"How It Works","_TF_PDF_Introduction_Text":"Teamfit is used to analyze the composition of a team. It is a tool that is used to optimize a team. Based on assessments, individual talent is examined in an objective manner. The individual results are combined, resulting in a total picture of the team. The teams can be composed based on an existing team structure within the organization or by adding users and saving them as a group.
The TeamFit report collects individual scores of team members and brings them together into a team analysis. It is used by managers to analyze the dynamics within teams with the aim of stimulating team performance or putting teams together. With the right training, Teamfit users can interpret the results, so that predictions can also be made about the functioning of a team.
","_TF_PDF_Introduction_Title":"Introduction","_TF_PDF_Leadership_Text":"Leadership describes the skills to take charge of a task or process and to set clear goals for team members and support them. Good leadership skills are often associated with an interest in new experiences, a higher tolerance for emotional distress, emotional stability, and an approachable and outgoing personality.","_TF_PDF_Leadership_Text_Average":"The team is more likely to take the leadership that is needed, without strong competition.","_TF_PDF_Leadership_Text_High":"Within this team, members are likely to remain highly motivated and continue working even without a leader, which can lead to increased competition.","_TF_PDF_Leadership_Text_Low":"Team members may be more likely to hesitate to take charge if there is no formal leader, which can lead to confusion.","_TF_PDF_Leadership_Text_Summary":"Team {team} scores {position} average in Leadership.","_TF_PDF_Leadership_Title":"Leadership","_TF_PDF_Match_Score":"Match score","_TF_PDF_Misc_Above_Text":"above","_TF_PDF_Misc_Average_Text":"average","_TF_PDF_Misc_Below_Text":"below","_TF_PDF_Misc_Cognitive_Fit_Page":"7","_TF_PDF_Misc_Collaboration_Page":"11","_TF_PDF_Misc_Content_Page":"2","_TF_PDF_Misc_Creativity_Innovation_Page":"7","_TF_PDF_Misc_Critical_Thinking_Page":"8","_TF_PDF_Misc_Graph_Text":"In the graph below you can see the distribution of this score across the team.","_TF_PDF_Misc_Higher_Text":"higher","_TF_PDF_Misc_Introduction_Page":"4","_TF_PDF_Misc_Leadership_Page":"10","_TF_PDF_Misc_Lower_Text":"lower","_TF_PDF_Misc_Overview_Page":"3","_TF_PDF_Misc_People_Skill_Page":"11","_TF_PDF_Misc_Personality_Page":"13","_TF_PDF_Misc_Psychological_Safety_Page":"10","_TF_PDF_Misc_Result_Focused_Page":"8","_TF_PDF_Misc_Results_Page":"5","_TF_PDF_Misc_Social_Cohesion_Page":"10","_TF_PDF_Misc_Summary_Page":"14","_TF_PDF_Misc_Team_Adaptability_Page":"8","_TF_PDF_Misc_Team_Alignment_Page":"6","_TF_PDF_Overview_Text":"This report provides insights to use the results to discuss team collaboration and dynamics. The results show that team {team} has a {teamAlignment} Team Alignment.
A deepening of team alignment provides insight into Social Cohesion and Cognitive Fit. The results show that within Team {team} there is an {socialCohesion} score on Social Cohesion. This score can be attributed to an {psychologicalSafety} score on psychological safety, {leadership} score on leadership, {collaboration} score on collaboration, {peopleSkill} score on social skills. Furthermore, the results show an {cognitiveFit} score on Cognitive Fit. This score is an average of the scores on an {creativityInnovation} score on creativity and innovation, {criticalThinking} score on critical thinking, {resultFocused} score on results orientation, {teamAdaptability} score on adaptability.
","_TF_PDF_Overview_Title":"Overview","_TF_PDF_Page1_App_1":"Further Reading & Core Resources","_TF_PDF_Page1_App_2":"Definitions","_TF_PDF_Page1_Change_1":"Your Team and Change","_TF_PDF_Page1_Change_2":"Change Management","_TF_PDF_Page1_Comm_1":"Your Team and Communication","_TF_PDF_Page1_Comm_2":"Internal Communication","_TF_PDF_Page1_Conf_1":"Your Team and Conflict","_TF_PDF_Page1_Conf_2":"Conflict Management","_TF_PDF_Page1_Contents":"Contents","_TF_PDF_Page1_Disclaimer":"Disclaimer","_TF_PDF_Page1_Disclaimer_1":"It is important to preface that","_TF_PDF_Page1_Disclaimer_2":"These findings are hypotheses we are making about a team member's behaviour and preference, it is not solid fact that one will definitely react/act in this way.","_TF_PDF_Page1_Disclaimer_3":"Personality tests are not meant as a way to change people’s personalities but for most roles these days demand a degree of flexibility so this report will allow facilitators and leaders to consider how team members could adopt the alternative style or use some of your other strengths to overcome a weakness. ","_TF_PDF_Page1_Disclaimer_4":"More information","_TF_PDF_Page1_Lead_1":"Your Team and Leadership","_TF_PDF_Page1_Lead_2":"Internal Leadership","_TF_PDF_Page1_PS_1":"Your Team and Problem Solving","_TF_PDF_Page1_PS_2":"Internal Problem Solving","_TF_PDF_Page1_Stress_1":"Your Team and Stress","_TF_PDF_Page1_Stress_2":"Stress Management","_TF_PDF_Page1_TC_1":"Your Team Culture","_TF_PDF_Page1_TC_2":"Internal Culture","_TF_PDF_Page1_Text":"The Team Lens report is meant to be read by team leaders and facilitators.
The Team Lens report will help team leaders and facilitators to guide and advise their team members more effectively. By analysing the preferences and behaviour that team members tend to show, facilitators and leaders can understand the interrelationships between team members.
Personality of your team members will give you an understanding of what their preferred way of working is. If that fits within their role, then that would be a strength, however, there are also areas that may not fit so well within the role. This tool is used to help lead more effective team discussions and meetings, rather than creating a team.
The report is broken down into the 7 sections that are the key perspectives that should be considered when working in a team:
Communication, Leadership, Culture, Stress, Change, Conflict, Problem-Solving. Within these sections, are 3 sub-sections called: Theory, Interpretation and Reflection.
As the team facilitator, select a section of the report you are interested in learning more about your team's composition and use the Theory page as a facts page that displays the personality breakdown and in certain sections includes whether your team composition matches the certain task/problem/leader/conflict/ change your team is facing.
The Interpretation page gives you an explanation as to how this composition affects team behaviour and thinking as well as identifies blindspots that you exist in your team and strategies on how to cope with the blindspots. The Reflection page at the end of each section gives you space to look back and think based on the given interpretation of strategies to improve your team's work.
Data will be presented in a variety of pie and spider graphs throughout the report. This is to facilitate interpretation of the team proportions and quantity of self-reported traits within the team. More specifically, you will encounter pie charts that represent the proportion of different types of Dominant Functions, Temperaments, Processes, Conflict Styles, and Exposed Functions present within the team using an easy and quick to understand visual. The pie charts and graphs that you see on the main overview page will be repeated where relevant in other sections of the report. Sliders that depict percentages of Extraverted to Introverted and Judging to Perceiving dichotomies, amongst others, are to represent the proportion of each type within the team.
","_TF_PDF_Page11_EAO_1":"Personality is measured by five attributes colloquially referred to as the 'Big Five'; conscientiousness, emotional stability, extraversion, agreeableness, openness to experience and resilience. These five dimensions help to describe and analyze the variations in human personality in a structured way. To ensure that everyone in the team adheres to the same definitions, below is a definition of all characteristics:
This report provides an explanation of the results of the Teamfit assessment. It is advisable to discuss the results with an internal team coach who is trained to work with the Teamfit.
The results are broken down as follows:The TeamFit report assumes a base score of 1000 to be the average in calculations, and results within the range of 850 to 1150 are represented in orange to indicate middling, or average, results.
\r\nResults above 1150 are depicted in green to indicate scores above average.
\r\nResults below 850 are depicted in red to indicate scores below average.
\r\nFor each component, the report provides an interpretation based on the team score.
","_TF_PDF_Results_Title":"Results","_TF_PDF_Social_Cohesion_Text":"ExplanationAn individual's Social Profile, or a team's Social Cohesion, is mainly based on emotional, personality, and behavioural preferences. These allow you to form a strong unit and communicate with each other in a natural way. Increasing the awareness within the team about their different scores makes it possible to adapt to the needs of others. This results in better communication and less tension. Components that are measured to determine Social Cohesion are:
The above attributes are measured with the Lens Pro assessment, which are based on Costa and McCrae's (1986) Big Five Theory of Personality.
","_TF_PDF_Social_Cohesion_Text_Average":"The team forms a strong unit and is able to communicate with each other in a natural way.","_TF_PDF_Social_Cohesion_Text_High":"The team is an above average strong unit and is able to communicate with each other in a natural way. This makes it possible to adapt to each other's needs and ensures less tension.","_TF_PDF_Social_Cohesion_Text_Low":"The team is below average unity and is therefore less able to communicate with each other in a natural way. Insight into each other's score can help to better understand each other's needs and prevent or counteract tension.","_TF_PDF_Social_Cohesion_Text_Summary":"Team {team} scores {position} average in Social Cohesion.","_TF_PDF_Social_Cohesion_Title":"Social Cohesion","_TF_PDF_Summary":"Summary","_TF_PDF_Summary_Text":"This report provides insights to use the results to discuss team collaboration and dynamics. The results show that team {team} has a {teamAlignment} Team Alignment.
A deepening of team alignment provides insight into Social Cohesion and Cognitive Fit. The results show that within Team {team} the score on Social Cohesion is {socialCohesion}. This score can be attributed to {psychologicalSafety} score on psychological safety, {leadership} score on leadership, {collaboration} score on collaboration, and {peopleSkill} score on social skills. Furthermore, the results show the score on Cognitive Fit is {cognitiveFit}. This score is an average of the scores on creativity and innovation, critical thinking, results orientation, and adaptability.
","_TF_PDF_Summary_Title":"Summary","_TF_PDF_Task_Type":"Task type","_TF_PDF_Team_Adaptability_Text":"A highly adaptable team is characterized by members who trust their teammates but are not completely dependent on them. This means that they can quickly adapt their work style and the required processes when the situation requires it. Highly adaptable teams often go hand in hand with high cognitive skills, a high drive for achievement and a generally positive attitude towards changes in the team structure.","_TF_PDF_Team_Adaptability_Text_Average":"The team has the potential to adapt easily to changes, but at the same time needs clear guidelines and structures.","_TF_PDF_Team_Adaptability_Text_High":"The team is likely to be able to adapt quickly to new situations. This makes the team suitable for environments with rapid changes.","_TF_PDF_Team_Adaptability_Text_Low":"The team may need more fixed structures and may have difficulty responding quickly to change.","_TF_PDF_Team_Adaptability_Text_Summary":"Team {team} scores {position} average in Team adaptability.","_TF_PDF_Team_Adaptability_Title":"Team Adaptability","_TF_PDF_Team_Alignment_Text":"ExplanationTeam Alignment is an indicator that shows how individuals relate to each other and serves as a guideline for team functioning. The results provide insight into the likelihood that a team is able to perform optimally. It uses characteristics from two performance areas: Social Cohesion and Cognitive Fit (or social profile and cognitive profile for individual results).
","_TF_PDF_Team_Alignment_Text_Average":"Team shows a score in yellow, which means the team scores average.","_TF_PDF_Team_Alignment_Text_High":"Team Alignment Score in green indicates that the team is able to utilise a wider range of skills and abilities to complete a task.","_TF_PDF_Team_Alignment_Text_Information":"Cognitive Fit attributes are based mainly on cognition. This allows you to build a team that operates very well for the situational and task-specific requirements but at the same time has the right amount of cognitive diversity to give you the maximum benefit of different ways of thinking and problem solving.
\r\n\r\nThe Cognitive Profile score for an individual is calculated as the rounded average of their scores on the underlying components.
\r\n\r\nThe Cognitive Fit score for a team is calculated as the rounded average of the team's average scores across each Cognitive Fit component.
\r\n\r\nSocial Cohesion includes attributes that are mostly based on emotional, personality and behavioural preferences. These allow you to build a strong unit with a naturally compatible communication style. \r\nRaising awareness in the team of their different scores is likely to help them adjust to the needs of others and make for better communication and less tension.
\r\n\r\nThe Social Profile score for an individual is calculated as the rounded average of their scores on the underlying components.
\r\n\r\nThe Social Cohesion score for a team is calculated as the rounded average of the team's average scores across each Social Cohesion component.
","_TF_PDF_Team_Alignment_Text_Low":"Team score in red indicates that the team is less able to integrate a variety of skills and abilities to complete a task.","_TF_PDF_Team_Alignment_Text_Summary":"Team {team} scores {position} in Team alignment.","_TF_PDF_Team_Alignment_Title":"Team Alignment","_TF_PDF_Team_Fit_Report":"Team Fit Report","_TF_PDF_Title":"A Cognisess digital report compiled for:","_TF_Preparation":"Preparation","_TF_Problem_Solving":"Problem Solving","_TF_Process":"Process","_TF_Processes":"Processes","_TF_PS_Int_Lens":"Problem Solving Lens","_TF_PS_Int_Sub_Header_1":"The following are some hypotheses around problem solving that is often true for teams with compositions like yours.","_TF_PS_Int_Sub_Header_2":"The best way to understand this interpretation is to analyse the real-life problem solving experiences you have and are going to be expecting with your team members. The interpretation is here to aid the facilitator to recognise what they included in their problem-solving process and whether that was inclusive process for everyone in the team or were alternative options of solving the problem not considered.","_TF_PS_Matrix":"Uncertainty/complexity matrix","_TF_PS_Matrix_Characteristics":"First, please consider the characteristics of the problem you are aiming to solve","_TF_PS_Matrix_Desc":"Before you begin your task related to problem-solving, it can be helpful to consider the different parameters regarding complexity and uncertainty, as this can provide insight into how to best approach the task - and which team members might be the most keen or comfortable doing that. This is important to decide at the beginning of the project as this can have a direct impact on the level to which requirements and structure are defined within the team.","_TF_PS_Matrix_Info_1":"Small number of variables and high uncertainty regarding the final result.","_TF_PS_Matrix_Info_2":"Large number of variables and high uncertainty regarding the final result.","_TF_PS_Matrix_Info_3":"Small number of variables and little uncertainty regarding the final result.","_TF_PS_Matrix_Info_4":"Large number of variables and little uncertainty regarding the final result.","_TF_PS_Matrix_Info_Ex_1":"Monodisciplinary research projects.","_TF_PS_Matrix_Info_Ex_2":"Large multidisciplinary projects in R&D.","_TF_PS_Matrix_Info_Ex_3":"Engineering projects; organizing a congress.","_TF_PS_Matrix_Info_Ex_4":"Pope's visit, Olympic Games'","_TF_PS_Ref_1":"Characterised by a desire for a structured process and rapid decision-making.
Are likely to prefer deciding an outcome or process over exploring alternative possibilities.
","_TF_PS_Theory_EAO_2":"Characterised by a desire to explore possibilities and understand the issue at hand from all angles.
Are likely to resist making decisions before they feel ready.
Have a preference for focusing on the procedure and quality of process rather than the outcome.
","_TF_PS_Theory_Header":"Your Team and Problem Solving","_TF_PS_Theory_PS_Styles":"Temperaments and Problem Solving Styles","_TF_PS_Theory_PS_Styles_Info":"The sixteen personality types can be viewed via the temperaments partition, first introduced by Kiersey (1978). This partition divides the types according to two dimensions; Action (which can be utilitarian or cooperative) and Communication (concrete or abstract) which yields the Guardian, Artisan, Rational, and Idealist temperaments. Guardians and Artisans have a preference for a concrete reality where they are likely to refer to facts and everyday events, whereas Rationals and Idealists prefer to discuss and attend to the abstract, where ideas, theories and beliefs are the focal points. Guardians and Idealists mainly behave in a cooperative way, prioritising social codes of conduct above job effectiveness, whereas Rationals and Artisans mostly behave in utilitarian ways, prioritising results and pragmatism over human consequences and social norms.","_TF_PS_Theory_RO_1":"Characterised by a concern for stability and surety.
Are likely to prefer solving problems when they are given time for preparation and a clear timeline.
Less flexible in changing solutions and adapting to the shifting nature of the problem.
","_TF_PS_Theory_RO_2":"Characterised by a concern for spontaneity and high drive for change.
Are likely to be able to be excited by the opportunity to solve problems.
More flexible to changing solutions and able to adapt better to changing nature of the problem
","_TF_PS_Theory_Stability_EO":"Stability vs Energy Orientation","_TF_PS_Theory_Sub_Header_1":"Problem-solving comes in many different forms from tactical to creative, it is important as the facilitator to first identify what type of problem-solving task does your team need to complete as some members will be suited to one problem-solving type more than another type.","_TF_PS_Theory_Sub_Header_2":"The theory of psychological type and the breakdown below, therefore, sheds light on problem-solving type suitability of the team. Another consideration for the facilitator is how urgent a problem-solving task is as this will influence each team member’s stability and energy to perform tasks to solve the problem in different ways.","_TF_Reflection":"Reflection","_TF_Reflection_Answer_Saved":"Reflection answer saved","_TF_Resilient":"Resilient","_TF_Risk_Focused":"Risk-Focused","_TF_Risk_Orientation":"Risk Orientation","_TF_Select_Facilitator_Tooltip":"Please select the team facilitator","_TF_Select_Leader_Tooltip":"Please select the team leader","_TF_Select_Members_Alert":"You have reached a maximum number of team members","_TF_Select_Members_Info":"Please select between 3 to 15 team members","_TF_Select_Team_Role":"Role in the team","_TF_SideBar_Collapse_Tooltip":"Click to collapse bar","_TF_Sidebar_Expand_Tooltip":"Click to expand bar","_TF_Sidebar_Info":"Members with personality icon have completed the lens personality assessment.","_TF_Sort_By":"Sort by","_TF_Strategies":"Strategies","_TF_Stress":"Stress","_TF_Stress_Checklist_1":"Is stress likely to occur?","_TF_Stress_Checklist_2":"What things will the team find most difficult?","_TF_Stress_Checklist_3":"What might we see in response to the stress?","_TF_Stress_Checklist_4":"Have you considered how the company environment and culture that can affect a team member's well-being?","_TF_Stress_Checklist_5":"Is the nature of the task stress inducing?","_TF_Stress_Checklist_6":"Are there any well-being practices in the organisation already in place?","_TF_Stress_Checklist_7":"Has any team members had the incapability to disconnect from work?","_TF_Stress_Checklist_8":"Does the team have an empathetic leader/facilitator?","_TF_Stress_Int_Sub_Header_1":"The following are some hypotheses around stress that are often true for teams with compositions like yours.","_TF_Stress_Int_Sub_Header_2":"Type theory promotes understanding of the sources and nature of what is stressful for certain people, and facilitators can gain a helpful perspective for assessing and dealing with individuals and teams under stress. To understand why each type finds something particularly stressful is down to the activities and perspectives that disregard the core needs and values of the dominant function and thus forces focus onto the opposite, inferior, function. This switch from dominant to inferior is reliant upon the amount of time one feels stressed. Differently to moderate, short-term stress as compared to more extreme and long-lasting stress. The longer lasting the source of stress is, the likelier your team member will start to act out-of-character for their particular personality type.","_TF_Stress_Management":"Stress Management","_TF_Stress_Ref_1":"Characterstically feel stress when things are going wrong and/or that the task will not end.
Are likely to feel stress when plans need to be altered.
Stressed when they cannot display their thoughts and opinions.
","_TF_Stress_Theory_EAO_2":"Characterstically feel stress when things are too structured and/or the task is being finished up.
Are likely to feel stress when plans cannot be changed.
Stressed when they have to make an immediate call of action or decision
","_TF_Stress_Theory_Header":"Your Team and Stress Management","_TF_Stress_Theory_Lens":"Stress Lens","_TF_Stress_Theory_Score":"Team Stress Propensity Score","_TF_Stress_Theory_State_Anxiety":"Team State Anxiety","_TF_Stress_Theory_Sub_Header_1":"Stress is a fundamental part of organisational life.","_TF_Stress_Theory_Sub_Header_2":"Organisations place multiple, sometimes contradictory, and often rapidly changing demands on all personnel. Facilitators can use the breakdown below as knowledge to identify how a particular work situation can cause a certain personality type to feel stressed and secondly show how a certain type will respond to this stress. Personality type can predict these two processes because people tend to be energised when using their preferences and fatigued when using their less preferred functions and attitudes. Energy draining as well as dissatisfaction of doing something that doesn’t come naturally directly results in stress.","_TF_Stress_Theory_Trait_Anxiety":"Team Trait Anxiety","_TF_Stress_Theory_Trait_Anxiety_1":"Passive","_TF_Stress_Theory_Trait_Anxiety_10":"Curious","_TF_Stress_Theory_Trait_Anxiety_11":"Sociable","_TF_Stress_Theory_Trait_Anxiety_12":"Easygoing","_TF_Stress_Theory_Trait_Anxiety_13":"Carefree","_TF_Stress_Theory_Trait_Anxiety_14":"Responsive","_TF_Stress_Theory_Trait_Anxiety_15":"Lively","_TF_Stress_Theory_Trait_Anxiety_16":"Touchy","_TF_Stress_Theory_Trait_Anxiety_17":"Restless","_TF_Stress_Theory_Trait_Anxiety_18":"Responsive","_TF_Stress_Theory_Trait_Anxiety_19":"Innovative","_TF_Stress_Theory_Trait_Anxiety_2":"Thoughtful","_TF_Stress_Theory_Trait_Anxiety_20":"Impulsive","_TF_Stress_Theory_Trait_Anxiety_3":"Controlled","_TF_Stress_Theory_Trait_Anxiety_4":"Relatable","_TF_Stress_Theory_Trait_Anxiety_5":"Calm","_TF_Stress_Theory_Trait_Anxiety_6":"Anxious","_TF_Stress_Theory_Trait_Anxiety_7":"Moody","_TF_Stress_Theory_Trait_Anxiety_8":"Quiet","_TF_Stress_Theory_Trait_Anxiety_9":"Independent","_TF_Task_Type":"Task Type","_TF_Task_Type_Placeholder":"Please select the task for the team","_TF_TC_Int_Header":"Your Internal Team Culture","_TF_TC_Int_Lens":"Team Culture Lens","_TF_TC_Int_Sub_Header_1":"The following are some hypotheses around team culture that are often true for teams with compositions like yours.","_TF_TC_Int_Sub_Header_2":"Research also documents the importance of different work environments to different types. The work setting preferences of your team members will allow you to see whether they actively engage with the outside world as well as how they maintain themselves at work, personally or professionally or both.","_TF_TC_Ref_1":"Characterised by a preference for stability and concreteness.
Are likely to stick to plans and routines and desire clearly defined objectives.
Prioritise getting the job done to relaxation.
","_TF_TC_Theory_EAO_2":"Characterised by a preference for flexibility.
Are likely to desire general guidelines as opposed to strict objectives and routines.
Enjoy combining work and play.
","_TF_TC_Theory_EO_1":"Characterised by searching out value, feedback, and involvement from multiple stakeholders.
Are likely to respond more positively towards varied experiences.
Are unlikely to hesitate to ask for help.
","_TF_TC_Theory_EO_2":"Characterised by searching for value, feedback, and involvement from a hand-picked few.
Are likely to respond more positively towards experiences that are thorough and rigorous in their nature.
Are unlikely to ask for help as they prefer to rely on own resources.
","_TF_TC_Theory_Header":"Your Team and Team Culture","_TF_TC_Theory_PV_Info":"The processes partitions regards personality types through a combination of their preferred method of receiving information (Sensing or Intuiting) and preferred decision making method (Thinking or Feeling). This provides a lens through which one can view the 16 personality types by grouping them into four preferred 'processes'; Sensing Thinkers (Practical Realists), Sensing Feelers (Friendly Sympathisers, Intuitive Thinkers (Ingenious Thinkers), and Intuitive Feelers (insightful Visionaries). Each preferred process group has their own strengths and weaknesses. To read more about each function, please refer to the guidance pages at the end of the report. ","_TF_TC_Theory_Sub_Header_1":"By exploring the relationship between psychological type and work, there is a necessity to also consider the influence the wider working environment has on the team, such as, how are tasks carried out and what is the structure of your organisation.","_TF_TC_Theory_Sub_Header_2":"Type preferences commonly influence not only activities but also the environments that people find energising and satisfying. Although people generally have common preferences as to what work environment they like regardless of their type, however the differences that do emerge align with type theory, therefore the breakdowns below will show how your type of environment is created due to your team members as well as what type of environment each member prefers.","_TF_TC_Theory_TV_Info":"The temperaments partition allows the interpretation of the 16 personality types according to Kiersey's Temperaments theory, which splits the types into a different grouping of four; the Sensing Judgers (Guardians), Sensing Perceivers (Artisans), Intuitive Feelers (Idealists), and Intuitive Thinkers (Rationalists). Similarly to other partitions, this breakdown method allows a different perspective through which one can view the strengths and weaknesses of their team. These will be laid out in relation to your team on the following page, however, if you wish to have a general overview, please proceed to the guidance pages at the end of the report. ","_TF_Team_Checklist":"Team Checklist","_TF_Team_Culture":"Team Culture","_TF_Team_Dynamics":"Team Dynamics","_TF_Team_Dynamics_Tooltip":"Team dynamics is a way of creating a group of users and visualising their scores and results. Teams can be created from an existing organisational team structure or by adding users and saving them as a group.","_TF_Team_Facilitator":"Team Facilitator","_TF_Team_Fit":"Team Fit","_TF_Team_Leader":"Team Leader","_TF_Team_Members":"Team Members","_TF_Team_Name_Placeholder":"e.g. Sales Team","_TF_Temperament":"Temperament","_TF_Temperaments":"Temperaments","_TF_Theory":"Theory","_TF_Uncertainty":"Uncertainty","_TF_Unsaved_Changes":"Unsaved Changes.","_TF_View":"View","_Title_ConfirmThresholdModel":"Edit default thresholds","_Tooltip_ExternalUrl":"Redirect to this URL when 'Apply' button is clicked","_Tooltip_UserScoreDistribution":"{PointY} users have scores between {PointX} and {PointX2}","_WordCloudsIncludeCommon":"Include common words","AASN_AreasDevelopment":"Areas for Development","AASN_CareerDevelopment":"Career Development","AASN_CareerValues_Desc_Apprentice":"The donut graph shows the different aspects of work and working environments which you find important and provide you with satisfaction.","AASN_CareerValues_Desc_Mentor":"The donut graph shows the different aspects of work and working environments which the apprentice finds important and provide them with satisfaction.","AASN_Cognition_Description":"Cognition encompasses an individual's pure abilities of thought and perception. These abilities underlie everything from how we sense and react, to how we remember, learn, and perform complex tasks like problem- solving and decision making","AASN_EffectiveMentoring_Description":"The GROW Model is a powerful framework designed to help individuals set and achieve their goals through structured and meaningful conversations. It stands for Goal, Reality, Options, and Will, each representing a crucial stage in the mentoring process. This model provides a clear roadmap for both mentors and mentees, fostering a collaborative environment where personal and professional growth can flourish.","AASN_EffectiveMentoring_Goal_Desc":"The first step in the GROW Model is defining what the mentee aims to achieve. Setting clear, specific goals helps to focus the mentoring sessions and provides a target to work towards. Understanding both long-term aspirations and short-term objectives ensures that the mentorship is aligned with the mentee's vision for their future.","AASN_EffectiveMentoring_Goal_Title":"Goal","AASN_EffectiveMentoring_Option_Desc":"Once the current reality is understood, the next step is to brainstorm possible ways to move forward. This involves generating a range of options and strategies that could help the mentee overcome challenges and progress toward their goals. Evaluating these options allows the mentee to consider different approaches and select the most viable ones.","AASN_EffectiveMentoring_Option_Title":"Options","AASN_EffectiveMentoring_Reality_Desc":"In this phase, the mentor and mentee explore the current situation, assessing where the mentee stands in relation to their goals. This involves recognising strengths, identifying resources, and acknowledging any challenges or obstacles. A realistic appraisal of the present circumstances provides a solid foundation for planning the next steps.","AASN_EffectiveMentoring_Reality_Title":"Reality","AASN_EffectiveMentoring_Title":"Effective Mentoring","AASN_EffectiveMentoring_Will_Desc":"The final stage is about commitment and action. Here, the mentee decides on the specific steps they will take to achieve their goals. Creating an action plan, setting timelines, and establishing accountability measures ensure that the mentee is committed to their journey and has a clear path to follow.","AASN_EffectiveMentoring_Will_Title":"Will","AASN_GROW_Question_1":"What specific goals do you want to achieve in the next 6 months to a year of this apprenticeship program?","AASN_GROW_Question_10":"What specific steps will you take to achieve your goals?","AASN_GROW_Question_11":"When do you plan to start and complete each action?","AASN_GROW_Question_12":"How can I support you in staying on track?","AASN_GROW_Question_2":"What milestones would you like to reach by the end of this mentorship?","AASN_GROW_Question_3":"What does success look like to you?","AASN_GROW_Question_4":"What progress have you made so far towards your goals?","AASN_GROW_Question_5":"What strengths do you have that will help you achieve your goals?","AASN_GROW_Question_6":"What challenges or obstacles are you facing right now and how have you overcome similar challenges in the past?","AASN_GROW_Question_7":"What are some possible ways to move forward toward your goals?","AASN_GROW_Question_8":"What are the pros and cons of each option you've identified?","AASN_GROW_Question_9":"What one small step you could take right now?","AASN_KeyAttributes_Desc_Apprentice":"The spider graph shows all attributes measured based on your performance.","AASN_KeyAttributes_Desc_Mentor":"The spider graph shows all attributes measured based on the apprentice performance.","AASN_KeyAttributes_Title":"Key Attributes","AASN_LeverageStrengths":"Leverage Strengths","AASN_MotivatingStatement":"Excellent work on completing your Yondur assessments! You've unlocked vital insights into your career skills and values, which will serve as a strong foundation for your future. Yondur puts you at the center of your journey, helping you unravel your potential. Keep exploring, learning, and growing - Your beyond awaits.","AASN_PersonalDevelopment":"Personal Development","AASN_ProfilerScore_Description":"The score assesses how well an apprentice aligns with the industry.","AASN_ProfilerScore_Title":"Profiler Score","AASN_Recommendations":"Recommendations to Support Apprentice","AASN_RiskFactor_Description":"This section displays the risk factor responses of the apprentice. The apprentice's answers here address risks associated with communication breakdowns, resource availability, and technical challenges.","AASN_RiskFactor_Title":"Risk Factor Responses","Account_AccountVerified_Failure_Conflict_Text":"Your account has already been verified.","Account_AccountVerified_Failure_NonConflict_Text":"Your account is inactive. Contact support.","Account_AccountVerified_Failure_Title":"Your account cannot be verified.","Account_AccountVerified_Success_SubTitle":"Your account has been verified.","Account_AccountVerified_Success_Text":"You can now login.","Account_AccountVerified_Success_Title":"Success","Account_ApplicantRegister_ApplicationClosed":"Application closed","Account_ApplicantRegister_AppliedForTarget":"{JobRole} for {Organisation}","Account_ApplicantRegister_ErrorMessage_BadLink":"An error occurred. Inactive link.","Account_ApplicantRegister_ErrorMessage_InviteExpired":"Applications are currently closed.","Account_ApplicantRegister_ErrorMessage_NotStarted":"There's nothing to view.","Account_ApplicantRegister_JobFunction_Label":"Current job function","Account_ApplicantRegister_JobTitle_Label":"Current job title","Account_ApplicantRegister_JobType_Label":"Current job type","Account_ApplicantRegister_ManagerExperience_Label":"Years in a position of authority over others?","Account_ApplicantRegister_PageTitle_Candidates":"Candidate registration","Account_ApplicantRegister_PageTitle_GlobalEntrepreneurStudy":"Global Entrepreneur Study - Registration","Account_ApplicantRegister_PageTitle_GlobalPersonalityStudy":"Global Personality Study - Registration","Account_ApplicantRegister_PageTitle_Students":"Student registration","Account_ApplicantRegister_PageTitle_Survey":"Survey registration","Account_ApplicantRegister_PageTitle_Survey_Tooltip":"Please complete all required fields.","Account_ApplicantRegister_Submit_Button":"Create my profile","Account_Archived":"","Account_DeleteAccountConfirm_Failure_Body":"An error occurred. Please request a new account deletion link.","Account_DeleteAccountConfirm_Failure_Header":"Sorry","Account_DeleteAccountConfirm_PageTitle":"Account deleted","Account_DeleteAccountConfirm_Success_Body":"You have deleted your account. You will no longer have access to your scores, results and profile.
However, if you have changed your mind, rejoin Cognisess by applying to jobs, taking part in research or signing up to one our plans.
Take care and best wishes,
The Cognisess Team
","Account_DeleteAccountConfirm_Success_Header":"Your account has been deleted.","Account_DeleteAccountConfirm_Success_SubHeader":"It's done","Account_DeleteAccountSent_Failure_Body":"An error occurred","Account_DeleteAccountSent_Failure_Header":"Sorry","Account_DeleteAccountSent_PageTitle":"Delete account","Account_DeleteAccountSent_Success_Body":"You have been sent an email to @Model to permanently delete your account. Check your spam and junk folders.
If you change your mind, ignore this message and email and continue to use Cognisess.
","Account_DeleteAccountSent_Success_Header":"Email sent","Account_DeleteAccountSent_Success_SubHeader":"We are sorry to see you go","Account_EmployeeInvite_AddSingleUser_Button":"Add single {ProductName,select, learn{student} other{user}}","Account_EmployeeInvite_AddSingleUser_Button_Tooltip":"Add and invite individuals to your plan. Make sure that all fields are completed and include first name, last name and email.","Account_EmployeeInvite_AddUserList_Button":"Add {ProductName,select, learn{student} other{user}} list","Account_EmployeeInvite_AddUserList_Button_Tooltip":"Upload and invite individuals to your plan. We only accept CSV files. Please include the fields: first name, last name and email.","Account_EmployeeInvite_Instructions":"Add single {ProductName,select,drive{Driver}learn{user} labs{user} apprentice{Apprentice} other{Employee}} or lists of {ProductName,select, Drive{Drivers}learn{users} other{people}} to start using Cognisess. Each user will receive an email invitation asking them to complete the ‘Sign up’ process.","Account_EmployeeInvite_InviteHistory_Link":"Invite history","Account_EmployeeInvite_InviteHistory_Link_Tooltip":"Invited {ProductName,select,learn{Users} labs{Users} apprentice{Apprentices} other{Employees}}","Account_EmployeeInvite_PageTitle_Default":"Employee invite","Account_EmployeeInvite_PageTitle_Learn":"Student invite","Account_EmployeeInvite_Title":"Invite {ProductName,select,learn{Users} labs{Users} apprentice{Apprentices} other{Employees}} of {OrganisationName}","Account_EmployeeInviteAccepted_Body":"You have already accepted an invite to the {OrganisationName} organisation.
","Account_EmployeeInviteAccepted_Header":"{ProductName,select,learn{Student} labs{User} apprentice{Apprentice} other{Employee}} Invite accepted","Account_EmployeeInviteAccepted_PageTItle":"{ProductName,select,learn{Student} labs{User} apprentice{Apprentice} other{Employee}} Invite accepted","Account_EmployeeInviteError_Default_Text":"An error occurred with the code you submitted. Please check the link was copied into your browser correctly.\r\n Cognisess is a web-based application that works directly in your browser. If you're having difficulty accessing or signing in to your Cognisess account, take a look at the troubleshooting tips below.\r\n
\r\n\r\n You have completed the initial set up for {OrganisationName}.\r\n
\r\n\r\n This account is now active. Below is a summary of the details you've created:\r\n
\r\n\r\n
\r\n You will need to send the username and password details to {AdminName} so the administrator can login and start using Cognisess. For security reasons we do not reveal or send passwords.\r\n
\r\n\r\n The administrator will be able to reset their password and we advise this is done to ensure confidentiality.\r\n
\r\n\r\n If any details need changing you can edit them by going to organisation admin page.","Account_ManagerRegisterSuccess_Button_AddOrganisation":"Add organisation","Account_ManagerRegisterSuccess_Header":"Organisation registration completed","Account_ManagerRegisterSuccess_PageTitle":"Awaiting verification","Account_OrganisationRegister_AccountManagerPanel_Header":"Account manager information","Account_OrganisationRegister_AccountManagerPanel_Header_Tooltip":"The account manager has access to all user and organisation data and is responsible for inviting users to the system.","Account_OrganisationRegister_BillingPanel_Header":"Finance information","Account_OrganisationRegister_BillingPanel_Header_Tooltip":"Please complete the details for payment and invoicing. Payment is due after any free trial period.","Account_OrganisationRegister_Header":"{ProductName, select, learn{School} other{Organisation}} Registration","Account_OrganisationRegister_Header_Tooltip":"Complete this if you are setting up an account on behalf of your company or organisation.","Account_OrganisationRegister_LoginPanel_Header":"Account manager information","Account_OrganisationRegister_LoginPanel_Header_Tooltip":"The account manager has access to all user and organisation data and is responsible for inviting users to the system.","Account_OrganisationRegister_OrganisationPanel_Header":"Organisation information","Account_OrganisationRegister_OrganisationStructurePanel_Add_Label":"Add {ProductName, select, learn{year groups} other{divisions}} and {ProductName, select, learn{classes} other{teams}}","Account_OrganisationRegister_OrganisationStructurePanel_Add_Label_Tooltip":"{ProductName, select, learn{Create year groups and classes that are specific to your school. For example: Year 9, Class 3A.} other{Create divisions and teams that are specific to your organisation. For example: Customer services, Finance, 1st team etc.}}","Account_OrganisationRegister_OrganisationStructurePanel_AddDivision_Button":"{ProductName, select, learn{Add year} other{Add division}}","Account_OrganisationRegister_OrganisationStructurePanel_AddDivision_Placeholder":"{ProductName, select, learn{year group name} other{division name}}","Account_OrganisationRegister_OrganisationStructurePanel_AddTeam_Button":"{ProductName, select, learn{Add class} other{Add team}}","Account_OrganisationRegister_OrganisationStructurePanel_AddTeam_InvalidName_Error":"Invalid name","Account_OrganisationRegister_OrganisationStructurePanel_AddTeam_Placeholder":"{ProductName, select, learn{class name} other{team name}}","Account_OrganisationRegister_OrganisationStructurePanel_AddTeam_Tooltip":"{ProductName, select, learn{Add your class or group that is specific to the year group you have created.} other{Add your team or department that is specific to the division you have created.}}","Account_OrganisationRegister_OrganisationStructurePanel_DeleteDivision_Button":"{ProductName, select, learn{Delete year} other{Delete division}}","Account_OrganisationRegister_OrganisationStructurePanel_DeleteDivision_Tooltip":"Delete","Account_OrganisationRegister_OrganisationStructurePanel_Header":"{ProductName, select, learn{School} other{Organisation}} structure","Account_OrganisationRegister_OrganisationStructurePanel_InvalidTeam_Error":"{ProductName, select, learn{This year group or one of the class names is invalid.} other{This division or one of the team names is invalid.}}","Account_OrganisationRegister_PageTitle":"{ProductName, select, learn{School} other{Organisation}} Registration","Account_OrganisationRegister_SubHeader":"Free 14 day trial. No credit card. No obligation.","Account_OrganisationRegister_Submit_Button":"Create my account","Account_PasswordReset_Body":"Enter your username and an email will be sent to reset your password.","Account_PasswordReset_ForgottenUsername_Label":"Forgotten your username?","Account_PasswordReset_ForgottenUsername_Link":"Click here to retrieve it","Account_PasswordReset_Header":"Reset your password","Account_PasswordReset_PageTitle":"Password reset","Account_PasswordResetSent_Body":"An email has been sent to {Email} to reset your password.","Account_PasswordResetSent_Header":"Password reset sent","Account_PasswordResetSent_PageTitle":"Account verified","Account_RegisterFailure_Body":"
\r\n You attempted to register with the email {Email}, which may not be currently supported.
\r\n Please check your details and if the problem continues please contact support.\r\n
\r\n The email used is: {Email} (is this correct?)\r\n
\r\n\r\n Please check your inbox for an activation email, then click the link to activate your account and login.\r\n
\r\n\r\n Please check your junk or spam folder.\r\n
","Account_RegisterSuccess_Header":"Congratulations, your profile has been created. ","Account_RegisterSuccess_PageTItle":"Awaiting verification","Account_ResetPassword_Body":"Remember passwords must be at least 6 characters in length and are case sensitive. We advise you to use letters and numbers.","Account_ResetPassword_Header":"Reset password","Account_ResetPassword_PageTitle":"Password reset","Account_ResetPasswordSuccess_Body":"You have successfully reset the password for {Email}
","Account_ResetPasswordSuccess_Header":"Success","Account_ResetPasswordSuccess_PageTitle":"Password reset success","Account_SharedRegister_SharingPrivacy_Tooltip":"We will not share this information","Account_SharedRegister_TermsOfService_Label":"By clicking this button, you agree to Cognisess' terms of service","Account_Type_Changed":"Account type changed","AccountTypeChanged":"Account type changed","Activities_ActivityAdded":"Activity added","Activities_AddProfiler":"You can now select a benchmark to create your activity set, and configure any additional screens.","Activities_AssessmentsSettingsDeleted":"Assessments and all settings will be deleted.","Activities_DeleteActivity":"Delete activity","Activities_InputName":"Please input activity name","Activities_Rename":"Rename activity","Activities_SwitchActivity":"Switch activity?","Activity_Add":"Add activity","Activity_AssessmentsBio":"Add assessments to the main activity and specify additional screens that will be shown before or after activity. These screens can show a simple welcome message or ask for additional details from the user.","Activity_Delete":"Activity deleted","Activity_edited":"Activity edited","Activity_EditorBio":"This editor is for specifying initial tasks for every type of account, which they will need to complete after registration.","Activity_InterviewActivityWarning":"Interview activity cannot have assessments.","Activity_OptoutBio":"Opt-out screens allow a user to skip doing the activity or skip a specific assessment. They will be shown either right before the activity or before that specific assessment.","Activity_or":"or","Activity_Renamed":"Activity renamed","Activity_Saved":"Activity saved","Activity_Set":"Activity set","Activity_Set_Contains":"This activity set contains:","Activity_Start_Webcam":"Webcam or device camera will be required for a video interview","Activity_Title":"Title","Activity_Type":"Type","Activity_UnsavedChangesWarning":"All your unsaved activity changes will be lost.","Activity_Webcam":"Webcam","ActivityStart_assessments":"{Count, plural, one{1 assessment} other{# assessments}}","ActivityStart_Docs":"{Count, plural, one{document upload} other{# document uploads}}","ActivityStart_Games":"{Count, plural, one{1 game} other{# games}}","ActivityStart_ShortQuestionnaires":"{Count, plural, one{short questionnaire} other{# short questionnaires}}","ActivityStart_Videos":"{Count, plural, one{a video interview} other{# video interviews}}","AddEmployees":"Add {ProductName, select, drive{Drivers} learn{Students} labs{Participants} apprentice {Apprentices} sport {Coaches} other{Employees}}","AddJob":"Add {ProductName, select, labs{study} learn{job/admission} other{job}}","AddJob_AboutCompany":"About your organisation","AddJob_AboutCompanyParagraph":"Promote your organisation by describing who you are and what you do. (Limit is 100 words)","AddJob_AddEmailPlaceholder":"Add e-mails","AddJob_BackgroundParagraph":"Add a background image to customise your job pages. Image must be a .png or .jpg saved at 72dpi with maximum dimensions of 1920px (width) by 300px (height) and no greater than 1mb in file size.","AddJob_BasicDetails":"Basic details","AddJob_CandidateMatching":"Candidate matching","AddJob_CharLimit":"Limit is 70 characters","AddJob_CompanyInfo":"Organisation","AddJob_CompanyName":"Organisation name","AddJob_CompanyType":"Organisation type","AddJob_CompanyTypeSelect":"Select company types(s)","AddJob_Competitive":"Competitive","AddJob_CustomRange":"Custom Range","AddJob_InternalUse":"For internal user","AddJob_JobBenefits":"{OrgName, select, AirAmbulance{Role benefits}\r\nother\r\n{{ProductName, select, learn{Benefits} labs{Study information} other{Job benefits}}}\r\n}","AddJob_JobBenefitsParagraph":"{ProductName, select, learn{} labs{Tell participants about any benefits, risks or consent conditions such as right to withdraw} other{Tell candidates if you've got great benefits, bonuses, free food, discounts etc.}}","AddJob_JobCode":"Job code","AddJob_JobCompanyDescriptions":"Job and company descriptions","AddJob_JobDescription":"{OrgName, select, AirAmbulance{Role description}\r\nother\r\n{{ProductName, select, learn{Description} labs{Study description} other{Job description}}}\r\n}","AddJob_JobDescriptionParagraph":"{ProductName, select, learn{} labs{Summarise the overall aim of the study} sport {Summarise the main focus of the programme} other{Summarise the duties and essential responsibilities of the role.}}","AddJob_JobFunction":"Occupation","AddJob_JobFunctionSelect":"Select job function(s)","AddJob_JobLevel":"Experience level","AddJob_JobLevels":"Experience levels","AddJob_JobLevelSelect":"Select job level(s)","AddJob_JobLocation":"Job location","AddJob_JobNotFound_Error":"Job not found","AddJob_JobPageStyling":"Job page styling","AddJob_JobRequirements":"{OrgName, select, AirAmbulance{Role requirements}\r\nother\r\n{{ProductName, select, learn{Requirements} labs{Study requirements} other{Job requirements}}}\r\n}","AddJob_JobRequirementsParagraph":"{ProductName, select, learn{} labs{Summarise the key tasks, measures or other aspects of the study} sport {Summarise the skills and abilities needed for this programme} other{Summarise the skills and qualifications that are essential for this role.}}","AddJob_JobRoleExample":"ex. Marketing Manager","AddJob_JobRoleTitle":"Role title","AddJob_JobSummary":"Job summary","AddJob_JobType":"Employment Status","AddJob_JobTypeSelect":"Select job type(s)","AddJob_LocationPlaceholder":"'London, UK' , 'Bath, UK', 'Anywhere'","AddJob_Logo":"Logo","AddJob_LogoParagraph":"Image must be a .png or .jpg saved at 72dpi with ideal dimensions of 400px (width) by 46px (height) and no greater than 1mb in file size.","AddJob_MandatoryDetails":"Mandatory job details","AddJob_PageTitle":"Add {ProductName, select, learn{Job/admission} labs{study} other{job}}","AddJob_PerDay":"Per day","AddJob_PerHour":"Per hour","AddJob_PerMonth":"Per month","AddJob_PerYear":"Per year","AddJob_Please_Complete":"Please complete the following information.","AddJob_PreviewJob":"Preview job","AddJob_PrimaryColour":"Primary colour","AddJob_PrimaryColourParagraph":"Select colour to personalise header text and buttons","AddJob_QualificationsSelect":"Select qualification(s)","AddJob_Salary":"Salary","AddJob_SalaryType":"Salary type","AddJob_SaveSuccessful":"Job added successfully","AddJob_SendNotificationsTo":"Send notifications to","AddJob_Strapline":"Strapline","AddJob_StraplineParagraph":"A short phrase that people will recognise your organisation by - i.e a tag or strapline (Limit is 70 characters)","AddJob_Texts":"Job description","Admin_AddNewDiscount":"Add new discount","Admin_ManageOrgAdmins":"A permission profile allows you to control what your users can view and modify in the account. From this page, you can manage existing permission profiles and add new ones.","Admin_NoDiscountsAdded":"No discounts added","Admin_NoPermissionsAccess":"You don't have permissions to access this group of people.","Admin_OptoutTooltip":"Will be shown if a candidate opts out of doing assessments.","Admin_OrgSettings":"Organisation settings","Admin_ShowOnOptout":"Show on optout","Administration_ManagementDashboard_Info":"{ProductName, select, learn{Access student metrics for your school or college.} other{Access talent metrics for your organisation.}}","Administration_ManagementDashboard_Link_CandidateManagement":"{ProductName, select, learn{Jobs} other{Candidate Management}}","Administration_ManagementDashboard_Link_CandidateManagement_Info":"{ProductName, select, learn{Create student admission assessments.} other{Manage candidates, create and post jobs}}","Administration_ManagementDashboard_Link_EmployeeManagement":"{ProductName, select, learn{Profiler} other{Employee Management}}","Administration_ManagementDashboard_Link_EmployeeManagement_Info":"{ProductName, select, learn{Create, manage and view school and student profilers.} other{Create, manage and view organizational profilers.}}","Administration_ManagementDashboard_Link_GroupResults":"Group results","Administration_ManagementDashboard_Link_GroupResults_Info":"{ProductName, select, learn{Invite your students to sign up.} other{View scores and reports across your organisation.}}","Administration_ManagementDashboard_Link_Invite":"{ProductName, select, drive{Invite Driver} learn{Invite Student} other{Invite Employee}}","Administration_ManagementDashboard_Link_Invite_Info":"{ProductName, select, learn{View scores and reports across your school.} other{Invite new users from your organisation.}}","Administration_ManagementDashboard_Link_Profilers":"{ProductName, select, learn{Profilers} other{Organisational Profilers}}","Administration_ManagementDashboard_Link_TalentMatch":"{ProductName, select, learn{Search} other{Talent Match}}","Administration_ManagementDashboard_Link_TalentMatch_Info":"{ProductName, select, learn{Search and match to profilers.} other{Search for users against benchmarks and profilers.}}","Administration_ManagementDashboard_Title":"{ProductName, select, learn{Teacher Admin} other{Management Dashboard}}","Administrator_Accounts_DeleteAccount_Tooltip":"Delete this user","Administrator_Accounts_DownloadCV_Tooltip":"Download CV","Administrator_Accounts_DownloadReport_Tooltip":"Download report","Administrator_Accounts_Header":"Accounts","Administrator_Accounts_Label_Filter_AccountTypes":"Select user type","Administrator_Accounts_Label_Filter_JobRoles":"Select job","Administrator_Accounts_Label_Filter_Users":"Search users","Administrator_Accounts_Label_ShowPlanDetails":"Show plan details","Administrator_Accounts_Link_CandidateManagement":"Candidate management","Administrator_Accounts_Link_EmployeeManagement":"Talent management","Administrator_Accounts_Link_ManagerDashboard":"Manager dashboard","Administrator_Accounts_NumberOfUsers_Label":"No. of users","Administrator_Accounts_UserSuggestions_Tooltip":"Click here to see user suggestions","Administrator_AssessmentResultOverview_Body":"View results for your {ProductName, select, learn{school} other{organisation}}","Administrator_AssessmentResultOverview_ColumnHeader_Everyone":"Everyone","Administrator_AssessmentResultOverview_ColumnHeader_Filter_Label":"Show for","Administrator_AssessmentResultOverview_ColumnHeader_Index_Label":"Index","Administrator_AssessmentResultOverview_ColumnHeader_Participants_Label":"Participants - candidates","Administrator_AssessmentResultOverview_ColumnHeader_Percentile_Label":"Percentile","Administrator_AssessmentResultOverview_ColumnHeader_Population_Label":"Population","Administrator_AssessmentResultOverview_Header":"Group results | {OrganisationName}","Administrator_AssessmentResultOverview_Header_Tooltip":"Assessment results","Administrator_AssessmentSummary_Body":"View results for your {ProductName, select, learn{school} other{organisation}}","Administrator_AssessmentSummary_Header":"{AssessmentName} | {OrganisationName}","Administrator_AssessmentSummary_Header_Tooltip":"{AssessmentName} Results","Administrator_AssessmentSummary_PageTitle":"{ProductName, select, learn{School Results} other{Group Results}}","Administrator_Dashboard_Button_AccountsExtract":"Accounts extract","Administrator_Dashboard_Button_InnovationExtract":"Innovation extract","Administrator_Dashboard_ColumnHeader_ActiveJobs":"Active jobs","Administrator_Dashboard_ColumnHeader_AdminCost":"Admin cost","Administrator_Dashboard_ColumnHeader_Admins":"Admins","Administrator_Dashboard_ColumnHeader_Candidates":"Candidates","Administrator_Dashboard_ColumnHeader_EmployeeCost":"Employee cost","Administrator_Dashboard_ColumnHeader_Employees":"Employees","Administrator_Dashboard_ColumnHeader_IndividualUsers":"Individuals","Administrator_Dashboard_ColumnHeader_JobCost":"Job cost","Administrator_Dashboard_ColumnHeader_Organisations":"Organisations","Administrator_Dashboard_ColumnHeader_TotalCost":"Total cost","Administrator_Dashboard_ColumnHeader_TotalUsers":"Total users","Administrator_Dashboard_Header1":"Total - All Accounts","Administrator_Dashboard_Header2":"Total - Partner Account Analysis","Administrator_Dashboard_PageTitle":"Partner administration","Administrator_DialogAccountSuggestionList_CurrentRole_Label":"Current job:","Administrator_DialogAddEmployee_Division_Header":"{ProductName, select, learn{Year Group} other{Division}}","Administrator_DialogAddEmployee_Email_Notes":"Providing an email address will allow users to manage their profile.Click the Submit button to add users to your organisation. This might take a few moments.
","Administrator_DialogAddEmployeeList_Submit_Header":"Verification complete","Administrator_DialogAddEmployeeList_Upload_Body":"\r\n Use CSV files to import users. Spreadsheet programs make it easy to create and edit CSV files. Your CSV file must include a header, or first line that defines the fields in your table.\r\n
\r\n\r\n Cognisess doesn't support rich text formatting. When certain fields are unable to import, we will inform you to fix it manually and upload it again. \r\n
","Administrator_DialogAddEmployeeList_Upload_Button":"Upload list","Administrator_DialogAddEmployeeList_Upload_Header":"Import from CSV file","Administrator_DialogAddEmployeeList_Upload_Requirements_Label":"You will need to complete the following fields:","Administrator_DialogAddMetricSet_Body":"Deep Learn is Cognisess' predictive analytics tool. Use this form to provide any additional organisation metrics.","Administrator_DialogAddMetricSet_Description_Label":"Description","Administrator_DialogAddMetricSet_Description_Placeholder":"Purpose of the project","Administrator_DialogAddMetricSet_Header":"{AlreadyExists, select, True{Edit Project} other{Create New Project}}","Administrator_DialogAddMetricSet_Import_Body1":"The easiest way to import a project from a file is to download a template. To do this, make sure a Project Name and User Type is provided on the previous page, and add at least one Metric. Then click Download Template on this page.","Administrator_DialogAddMetricSet_Import_Body2":"This will download a CSV file which you can open with a spreadsheet program. You may now enter metric values in the columns beside the list of individuals. When you are done, save your data as a CSV file, and click Choose file to select the file, and then click Import.","Administrator_DialogAddMetricSet_Import_File_Label":"Import file:","Administrator_DialogAddMetricSet_Import_Header":"Metric project import","Administrator_DialogAddMetricSet_Import_Important_List":"Our mission at Cognisess is to democratise human capital – supporting customers to better understand their people and how best they fit, perform and engage with colleagues, teams and your organisation as a whole.
Making sense of your data is what we do best and issues concerning privacy and security have never been more important when it comes to your people and workforce data.
And as such, and in line with GDPR, there is a now a written contract - a 'Data Processing Agreement' - when Cognisess processes personal data on behalf of a customer.
This forms part of the sign up and registration process and is a customer requirement to using the Cognisess platform and all related services. In summary, the 'DPA' covers in detail:
You can read the full DPA here: Data Processing Agreement (DPA). Please always read the legal information and if you have any questions then please contact the Support team.
Thanks again for being part of the Cognisess community!
","DTA_Label":"Data Processing Agreement (DPA)","DTA_Label_Agree":"I agree to the Data Processing Agreement.","DTA_Main_Text":"In light of new regulations coming into effect across the EU, Cognisess has updated its Data Processing Agreement for customers in line with GDPR. There now must be a written contract when one business processes personal data on behalf of another business. In summary, the DPA covers in detail:
The updated Data Processing Agreement (the 'DPA'), entered into by you - the Cognisess customer - governs the processing of personal data that the customer uploads or otherwise provides Cognisess in connection with the services and the processing of any personal data that Cognisess uploads or otherwise provides to Customer in connection with the services.
To find out more, please take a look at our updated DPA here: Data Processing Agreement (DPA). The DPA will apply from Friday 25 May 2018 and your continued use of Cognisess platform from that date will be subject to it. Please click Continue below to access your Cognisess account.
Thanks again for being part of the Cognisess community!
","DTA_Other_Options_Text":"If you’d like more information about the DPA then please contact support@cognisess.com or click here to read the updated DPA: Data Processing Agreement (DPA). All new or existing customers using Cognisess or any of our related services must sign the updated DPA as part of the new GDPR rules. These come into effect from May 25th 2018.
In summary, the DPA covers in detail:
Thanks again for being part of the Cognisess community!
","EditJob_PageTitle":"Edit job","EditJob_SaveSuccessful":"Job edited successfully","Editor_Edit_Baseline":"Edit the baseline activity and additional screens for employees.","Editor_Edit_Baseline_Candidate":"Edit the default activity and additional screens for candidates.","Editor_Edit_Baseline_Individual":"Edit the baseline activity and additional screens for individuals.","Editor_Editor":"Activity editor","Editor_For":"Activity editor for:","Editor_PleaseAdd":"Please add an activity","Editor_PleaseSelect":"Please select an activity","EditOrganisation_LoginBackgrounds_Label":"Sign in/sign up page backgrounds","EditOrganisation_Notification_Label":"Insert email(s) for those managers to be notified when application complete. Use comma to separate emails. Eg. james@test.com, sarah@test.com. 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You can now add specific permissions separately.","EmployeeList_CantAddAdmins_Toast":"Couldn't add admins","EmployeeList_NotAddedToTeam":"Couldn't add employees to team","Employees_AddAdminPermissions":"Add admin permissions","Employees_AddEmployees":"Add employees","Employees_AddToTeam":"Add to team","Employees_MatchingEmployees":"Matching {ProductName, select, drive{drivers} labs{participants} apprentice{apprentices} learn{students} sport{coaches} other{employees}}","Employees_NotAllowedToList":"This list is not available with your permissions","Employees_NotAllowedToView":"You don't have access to Employees page","Employees_PageTitle":"Employees","EndOfTrial_Text1":"Thank you for trying out Cognisess! It's now time to decide if you want to keep using our services. Ask you main administrator to complete the sign up process, or contact your provider if you would like to discuss other options.","EndOfTrial_Text2":"Thank you for trying out Cognisess! If you want to keep using our services, please enter organisation billing details below or contact us at support@cognisess.com if you would like to discuss other options.","Error_AddingCard":"Error adding card","Error_EnterDiscount":"Please enter discount code","Error_FailedToSubmitResults":"Failed to submit assessment results","Error_JobNotFound":"Job not found or couldn't be loaded","Error_SelectMoodAndSleep":"Please select mood and sleep times","Error_StripeNotInitialised":"Stipe is not initialised","Experience_Edit":"Edit experience","FAQ":"FAQs","Feedback_CreateNewGroup":"Create new group","Feedback_Loop_Label":"Feedback loop","Feedback_NoPending":"You have no pending survey completion requests","Feedback_NoSubmitted":"You have no submitted survey completion requests","Feedback_PendingFeedback":"Pending feedback","Feedback_Submitted":"Survey submitted","Feedback_UserNotDefined":"User is not defined","Form_About":"About","Form_About_Description":"Select who or what the form is about","Form_ActivationEvents":"Activation events","Form_ActivationEvents_Description":"Specify the conditions for survey completion","Form_AddCustomForm":"Add new custom survey","Form_AddGroup":"Add question group","Form_AdditionalText":"Additional text","Form_AddNote":"Add a note","Form_AddQuestion":"Add question","Form_AddScale":"Add scale","Form_AggregateQuestionScores":"Aggregate question scores","Form_AggregateQuestionScores_Description":"Show average question score in group results","Form_AllDone":"All done, thank you!","Form_AvailableForms":"Available surveys","Form_CandidateAppraisal":"Candidate appraisal","Form_ClearRatings":"Clear ratings","Form_CompletedBy":"Completed by","Form_CompletedBy_Description":"Select who will be completing the survey","Form_Completion_Date":"Survey Completion Date","Form_ConfidentialResponse":"This form does not show individual results","Form_Created":"New survey created","Form_CreatedBy":"Created by","Form_CustomForms":"Custom","Form_DaysEditable":"days editable","Form_DaysEditable_Description":"Days since the survey completion the response can be edited. 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Users completing will see this first.","Form_NameError":"Please add survey name","Form_NameYourForm":"Name your survey","Form_NoAnswers":"No answers submitted","Form_NoAvailableForms":"No available surveys","Form_NoCustomForms":"No custom surveys and forms added","Form_NoForms":"No surveys or forms found","Form_None":"None","Form_NoResponses":"This survey has no responses","Form_NotFound":"Survey not found","Form_OpinionScale":"Opinion scale","Form_People":"people","Form_Preview":"Preview","Form_PreviousAppraisal":"Previous appraisal","Form_Question":"Question","Form_Questions":"Questions","Form_QuestionType":"Question type","Form_Repeat":"Repeat","Form_RepeatMonths":"{Count} months","Form_RequestedBy":"Requested by","Form_RequiredField":"Cannot be skipped","Form_ResponseEdited":"Response edited, thank you!","Form_Responses":"Responses","Form_Responses2":"Survey responses","Form_ResponsesFor":"Responses for","Form_ResponseSubmitted":"Response submitted, thank you!","Form_SampleSizeWarning":"Sample size is less than {Count}. Data is protected to maintain user anonymity.","Form_Save":"Save survey","Form_Saved":"Survey saved","Form_Scale_Description":"Set the scale (e.g. agree to disagree) for group questions.","Form_Score":"score","Form_Select":"Select survey","Form_Setup":"Survey setup","Form_ShowGroupTitle":"Show title","Form_ShowQuestionsOnOnePage":"Show all questions on one page","Form_State":"State","Form_Subject":"Subject","Form_SurveyRequests":"Manage survey requests","Form_TimeDelay":"Time delay (months)","Form_TimeDelay_Description":"Select a time delay before the survey is available for completion","Form_TimeInterval":"Time interval (months)","Form_TimeInterval_Description":"Select the period when the survey is next available for completion","Form_TotalCompletions":"Completed","Form_TrackedScore":"Track this score","Form_TrackedScore2":"Tracked score","Form_UniqueResponse":"Unique response","Form_UniqueResponse_Description":"Users can only complete the survey once","Form_WelcomeText":"Welcome text","Form_WelcomeText_Description":"Add some text to welcome users and/or better explain the survey","FormResponse_DeleteResponse":"Delete form response?","Forms_AboutMe":"About me","Forms_AssessmentQuestionnaires":"Assessment questionnaires","Forms_AverageScoreAndAnswers":"Average score and the number of answers","Forms_AverageTrackedScore":"Average tracked score","Forms_CompletedDateLabel":"Completed","Forms_CompleteForm":"Complete form","Forms_CompletionRequests":"Survey requests","Forms_ConfirmDeleteRequests":"Are you sure you want to delete the selected requests","Forms_ConfirmDeleteSurveys":"Are you sure you want to delete the selected surveys","Forms_DeleteRequest_Confirmation":"Delete request?","Forms_DeleteSurveyRequests":"Delete survey/requests","Forms_FeedbackForms":"Survey forms","Forms_GetLink":"Get link","Forms_IndividualResponsesNA":"{ProductName, select, learn{Educator} labs{Researcher} sport{Athlete} other{Individual}} responses are not available for this form","Forms_NeedPartnerPermissions":"You need partner admin permissions to edit this form.","Forms_NoCompletedForUser":"No completed surveys for this user","Forms_NoGroupScores":"This form has no group scores","Forms_NumRequestsDeleted":"{Num, plural, one{Request deleted} other{# requests deleted}}","Forms_NumRequestsSent":"{NumPeople, plural, one{Request sent} other{# requests sent}}","Forms_NumSurveysDeleted":"{Num, plural, one{Survey deleted} other{# Surveys deleted}}","Forms_PermissionError":"You don't have permissions to add or edit forms.","Forms_PreparingLink":"Preparing the link","Forms_PublicLink_Description":"This link can be used to complete the form without registration.","Forms_PublisLink":"public link","Forms_RequestDeleted":"Request deleted","Forms_RequestsSent":"Requests sent","Forms_RequireCompletion":"Require completion","Forms_RequireCompletion form":"","Forms_RequireCompletion_Description":"Survey completion request cannot be skipped","Forms_RoleAppliedFor":"Role applied for","Forms_SelectPeopleAbout":"Please select people this form is about","Forms_SelectPeopleToComplete":"Please select people who will be completing the survey","Forms_SelectPerson":"Select a person the form is about","Forms_SendCompleteReminder":"Send reminder to complete","Forms_SendRequest":"Send survey completion request","Forms_SendRequest2":"Send completion request","Forms_SendRequests":"Send survey completion requests","Forms_SendRequestsTo":"Send requests to {GroupType} in","Forms_SendToAllCandidates":"all candidates","Forms_SendToAllEmployees":"all {ProductName, select, drive{drivers} labs{participants} apprentice{apprentices} learn{students} sport{coaches} other{employees}}","Forms_SendToAllManagers":"all managers","Forms_SendToEveryone":"everyone","Forms_SendXRequests":"{NumRequests, plural, one{Send request} other{Send requests}}","Forms_Signature":"Signature","Forms_UniqueResponseWarning":"This form can only be completed once, and can no longer be edited.","Game_EntirelyLeft":"Entirely the statement on the left; not the statement on the right at all","Game_EntirelyRight":"Entirely the statement on the right; not the statement on the left at all","Game_Instructions":"Drag the slider with your mouse or click the bubbles to enter a score. Alternatively use the arrow keys or 1-7 keys on your keyboard.","Game_Left":"The statement on the left a lot more than the statement on the right","Game_LeftSlightly":"The statement on the left slightly more than the statement on the right","Game_Neither":"Neither statement","Game_Right":"The statement on the right a lot more than the statement on the left","Game_RightSlightly":"The statement on the right slightly more than the statement on the left","GamesNum":"{GamesAmount} mini-games","GCES_Privacy":"Data from the GCES survey is always anonymised and is for research purposes only.","GDPR_OptOut_Options":"Data privacy has never been more important, and in light of a new regulation coming into effect across the EU with GDPR, Cognisess has updated its Privacy Policy and Cookies Policy.
\r\n\r\nYour trust is important to us, so keeping your personal information safe and secure remains our top priority.
\r\n\r\nThe new regulations are built around the principles of transparency and control, something Cognisess has always taken pride in offering.
\r\n\r\nSo, to help you retain control of your data, our new policies have been updated, and:
\r\n\r\nAs an organisation that is helping transform and democratise human capital, we use data to improve our service and offer people a greater insight into their talent and potential.
\r\n\r\nTo find out more, please take a look at our updated Privacy Policy and Cookies Policy. These will apply from Friday 25 May, so your continued use of Cognisess platform from that date will be subject to it.
\r\n\r\nThanks again for being part of the Cognisess community!
","GDPR_Updated_Privacy_Policy":"In line with new data protection regulation (GDPR), Cognisess' Privacy Policy has been updated. We need to make you aware of the latest updates and for you to agree to them so you may access your account and use the platform. To help with this process, we’ve summarised below the main updates and changes to our Privacy Policy.
\r\nPlease click ‘Continue’ below to access your account and use Cognisess. For more information about our Privacy Policy, please click ‘Learn More’.
","Graph_Areas":"Areas","Graph_Attributes":"Attributes","Graph_Dimensions":"Dimensions","Graph_LineManagers":"Line Managers","Graph_PerformanceArea":"Performance Area","Graph_TeamSize":"Team size","Graph_YourOrganisation":"Your Organisation","GraphDescription_EmotionalWellbeing":"This chart plots emotional wellbeing over time","GraphDescription_Qscores":"This graph plots your Q scores over time","GraphDescription_Wellbeing":"This graph plots hours slept and mood state","GraphDescription_Wordcloud":"In this cloud larger words represent more prominent traits","Graphs_AddingTeam":"Adding team, please wait","Graphs_AddPeopleOrGroup":"Please add some people or load a saved group.","Graphs_AttributesGraph_Name":"Attributes","Graphs_Axis":"Axis","Graphs_ClearGroup_Confirm":"Clear the group?","Graphs_CloneGroup":"Clone group","Graphs_CompleteMeasures":"Complete Measures","Graphs_DeleteGroup":"Delete group","Graphs_DeleteGroup_Confirm":"Delete saved group?","Graphs_EnterGroupName":"Please enter a name for the group","Graphs_GroupName":"Group name","Graphs_GroupSaved":"Group saved","Graphs_HighRange":"High range","Graphs_LoadGroup":"View Team","Graphs_LoadingGroup":"Loading group, please wait","Graphs_LowRange":"Low range","Graphs_MeasurementCompleteness":"Measurement Completeness","Graphs_Measurements":"Measurements","Graphs_Medium":"Medium","Graphs_NewGroup":"New group","Graphs_NoMeasures":"No Measures","Graphs_NonPersonalityAttributes":"Other","Graphs_NoRolesInSelectedGroup":"The selected group doesn't have any roles.","Graphs_NoSavedGroups":"No saved groups found.","Graphs_NotEnoughData":"Not enough information to display graphs","Graphs_PartialMeasures":"Partial Measures","Graphs_PersonalityAttributes":"Personality dimensions","Graphs_SavedGroups":"Saved groups","Graphs_SelectedGroup":"Selected group","Graphs_StartGroup_Confirm":"Start a new group?","Graphs_StartGroup_Warning":"All unsaved changes to the current group will be lost.","Graphs_TeamAlignment":"Team alignment","Graphs_TeamAlignment_Description":"Team Alignment enables teams of all types, at every level of the organisation, to rapidly accelerate performance, deliver consistently higher business results, and work together as unified, self-directed entities.","Graphs_TeamPerformanceGraph_Name":"Team performance","Graphs_TeamStats":"Team dynamics","Graphs_Title":"Visualisations","Graphs_UserAnalysisGraph_Name":"User analysis","Header_FindPeople":"Find people","Home_Checkin_Body_Feeling_Today":"How are you feeling today?","Home_Checkin_Body_Hours_Sleep":"How many hours did you sleep last night?","Home_Checkin_Body_Sleep_Impact":"Check in with how you’re feeling and how you slept. Over time, you’ll start to see patterns in what helps you learn and feel at your best.","Home_Checkin_Body_Sleep_Well":"Sleep well last night?","Home_Checkin_Body_Slept_From":"I slept from","Home_Checkin_Body_Until":"until","Home_Checkin_Dropdown_Bed_Time":"Bed time...","Home_Checkin_Dropdown_Bed_Time_Placeholder":"Bed time","Home_Checkin_Dropdown_Earlier":"Earlier","Home_Checkin_Dropdown_Later":"Later","Home_Checkin_Dropdown_Wake_Time":"Wake time...","Home_Checkin_Dropdown_Wake_Time_Placeholder":"Wake time...","Home_PerformanceGraph_Body_Attribute_Performance":"Attribute performance over time","Home_PerformanceGraph_Body_Play_Assessment":"Play this assessment to reveal your ","Home_PerformanceGraph_Body_Play_Practice":"Play this assessment to practise and improve your ","Home_PerformanceGraph_Body_Select_Attribute":"Choose the attribute from the dropdown","Home_PerformanceGraph_Body_Upgrade_Plan":"{PerformanceAreas} assessments are not part of this plan.","Home_PerformanceGraph_Body_View_Results":"View results and scores","Home_PerformanceGraph_Header_Assessment":"Assessment","Home_PerformanceGraph_Header_Attribute":"Attribute","Home_PerformanceGraph_Header_Current_Level":"Your current level","Home_PerformanceGraph_Header_Domain":"Dimension","Home_PerformanceGraph_Header_Information":"Information","Home_PerformanceGraph_Header_PerformanceAreas":"Areas","Home_PerformanceGraph_Header_Select_Attribute":"Choose attribute","Home_PerformanceGraph_Label_No_Rating":"No rating","Home_PerformanceGraph_Label_No_Results":"No results currently. Complete the assessment to view results.","Home_PerformanceGraph_PerformanceAreas_Career":"Career","Home_PerformanceGraph_PerformanceAreas_Cognitive":"Cognition","Home_PerformanceGraph_PerformanceAreas_Core":"Skills","Home_PerformanceGraph_PerformanceAreas_Emotional":"Emotion","Home_PerformanceGraph_PerformanceAreas_Labs":"Labs","Home_PerformanceGraph_PerformanceAreas_Personality":"Social Cohesion","Home_PerformanceGraph_PerformanceAreas_Social":"Social","Home_PerformanceGraph_PerformanceAreas_Type_Of":"That type of","Home_PerformanceGraph_PerformanceAreas_Wellbeing":"Wellbeing","Home_PerformanceGraph_Print_Results":"Print results","Home_PersonaCoach_Body_Coaching_Highlights":"The coaching tool highlights your percentile score including cognition and emotion.","Home_PersonaCoach_Body_Complete_Assessments":"Complete assessments to view results.","Home_PersonaCoach_Body_Games_Practice":"Find out which assessments to practice.","Home_PersonaCoach_Body_High_Score":"High score","Home_PersonaCoach_Body_Last_Week":"{Assessments} last week","Home_PersonaCoach_Body_Plays_PW":"{Plays} plays p/w","Home_PersonaCoach_Body_Points":"{HighScore} points","Home_PersonaCoach_Body_Start_Now":"Start","Home_PersonaCoach_Title_Baseline_Tasks":"The baseline task is a selection of multiple assessments.","Home_PersonaCoach_Title_Carefully_Designed":"PersonaCoach is your personalised coaching tool.","Home_PersonaGraph_Body_CQ":"CQ","Home_PersonaGraph_Body_CQ_Error":"Your CQ score cannot be calculated. Complete all cognition assessments to view.","Home_PersonaGraph_Body_CQ_Title":"Your CQ is a measure derived from relevant cognitive assessments.\r\nIt allows you to compare your performance to the Cognisess population.","Home_PersonaGraph_Body_Download_Report":"Download report","Home_PersonaGraph_Body_EQ_Error":"Your EQ score cannot be calculated. Complete all emotion assessments to view.","Home_PersonaGraph_Body_EQ_Title":"Your EQ is a measure derived from relevant emotion assessments.\r\nIt allows you to compare your performance to the Cognisess population.","Home_PersonaGraph_Body_More":"More","Home_PersonaGraph_Body_My_Results":"My results","Home_PersonaGraph_Body_Nothing_See":"Nothing to view","Home_PersonaGraph_Body_View_Scores":"View all your scores, results, reports and charts by performance area.","Home_PersonaGraph_Body_WQ":"WQ","Home_PersonaGraph_Cognition_Tooltip":"Cognition encompasses an individual's pure abilities of thought and perception. ","Home_PersonaGraph_Emotional_Tooltip":"Emotion encompasses the abilities used by an individual to understand the thoughts and feelings of others. ","Home_PersonaGraph_Header_PersonaGraph":"PersonaGraph","Home_PersonaGraph_Header_Personalised_Reporting":"Personalised reporting","Home_PersonaGraph_Header_Scorecard":"Scorecard","Home_PersonaGraph_NoResults_Error":"No results to view","Home_PersonaGraph_Personality_Tooltip":"Personality encompasses a collection of relatively steady traits.","Home_PersonaGraph_Wellbeing_Tooltip":"Wellbeing refers to a state of contentment where one is happy, healthy and prosperous.","Home_PersonaPlay_Baseline_Tooltip":"The baseline task is a selection of multiple assessments.","Home_PersonaPlay_Body_Play_Assessments":"Play assessments and update surveys.","Home_PersonaPlay_Body_Play_Games":"Play assessments and activities.","Home_PersonaPlay_Header_Freeplay_Practice":"Freeplay practice","Home_PersonaPlay_Header_Games":"Games","Home_PersonaPlay_Header_PersonaPlay":"PersonaPlay","Home_PersonaPlay_Locked_Assessments_Tooltip":"Some assessments may be locked until you have completed current tasks.","Home_You_assessmentWord_Assessment":"Assessment","Home_You_assessmentWord_Game":"Game","Home_You_Body_Completed_All":"You have completed all your ","Home_You_Body_Congratulations":"Congratulations","Home_You_Body_Continue":"Continue","Home_You_Body_Download_Report":"Download report","Home_You_Body_Find_Out_More":"Find out how to play assessments and access features.","Home_You_Body_Mood_Trend":"Mood{registeredOrganisationName} is committed to protecting your privacy. This policy explains how we will handle the personal information that you will provide to us, the reason why we collect such information and your rights as data subject.
\r\n\r\n\t{registeredOrganisationName}, having its registered office at {registeredOrganisationAddress}, is legally considered as Data Controller for the personal data processed during talent management, recruitment (where applicable) and application processes.
\r\n\r\n\tTo help us find the best talents for our Talent Management and Recruitment (where applicable) we are supported by Cognisess (a company having their registered office at 10 Argyle St, BA2 4BQ Bath, UK. Cognisess will act as a data processor and is contractually bound by the same high data protection standards as {registeredOrganisationName}. The information that you provide through the Cognisess platform will be stored and processed by Cognisess.
\r\n\r\n\tAs part of the talent management and recruitment process, the information that we collect may include the following:
\r\n\r\n\tOther than these data, our assessments use predictive people analytics to find the best candidates for us, making sure we more easily select the right ‘mix’ of people, who share our values and will be successful in our teams. In this case, in order to benefit from the positive power of predictive people analytics, you will be asked to record or upload a video assessment(s) and play some games which together measure your expressivity, positivity, cognition, personality, behavioural preferences and emotional intelligence.
\r\n\r\n\tIn this case, the personal data that we will keep about you will consist of the scores of such assessments, that is, the scores that you obtain while playing those games on Cognisess platform.
\r\n\r\n\tThe game based assessments offered by Cognisess record data that is specific to the assessment being played, as they are all based on individual paradigms.
\r\n\tA reaction time test will, for example, record the reaction time between stimulus and response for every trial of the game, and will then record and display an overall score. This score is based on the norm population, which includes several millions of assessments played. No individual information is needed to generate the scores.
\r\n\tA memory-based game will likewise record the response to the stimulus, and will also record the information as to whether the response was correct or incorrect. From this information, an overall score is generated and displayed.
\r\n\tRegarding personality tests, the scores are generated based on the individual responses to the question items that have been presented to the user. These are then, within their personality attribute or domain, aggregated and displayed based on relevant norm distributions. Whilst the individual responses per item are recorded in order to generate the score, they are never made accessible to anyone on the system; user, admin, or otherwise. Individual responses can also not be part of a profiler or a score overview, as only the aggregated attribute / domain level scores are used for this. There are no ‘right’ or ‘wrong’ answers in terms of personality, as we see it as a measure of social cohesion – it is about fitting the right person into the right team, where they can really show their skills.
\r\n\tDecision making and risk taking related assessments likewise record the individual interactions of the candidate with the system, and then compare it to response patterns of norm groups.
\r\n\r\n\tUsing the video to generate data via 2 ways – emotion mapping and facial landmarking. In the following, we will explain how this generally works:
\r\n\r\n\tFacial landmarking means that approx. 30 points on the face of a person are recognised by the algorithm, such as ‘middle of left eyebrow’. The movements of these landmarks over a period of time allow the algorithm to determine, which emotion is being displayed. In a simplistic way – eyebrows could be happy or surprised. That is way we look at the whole face, to determine which emotion it really was. Movement and speaking make this a bit more difficult, but our algorithms take that into account.
\r\n\tThis is based on very well researched rules of facial emotion displays, which are generalizable across all humans, from first-world countries to indigenous tribes. Importantly, the identity of a person does a) not play a role, and is b) not recorded, as the only measurement is the relative interplay of the landmarks.
\r\n\r\n\tEmotion mapping works on a comparison-based paradigm. Using existing databases of millions of pictures, an algorithm has found similarities in all pictures that are labelled with the same emotion (such as happiness). The video frames are then compared against these ‘blueprints of emotions’, to see how well they match. The only recorded values are the scale ‘likeness’ of the expressed emotion to known emotions (e.g. 51% Happiness).
\r\n\tAs with the facial landmarking, the identity of a person is neither recorded nor of interest in this type of analysis.
\r\n\tRegarding both analysis types, only the seven universal emotions that have been clearly established in research are taken into consideration. There is no mapping for shape of the face, gender, age, ethnicity, facial symmetry or the like.
\r\n\tOutcome variables of the facial analysis that are being used in the benchmarking / profilers are sum-scores of the algorithms that indicate ‘positivity’ and ‘expressiveness’ as attributes.
\r\n\r\n\tWe do not collect or ask for data relating to race or ethnic origin, religious beliefs, political opinions, criminal records, physical or mental health or sexual life/orientation (“sensitive data”). If we do receive any sensitive data about you, however, we will, where necessary, obtain your explicit consent to collect and use such information in accordance with applicable laws.
\r\n\r\n\tWe collect and use the personal information listed above to better provide you with the required services, or information. We will therefore use your personal information in order to:
\r\n\r\n\tWe have implemented technology and security policies, and other measures to protect the personal information that we have under our control from unauthorized access, improper use, alteration, unlawful or accidental destruction and accidental loss
\r\n\tAny information that you provide us may be stored in internal {registeredOrganisationName} systems, or in external databases only accessible by authorized processors or sub-processors.
\r\n\tCognisess’ employees will only have access to anonymized data about our applicants, which means that, under no circumstances, they will be able to identify you or to process or store personal data about you.
\r\n\tYour data may be transferred to other {registeredOrganisationName} entities in other European or non-European jurisdictions. We request processors and sub-processors to implement adequate levels of protection in order to safeguard your personal information, such safeguards might be data transfer agreements with the recipients based on standard contractual clauses approved by the European Commission for transfers of personal information to third countries. We will not sell, rent, trade or otherwise disclose the personal information you provide to anyone outside of the {registeredOrganisationName} group of companies or selected processors and sub-processors.
\r\n\r\n\tWe keep personal information as long as is necessary for the fulfilment of the purposes identified above or as otherwise necessary to comply with applicable laws. If you are not interested in our talent management or recruitment processes any more you have the right to withdraw your personal information from our databases either by deleting your account (where applicable) or by contacting us at the email-address given at the end of this privacy policy.
\r\n\tIf you don’t withdraw your information or otherwise inform Cognisess that you’re no longer interested in having a profile on our platform, we will keep your application data for 2 years. At the end of this period, your data will be deleted automatically. We will try to get in contact before deleting the account, to make sure you are happy for us to do so.
\r\n\r\n\tAccording to GDPR-regulations, you have various rights in relation to your personal information. In particular, you have a right to obtain confirmation that we are processing your personal data and request a copy of the personal information we hold about you. If processing of your data does not comply with data protection regulations or your prior consent, you have the right to ask for deletion of your personal data or restrict the way in which we use such information. You can contact us about data privacy issues (or in case that you want to withdraw your consent), at any time, by contacting us at
If you are unsatisfied with the way we handle your personal data or any privacy query or request that you have raised to us, you have a right to complain to an EU Data Protection Authority (“DPA”).
\r\n\r\n} \r\nother{\r\n {ProductName, select, Yondur{Yondur takes protecting your privacy very seriously. This privacy policy explains what personal data Yondur collects from you, through our interactions with you and through our product, and how we use that data. This applies to Yondur’s interactions with you through the Yondur platform.
\r\n\r\nYondur is a brand owned by Cognisess Ltd. We have our registered office at 10 Argyle St, Bath BA2 4BQ, UK, are legally considered as data processor for the personal data contained in your digital profile or other assessment-based activity and consider as data controller for the personal data in your Yondur account. We store our data on Cognisess servers that are continuously monitored to make sure your data is safe, protected and served in the right location.
\r\n\r\nAll personal data you provide with regards to your profile is given voluntarily – it is entirely your choice. By ticking the “I agree” check-box at the end of this privacy policy you consent to how we handle your data.
\r\n\r\nWe are collecting different types of information on our platform. This includes scores of the assessments / games that you play on our platform, biographical information (if you choose to upload a CV for example), video files from video interviews and 'MeetMe' videos, and personal information, such as your name, and age, if you provide us with these.
\r\n\r\nThe reasons why people use our platform differ, but below are the most common use cases, from our perspective:
\r\n\r\nOne such purpose for processing your personal data is to allow career guidance on the Yondur Platform. We want to give you the opportunity to share scores on assessments with employers to show what makes you good at what you do, and why you would be a good candidate to consider. Also, this can help you find a career or job that you might not have considered before.
\r\n\r\nFor individuals, we are providing a platform for personal development, based on existing skills. We collect video data to gain a better understanding of how you present yourself and respond to particular questions that employers might want to ask individuals. Cognisess has developed algorithms to analyse videos and language based on universal scientific principles. To remove any bias Yondur never uses age, gender, ethnicity or culture in its algorithms. Organisations are able to view your completed videos if you consent as part of your assessment-based activity.
\r\n\r\nOnly with your consent do we collect your age, gender and similar information and this is for global research and norming purposes only. In no way does this information impact on your application and cannot be part of a profiler.
\r\n\r\nEquality is very important to us.
\r\n\r\nYour data always stays yours, and you can always access and modify it.
\r\n\r\nAny personal information that you provide us with may be transferred to other Cognisess entities in other European jurisdictions. We never sell, rent, trade or otherwise disclose the personal information you provide to anyone outside of Cognisess without your expressed permission. If used to create a digital profile, please be aware that any administrators handling accounts may be able to see some of the information that you provide.
\r\n\r\nYour data is encrypted with industry standard encryption technology whilst stored.
\r\n\r\nDuring the profile creation or job application process, you may be asked to confirm your consent. Although such ‘e-signatures’ might not be equivalent to your signature, please be aware that they have a strong legal authenticity.
\r\n\r\nCognisess will not retain your Personal Data longer than is necessary to fulfil the purposes for which it was collected or as required by applicable laws or regulations. In particular, and if no such contradicting statutory obligation exists, Cognisess will delete your Personal Data once you inform Cognisess or by withdrawing your consent with Yondur that you do not want Cognisess to further process your Personal Data. At the end of this period, your data will be deleted automatically. We will try to get in contact before deleting the account, to make sure you are happy for us to do so.
\r\n\r\nAs far as we are concerned, the data is yours, and we want to make sure you are happy with what is on your profile.
\r\n\r\nYou have the right to correct or modify your data at any time. You also have the right to withdraw your application and profile at any time by contacting us at usersupport@cognisess.com Your data will then be deleted.
} \r\nother{Cognisess takes protecting your privacy very seriously. This privacy policy explains what personal data Cognisess collects from you, through our interactions with you and through our products, and how we use that data. This applies to Cognisess’s interactions with you through the Cognisess platform and its products.
\r\n\r\nWe, Cognisess Ltd., having our registered office at 10 Argyle St, Bath BA2 4BQ, UK, are legally considered as data processor for the personal data contained in your job application or employee profile and consider as data controller for the personal data in your Yondur account as a jobseeker. We store our data on Cognisess servers that are continuously monitored to make sure your data is safe, protected and served in the right location.
\r\n\r\nAll personal data you provide with regard to your profile is given voluntarily – it is entirely your choice.
\r\n\r\nBy ticking the “I agree” checkbox at the end of this privacy policy you consent to how we handle your data.
\r\n\r\nWe are collecting different types of information on our platform. This includes scores of the assessments / games that you play on our platform, biographical information (if you choose to upload a CV for example), video files from video interviews and 'MeetMe' videos, and personal information, such as your name, and age, if you provide us with these.
\r\n\r\nThe reasons why people use our platform differ, but below are the most common use cases, from our perspective:
\r\n\r\nOne such purpose for processing your personal data (as a candidate) is to manage your application and to match your data with the requirements of available jobs via the Cognisess or to provide a career or job matching service via the Yondur Platform. We want to give you the opportunity to share scores on assessments with employers to show what makes you good at what you do, and why you would be a good candidate to consider. Also, this can help you find a career or job that you might not have considered before.
\r\n\r\nFor employees and individuals, we are providing a platform for personal development and a way for organisations to build better and more balanced teams, based on existing skills.
\r\n\r\nWe collect video data to gain a better understanding of how you present yourself and respond to particular questions that employers might want to ask candidates or employees. Cognisess has developed algorithms to analyse videos including human expression and language based on universal scientific paradigms. To remove any bias Cognisess never uses age, gender, ethnicity or culture in its algorithms. Organisations are able to view your completed videos if you consent as part of your job application or employee appraisal.
\r\n\r\nOnly with your consent do we collect your age, gender and similar information and this is for global research and norming purposes only. In no way does this information impact on your application, and cannot be part of a profiler.
\r\n\r\nEquality is very important to us.
\r\n\r\nYour data always stays yours, and you can always access and modify it.
\r\n\r\nAny personal information that you provide us with may be transferred to other Cognisess entities in other European jurisdictions. We never sell, rent, trade or\r\notherwise disclose the personal information you provide to anyone outside of Cognisess without your expressed permission. If used for a job application or as an employee, please be aware that the HR professionals handling the accounts to process applications and staff profiles may be able to see some of the information that you provide.
\r\n\r\nYour data is encrypted with industry standard encryption technology whilst stored.
\r\n\r\nDuring the profile creation or job application process, you may be asked to confirm your consent.\r\nAlthough such ‘e-signatures’ might not be equivalent to your signature, please be aware that they have a strong legal authenticity.
\r\n\r\nCognisess will not retain your Personal Data longer than is necessary to fulfil the purposes for which it was collected or as required by applicable laws or regulations. In particular, and if no such contradicting statutory obligation exists, Cognisess will delete your Personal Data once you inform Cognisess or by withdrawing your consent with Cognisess that you do not want Cognisess to further process your Personal Data. At the end of this period, your data will be deleted automatically. We will try to get in contact before deleting the account, to make\r\nsure you are happy for us to do so.
\r\n\r\nAs far as we are concerned, the data is yours, and we want to make sure you are happy with what is on your profile.
\r\n\r\nYou have the right to correct or modify your data at any time. You also have the right to withdraw your application and profile at any time by contacting us at support@cognisess.com. Your data will then be deleted.
}}\r\n}\r\n}","Privacy_Other_Options_Text":"To find out more, please take a look at our updated Privacy Policy and Cookies Policy. These will apply from Friday 25 May, so your existing account with Cognisess is still valid and there’s no need for you to take any action, but your continued use of Cognisess platform from that date will be subject to it.
Thanks again for being part of the Cognisess community!
","Privacy_Summary":"Our mission is to democratise human capital - supporting candidates and Yondurers and employees of our customers around the world. We want to help remove bias, inefficiency, poor practice and improve social mobility - thus enabling people to find the right job, team, and organisation to work for.
\r\nWhat makes you unique and great at what you do is what is important to us – and who can see that information therefore is, too. We want to help you gain full control over how you apply your abilities and develop them, and giving you full control over your data is a good start.
\r\nHere are the main points of our privacy policy:
\r\nPlease always read the legal information and if you have any questions then please contact the Support team. Below is a summary of the privacy policy. For the full version then go to our website – www.cognisess.com
\r\nPrivacy Policy and Consent
\r\nWe take protecting your privacy very seriously. This privacy policy explains what personal data Cognisess collects from you, through our interactions with you and through our products, and how we use that data. This applies to Cognisess’ interactions with you through the Cognisess platform and all its products like Yondur.
\r\n1. Who is handling your data?
\r\nWe, Cognisess Ltd., having our registered office at 10 Henry St, Bath BA1 1JR, UK, are legally considered as a controller (in respect of personal information we process in relation to our website and for users signing up directly to our platform, Yondur) and a processor on behalf of our Clients (in respect of personal information we process in relation to our Platform) and we are responsible for your personal data.
\r\n\r\n
2. Voluntary information
\r\nAll personal data you provide with regard to your profile is given voluntarily – it is entirely your choice. By ticking the “I agree” checkboxes at the end of this privacy policy you consent to how we handle your data.
\r\n3. What information is being collected?
\r\nWe are collecting different types of information on our platform. This includes scores of the assessments/games that you play on our platform, biographical information (if you choose to upload a CV for example), video files from video interviews and 'MeetMe' videos, and personal information, such as your name, and age if you provide us with these.
\r\n4. Why are we collecting this data?
\r\nThe reasons why people use our platform differ, but below are the most common use cases, from our perspective:
\r\nOne such purpose for processing your personal data is to manage your job application and to match your data with the requirements of available jobs or to provide a career or job matching service via the Yondur Platform. We want to give you the opportunity to share scores on assessments with employers to show what makes you good at what you do, and why you would be a good candidate to consider. Also, this can help you find a career or job that you might not have considered before.
\r\nFor employees, we provide a platform for personal development and a way for organisations to build better and more balanced teams, based on existing skills and potential.
\r\nWe collect video data to gain a better understanding of how you present yourself and respond to particular questions that employers might want to ask candidates or employees. Cognisess has developed algorithms to analyse videos including human expression and language based on universal scientific paradigms. To remove any bias Cognisess never uses age, gender, ethnicity or culture in its algorithms. Organisations are able to view your completed videos if you consent as part of your job application or employee appraisal.
\r\nOnly with your consent do we collect your age, gender and similar information and this is for global research and norming purposes only. In no way does this information impact your application, and cannot be part of a benchmark or profiler.
\r\nEquality is very important to us.
\r\n5. Who has access to your data?
\r\nYour data always stays yours, and you can always access and modify it.
\r\nAny personal information that you provide us with may be transferred to other Cognisess entities in other European jurisdictions. We never sell, rent, trade or otherwise disclose the personal information you provide to anyone outside of Cognisess without your expressed permission. If used for a job application or as an employee, please be aware that the HR professionals handling the accounts to process applications and staff profiles may be able to see some of the information that you provide.
\r\nYour data is encrypted with industry-standard encryption technology whilst stored.
\r\n6. Consent
\r\nDuring the profile creation or job application process, you may be asked to confirm your consent. Although such ‘E-signatures’ might not be equivalent to your signature, please be aware that they have a strong legal authenticity.
\r\n7. Retention period
\r\nCognisess will not retain your Personal Data longer than is necessary to fulfil the purposes for which it was collected or as required by applicable laws or regulations. In particular, and if no such contradicting statutory obligation exists, Cognisess will delete your Personal Data once you inform Cognisess or by withdrawing your consent with Cognisess that you do not want Cognisess to further process your Personal Data. At the end of this period, your data will be deleted automatically. We will try to get in contact before deleting the account, to make sure you are happy for us to do so.
\r\n8. What are my rights regarding the data?
\r\nAs far as we are concerned, the data is yours, and we want to make sure you are happy with what is on your profile.
\r\nYou have the right to correct or modify your data at any time. You also have the right to withdraw your application and profile at any time by contacting us at support@cognisess.com. Your data will then be deleted.
\r\n","Privacy_Summary_CIL_Body":"
CIL is committed to protecting and respecting your privacy. As part of your application to CIL, we will process personal details you submit through the Cognisess platform such as your name, email address, date of birth, address, and qualifications & experience.
CIL will process this data in accordance with our data protection policy (which is compliant with current General Data Protection Regulation (“GDPR”) requirements), which is available from us on request.
","Privacy_Summary_CIL_Title":"CIL and your personal data","PrivacyConsent_Accept":"I accept","PrivacyConsent_ConsentDeclined":"Privacy consent declined","PrivacyConsent_Decline":"I decline","PrivacyConsent_Thanks":"Thanks for using Cognisess. You can find out more information on cognisess.com.","PrivacyPolicy_DeclineUpdatedPolicy":"Without you agreeing to the updated privacy policy, we will delete your account and organisations will not be able to access your information.","PrivacySettings_Updated_Label":"Privacy settings updated","Profile_AccountDeleted":"Account deleted","Profile_AccountDeletedDescr":"Thank you for using Cognisess","Profile_AddContactDetails":"Add contact details","Profile_AddContactDetailsPrompt":"Add your contact details and social media profiles.","Profile_AddInformation_Tooltip":"Add name, gender and date of birth","Profile_CantBeViewed":"This person's videos cannot be viewed","Profile_CompletenessAbout":"Tell us about yourself","Profile_CompletenessDob":"Please enter your date of birth","Profile_CompletenessName":"Please enter your full name","Profile_CoverLetter":"Cover Letter","Profile_DisabilityPrivacyDisabled":"Employer can see this information.","Profile_DisabilityPrivacyEnabled":"This information is private, only you can see it.","Profile_Documents":"Documents","Profile_Documents_Avatar_Added":"Image uploaded successfully","Profile_Documents_Deleted":"File deleted successfully","Profile_Documents_File_Added":"File uploaded successfully","Profile_Documents_Title":"Documents & photo","Profile_DocumentsAvailable":"Documents are available only to organisations you've applied to. You can also upload additional documents (like proof of address) if required.","Profile_DoesntHaveVids":"This person doesn't have videos","Profile_EditingLocked":"Editing your profile is currently locked.","Profile_EditingLocked_Description":"For more information please contact your organisation's platform administrator.","Profile_Education_Experience":"Education & Experience","Profile_EducationAdded":"Education added","Profile_EducationDeleted":"Education deleted","Profile_EducationUpdated":"Education updated","Profile_Email":"E-mail","Profile_Feedback_Radar_Employees360":"Employees (360)","Profile_Feedback_Radar_FeedbackBy":"Feedback by","Profile_Feedback_Radar_Managers":"Managers","Profile_FullJobRole":"{JobTitle} {OrganisationName, select, undefined{} other{at {OrganisationName}}}","Profile_GoToDashboard":"Go to Dashboard","Profile_GoToProfile":"Go to Profile","Profile_GroupedReportName":"{ProductName, select, drive{Driver Analytics Report} learn{Student Analytics Report} sport{Coach Analytics Report} other{Grouped Report}}","Profile_GroupedReports":"{ProductName, select, drive{Driver Analytics} learn{Student Analytics} sport{Coach Analytics} other{Grouped results}}","Profile_GroupedReportsOnly":"{ProductName, select, drive{Drive-related only} learn{Learn-related only} labs{Labs-related only} sport{Sport-related only} other{Grouped only}}","Profile_Hobbies_Add_Button":"Add hobbies and interests","Profile_Hobbies_Updated":"Hobbies updated","Profile_IsComplete_Message":"Profile complete","Profile_Label_LastLogin":"Last sign in","Profile_Main_AddSkills":"Add skills and knowledge","Profile_Main_EditSkills":"Edit skills and knowledge","Profile_Model_MadeFromAttributes":"Attribute model","Profile_Model_MadeFromUsers":"People model","Profile_MyApplications":"My applications","Profile_MyProfile_Add_File_Instructions":"Add documents. Only one document per upload is permitted.","Profile_MyProfile_Biography_Link":"Biography","Profile_MyProfile_Cant_Upload":"Failed to upload this format on your current browser. ","Profile_MyProfile_Change_Password":"Change your password: ","Profile_MyProfile_Click_Here":"Click here","Profile_MyProfile_Current_Password":"Current password","Profile_MyProfile_Delete_Account_Warning_1":"Permanently delete your account?","Profile_MyProfile_Delete_Account_Warning_2":"Deleting your member account ","Profile_MyProfile_Delete_Account_Warning_3":" will be permanent.","Profile_MyProfile_Delete_Account_Warning_4":"You will lose access to your scores, results and profile.","Profile_MyProfile_Delete_Account_Warning_5":"Send an email to... ?","Profile_MyProfile_Delete_Account_Warning_6":" This will contain a link that will delete your account.","Profile_MyProfile_Edit_Profile_Image":"(Edit profile image)","Profile_MyProfile_GCES_Definition":"The Global Cognitive Empathy Study (GCES) is a cross-cultural research project. From this study we hope to understand the similarities and differences in human cognition and emotional intelligence across continents, cultures and demographics.","Profile_MyProfile_GCES_Survey_Link":"GCES Survey","Profile_MyProfile_Job_Link":"Job","Profile_MyProfile_New_Upload":"New upload","Profile_MyProfile_None":"None","Profile_MyProfile_Old_Password":"Old password","Profile_MyProfile_Organisation_Label":"Organisation","Profile_MyProfile_Post_Code_Label":"Zip/Post code","Profile_MyProfile_Profile_Link":"Profile","Profile_MyProfile_Question_1":"Question 1","Profile_MyProfile_Settings_Link":"Settings","Profile_MyProfile_Share_Link":"Share link","Profile_MyProfile_Stored_Documents":"Stored documents","Profile_MyProfile_Update_Email":"Update email","Profile_MyProfile_Update_Password_Button":"Update password","Profile_MyProfile_Upload_File":"Upload file","Profile_MyProfile_Upload_Type":"Upload type","Profile_MyProfile_Username_Label":"Username ","Profile_MyProfile_ValidationError":"An error occurred, please correct the following issues.","Profile_MyProfile_Video_Profile_Link":"Video profile","Profile_NAinGuestView":"Not available in Guest view","Profile_NextAssessment":"Next","Profile_NoApplications":"No current applications","Profile_NoEductionDetails":"No education details added","Profile_NoSkillsAdded":"No skills added","Profile_NoVideo_Error":"Your browser does not support video.","Profile_NoWorkExperienceDetails":"No experience details added","Profile_OccupationPreferenceRemoved":"Career preference removed","Profile_PersonalDetails":"Personal details","Profile_PersonalWebsite":"Personal website","Profile_Phone":"Phone","Profile_PleaseAddProfiler":"Please add a profiler.","Profile_Question1":"Question 1","Profile_Question1_Text":"Introduce yourself and tell your future employer a little about your background and skills.","Profile_Question2":"Question 2","Profile_RecordVideo_Button":"Record your video","Profile_Saved_Label":"Profile saved","Profile_Section_Education":"Education","Profile_Section_OccupationPreferences":"Career preferences","Profile_Section_WorkExperience":"Experience","Profile_ShareProfile_Edit":"Edit","Profile_ShareProfile_Enter_Personal_Information":"Edit your personal information","Profile_ShareProfile_Finished_Heading":"Video recording/editing finished","Profile_ShareProfile_Finished_Info":"View and edit. ","Profile_ShareProfile_No_Videos":"No videos.","Profile_ShareProfile_Profile_Intro_Text_1":"Welcome to my video profile.","Profile_ShareProfile_Profile_Intro_Text_2":"Watch my videos to find out more about me.","Profile_ShareProfile_Profile_Name_Heading":"Meet: ","Profile_ShareProfile_Question_Label":"Question","Profile_ShareProfile_View":"View","Profile_Skills_Knowledge":"Skills & knowledge","Profile_UploadVideosPrompt":"Upload or record your videos to boost up your digital profile.","Profile_VIdeoProfiles_Title":"Video profiles","Profile_WorkExperience_Add_Button":"Add experience","Profile_WorkExperience_Added":"Experience added","Profile_WorkExperience_Deleted":"Experience deleted","Profile_WorkExperience_Updated":"Experience updated","Profile_WriteSomething":"Write something","Profile_YouAreLoggedIn":"You are logged in.","ProfileAccount_ChangeAvatar":"Change Avatar","ProfileAccount_ChangePassword":"Change Password","ProfileAccount_PersonalInfo":"Personal Info","ProfileAccount_PrivacySettings":"Privacy Settings","ProfileAccount_ProfileAccount":"Profile Account","ProfileDashboard_WeeklyStats":"weekly stats...","ProfileDashboard_YourActivity":"Your Activity","Profiler_AddAssessments":"Add assessments and attribute thresholds manually.","Profiler_AddAvatar_Tooltip":"Upload avatar image","Profiler_Added":"Profiler added","Profiler_Attributes":"Attributes","Profiler_BasedOnCompetency":"Based on competency","Profiler_BasedOnCompetency_Description":"Create profiler by selecting key competencies and importance.","Profiler_BasedOnPeople":"Based on people","Profiler_BasedOnPeople_Description":"Create profiler based on your top performing {ProductName, select, drive{drivers} labs{participants} apprentice{apprentices} learn{students} sport{coaches} other{employees}}.","Profiler_BlankProfiler":"Manual profiler","Profiler_BuiltWith":"Built with","Profiler_CallCritique_SelectScenarios":"Select scenarios","Profiler_CareerProfilers":"Career and jobs","Profiler_CareerProfilersDescription":"Use one of our occupation-based profilers.","Profiler_ChangeModel":"Change model","Profiler_Clone":"clone","Profiler_CloneProfiler":"Clone existing profiler","Profiler_Competency":"Competency","Profiler_CompetencyModel":"Competency Model","Profiler_CreateEmployeeProfiler":"Create employee profiler","Profiler_CreateProfiler":"Create new profiler","Profiler_CreateRecruitmentProfiler":"Create recruitment profiler","Profiler_CustomCompetency":"Custom Competency","Profiler_DeepLearnNoPreview":"Preview not available for Deep Learn models.","Profiler_DeepLearnProfilersDescription":"Machine learning profilers using complex datasets. Contact us for details.","Profiler_Deleted":"Profiler deleted","Profiler_DeleteProfiler":"Delete profiler","Profiler_DetailNoice":"Higher detail level will result in more assessments and longer duration","Profiler_Dialog_AssessmentSetup":"{AssessmentName} setup","Profiler_DiscardAssessmentChanges_Warning":"Revert back to the original model and discard all assessment changes?","Profiler_EditProfiler":"Edit profiler","Profiler_FilterByRole":"Filter by role","Profiler_FilterByTeam":"Filter by team","Profiler_InsideTargetRange":"Inside the target range","Profiler_IsMissing":"Profiler is missing","Profiler_IsMissing_Description":"Please add a profiler to activate the job.","Profiler_JobSpecific":"Specific","Profiler_LoadProblem":"Profiler couldn't be loaded","Profiler_LowImportance":"Low importance","Profiler_MeetMe_DefaultQuestion1":"Introduce yourself and tell your future employer a little about your background and skills.","Profiler_MeetMe_DefaultQuestion2":"Talk through your relevant work experience or education and the areas where you have excelled.","Profiler_MeetMe_DefaultQuestion3":"Here's your chance to shine online! Talk about why you're the right fit for the role.","Profiler_MeetMe_VideoQuestions":"Video Interview Questions","Profiler_Model":"Model","Profiler_MyBio_RequiredDocs":"Required documents","Profiler_Name":"Profiler name","Profiler_NewProfiler":"New profiler","Profiler_NoDeepLearn":"No Deep Learn profilers available","Profiler_NoHobbies":"No hobbies and interests added","Profiler_NoOccupationPreferences":"No career preferences added","Profiler_NoSavedProfilers":"You have no saved profilers","Profiler_NoUsersHelper":"Please click on some people in the left column to add them","Profiler_NoUsersSelected":"No people selected","Profiler_OccupationPreferences_Browse_Button":"Browse careers","Profiler_OrCreateProfiler":"Or create new profiler","Profiler_OutsideTargetRange":"Outside the target range","Profiler_People":"People","Profiler_PeopleShown_Warning":"Only people that completed enough assessments are shown","Profiler_ProfilerAggregate":"Competency profiler","Profiler_ProfilerAggregate_Tooltip":"No competencies have been configured by your organisation.","Profiler_ProfilerFor":"Profiler for {ProfilerName}","Profiler_ReloadAssessments":"Reload the list of assessments?","Profiler_RemoveAssessment_Warning":"Removing original assessments might invalidate the model.","Profiler_Report_ComprehensiveReport":"Comprehensive report","Profiler_Report_InterviewGuide":"Interview guide","Profiler_Report_MatchingReport":"Matching report","Profiler_Report_MatchingSummary":"Matching summary","Profiler_SaveButton":"Save profiler","Profiler_SavedProfilers":"Saved profilers","Profiler_SavedProfilersDescription":"Clone one of your previously created profilers.","Profiler_SaveToSaveAssessmentSettings":"Save profiler to save assessment settings","Profiler_Section_Hobbies":"Hobbies and interests","Profiler_SelectAssessments":"Activities","Profiler_SelectAttributes":"Attributes","Profiler_SelectProfiler":"Select profiler","Profiler_SelectUsers":"Select people","Profiler_Shared":"Shared","Profiler_Skills":"Skills Profiler","Profiler_StandAlone":"Stand-alone","Profiler_UsedIn":"{NumJobs, plural, one{Used in 1 job} other{Used in # jobs}}","Profiler_Users_EditableListTitle":"Selected","Profiler_Users_UneditableListTitle":"Based on","Profiler_Warning_AssessmentSettingsSaved":"Assessment settings saved","Profiler_Warning_NoAttributes":"Profiler has no attributes","Profiler_Warning_SelectAttribute":"Please select at least one attribute","Profiler_Warning_SelectImportance":"Please select importance for each competency","Profiler_Warning_SelectPeople":"Please select at least one person","ProfilerModel_Agreeableness":"Agreeableness","ProfilerModel_Cognitive":"Cognitive","ProfilerModel_Cognitive_Description":"CQ is a measure calculated from your results across all cognitive tasks. It allows you to compare your performance with the wider Cognisess population.","ProfilerModel_Competency":"Competency","ProfilerModel_CompetencyModel":"Competency model","ProfilerModel_Conscientiousness":"Conscientiousness","ProfilerModel_Core":"Core","ProfilerModel_Emotional":"Emotional","ProfilerModel_Emotional_Description":"EQ is a measure calculated from your results across all emotional tasks. It allows you to compare your performance with the wider Cognisess population.","ProfilerModel_Extraversion":"Extraversion","ProfilerModel_Learning":"Learning","ProfilerModel_Literacy":"Literacy","ProfilerModel_Marketing":"Marketing","ProfilerModel_Numeracy":"Numeracy","ProfilerModel_Openness":"Openness","ProfilerModel_Reading":"Reading","ProfilerModel_Skills_Description":"SQ is a measure calculated from your results across all skill-related tasks. It allows you to compare your performance with the wider Cognisess population.","ProfilerModel_YouQ_Description":"YouQ is a measure derived from completing cognitive and emotional tasks. It allows you to compare your performance across the Cognisess population.","Profilers_Copied":"Profilers copied","Profilers_Copy_Are_You_Sure":"Are you sure you want to copy these profilers to another organisation?","Profilers_Copy_Select_Org":"Please select the organisation from which you want to copy profilers","Profilers_NotAllowedToView":"You don't have access to Profilers page","ProfileStrength":"Profile strength","Provider_Billing":"Billing & pricing","Provider_Invoice":"Send invoice by e-mail","Provider_PaymentStatus":"Payment status changed","PublicProfile_IsPrivate":"Your Profile is currently private.","PublicProfile_Preview":"Preview My Profile","PublicProfile_ProfileURL":"My {OrgName} profile url","PublicProfile_SelectSections":"Please tick profile sections you wish to be publicly visible.","PublicProfile_Settings":"Share your {OrgName} profile","PublicProfile_ShareWith":"Share with employers, educators and friends.","Records_Warning_NoAdminActivityRecords":"No admin activity records","Register_Ckeck_Email_Text":"Please check your email for a confirmation email. Do check your spam or junk folders.","Registration_AssessmentConsentInformation":"What makes you unique and great at what you do is important to us and part of this application process uses 'game-based' assessments to provide objective information about areas of performance that we think are important for the job.
\r\n\r\nThis, together with other details you provide, allow us to gather a comprehensive picture of your skills and abilities and how they compare against the role. We want to remove bias from the process and only focus on the things that are important.
\r\n\r\nHowever, we also want to give you options about the type of information you are comfortable providing and, as such, you can opt out of playing the games if you wish. So, please always read the legals and tick the opt out box if you don't wish to complete the game-based assessments as part of this application.
","Registration_OptOutCheckbox":"I'd like to opt-out","Registration_OptOutHeading":"Understanding your talent and potential","Reminders_CompleteAssessments":"Remind to complete assessments","Reminders_CompleteDevelopmentPlan":"Reminder to complete development plan","Reminders_CompleteForms":"Remind to complete forms","Reminders_CompleteProfile":"Remind to complete profile","Reminders_Currently":"Currently","Reminders_CurrentlyAt":"Currently at","Reminders_Pending360Feedback":"Pending 360 feedback","Reminders_PendingRequests":"Pending requests","Reminders_PendingRequests_Full":"Pending survey completion requests","Reminders_ProfileCompleteness":"Profile completeness","Reminders_RecordVideos":"Remind to record videos","Reminders_SendButton":"Send reminders","Reminders_SendingError":"Reminder couldn't be sent","Reminders_SendReminders":"Send reminders","Reminders_Sent":"Reminder sent","Reminders_UploadDocuments":"Remind to upload documents","RemoveAdmin_Confirm":"Remove admin?","Report_PerformanceOverTime":"{ProductName, select, drive{Driver performance over time} learn{Student performance over time} sport{Coach performance over time} other{Performance over time}}","Report_ProductUserQScores":"{ProductName, select, drive{Driver Q scores} learn{Student Q scores} sport{Coach Q scores} other{User Q scores}}","Report_ProductUserSummary":"{ProductName, select, drive{Driver summary} learn{Student summary} sport{Coach summary} other{Summary}}","Report_QScores_Description":"Q scores allow you to compare your performance in areas like Cognition (CQ), Emotion (EQ), Core Skills (SQ) or Combined (YouQ).","Report_SleepMood_Description":"Sleep and mood are closely connected; poor or inadequate sleep can cause irritability and stress, while healthy sleep can enhance wellbeing.","Reports_DomainNotAvailable":"No reports available for this domain.","Reports_DomainNotAvailable_Hint":"Complete more assessments to provide data.","Response_Deleted":"Response deleted","Restore_Organisation":"Restore organisation","Results_Back":"Back to profile","Results_Feedback":"Feedback","ReviewGroup_360Feedback":"360 feedback","ReviewGroup_SelectParticipants":"Please select participants","Roles_Add":"Add role","Roles_DeleteConfirmation":"Delete role?","Roles_Edit":"Edit role","Roles_Help":"Roles help","Roles_Help_Line1":"Roles are intended to provide structure for organisation employees. This can help with filtering people in the list of employees or people-based profilers, automatically assign team Line managers and better determine appraisal subjects and respondents.","Roles_Help_Line2":"In most cases it would be enough to only add manager roles, but every employee can be assigned a role, if necessary. A person can have multiple roles, but they shouldn't be in the same chain (essentially managing themselves).","Roles_Help_Line3":"If you've already added teams and Line managers for them, adding roles might not be necessary, though it's still recommended.","Roles_Help_Line4":"Here's the typical process of creating team hierarchy:","Roles_Help_Line5a":"Start by adding a new role.","Roles_Help_Line5b":"Use the role menu {Icon} to add people.","Roles_Help_Line5c":"Use the role menu {Icon} to add a new role under it.","Roles_Help_Line5d":"Add more roles, drag them around to match the organisation hierarchy.","Roles_MainTip":"Click on a role to add or remove people. Drag roles using the {Icon} handle to rearrange their hierarchy.","Roles_MarkAsManager":"Mark as manager role","Roles_MarkAsNonManager":"Mark as non-manager role","Roles_NonManager":"Non-manager role","Roles_RemoveThis":"Remove this role","SearchByNameTeamRole":"Search by name, team or role","Searching":"Searching...","Select_Organisation_Label":"Select organisation","SelectReportsToDownload":"Select reports to download","Self_Assess":"Self-assessment:","Send_Invoice":"Send invoice?","Send_Invoice_To":"Send invoice to ","Shared_ApplicantPopups_Assessments_Completed":"Assessments completed for current phase","Shared_ApplicantPopups_Baseline_Task":"Baseline task","Shared_ApplicantPopups_Before_Logout":"Before signing out confirm your details are up to date.","Shared_ApplicantPopups_Check_Scores":"Check scores and play new games and assessments.","Shared_ApplicantPopups_Checklist":"Here's a quick checklist to get you started.","Shared_ApplicantPopups_Checklist_Audio":"Turn on speakers or plug in headphones","Shared_ApplicantPopups_Checklist_Connection":"Your connection is stable and browser is up-to-date","Shared_ApplicantPopups_Checklist_Remaining_Assessments":"You have {Assessments} assessments to do","Shared_ApplicantPopups_Checklist_Total_Time":"It will take {Minutes} minutes in total.","Shared_ApplicantPopups_Complete_Assessments":"You are about to complete assessments for the","Shared_ApplicantPopups_Completed":"completed","Shared_ApplicantPopups_Completed_All":"You have successfully completed all the assessments for the","Shared_ApplicantPopups_Document_Support":"We support Adobe PDF (.pdf) and Microsoft Word (.doc/.docx) uploads. The maximum upload file size limit is 2 MBs.","Shared_ApplicantPopups_Final_Requirement":"Upload CV:","Shared_ApplicantPopups_Job_Application":"Job application","Shared_ApplicantPopups_MeetMe_Video":"You are about to complete your 'Meet Me' video CV.","Shared_ApplicantPopups_New_Activity":"Start a new activity","Shared_ApplicantPopups_positionText_Position":" position.","Shared_ApplicantPopups_positionText_Study":" study.","Shared_ApplicantPopups_Update_Profile":"Update profile","Shared_ApplicantPopups_Upload_CoverLetter":"Upload cover letter","Shared_ApplicantPopups_Upload_CV":"Upload CV","Shared_ApplicantPopups_Upload_Document_Error":"Unable to upload documents from current browser. ","Shared_ApplicantPopups_Upload_VideoProfile":"Upload video profile","Shared_ApplicantPopups_Yet_To_Complete":"Unfinished assessments for the","Shared_ApplicantPopups_Your_CV":"CV received.","Shared_CallCritique_CallCritiqueScore":"CallCritique score: ","Shared_CallCritique_Scenario":"Scenario ","Shared_CallCritique_Score":"Score: ","Shared_DialogAddMetricFile_CompleteFieldsList":"Click the Submit button to add users to your organisation. This might take a few moments.
","Shared_DialogAddMetricFile_Upload_Button":"Upload list","Shared_DialogAddMetricSet_":"User type:","Shared_DialogAddMetricSet_CreateMetric":"Create new metric","Shared_DialogAddMetricSet_CreateProject":"Create new project","Shared_DialogAddMetricSet_DeleteMetric":"Delete metric","Shared_DialogAddMetricSet_DeleteMetric_Body":"Are you sure you want to delete '{MetricName}'?","Shared_DialogAddMetricSet_DialogTitle":"Deep Learn - Workforce metrics","Shared_DialogAddMetricSet_EditMetric":"Edit metric","Shared_DialogAddMetricSet_EditProject":"Edit project","Shared_DialogAddMetricSet_Error_Connection":"An error occurred connecting to the server.","Shared_DialogAddMetricSet_Export_ColumnHeader_AccountType":"Account type","Shared_DialogAddMetricSet_Export_ColumnHeader_Description":"Description","Shared_DialogAddMetricSet_Export_ColumnHeader_MetricType":"Metric type","Shared_DialogAddMetricSet_Export_ColumnHeader_Ordering":"Ordering","Shared_DialogAddMetricSet_Export_ColumnHeader_ProjectName":"Project name","Shared_DialogAddMetricSet_Export_ColumnHeader_ProjectValue":"Project value","Shared_DialogAddMetricSet_Export_Error_NotEnoughDetails":"Must set: project name, account type and one metric","Shared_DialogAddMetricSet_Export_Ordering_Numerical_High":"High = Better","Shared_DialogAddMetricSet_Export_Ordering_Numerical_Low":"High = Worse","Shared_DialogAddMetricSet_Export_Ordering_Rank_High":"Best = 1","Shared_DialogAddMetricSet_Export_Ordering_Rank_Low":"Worst = 1'","Shared_DialogAddMetricSet_Import_Error_BrowserCompatibility":"Unable to upload documents from current browser. ","Shared_DialogAddMetricSet_Import_Error_NotCSVFile":"Unable to read {FileName} as a CSV file.","Shared_DialogAddMetricSet_Import_Error_NotCSVFormat":"Unable to read {FileName} as a CSV file.","Shared_DialogAddMetricSet_Import_Error_ReadingFile":"Unable to read {FileName}. Check it is a valid CSV file and try again.","Shared_DialogAddMetricSet_Import_Feedback_MetricCount":"Found {MetricCount, plural, =1{1 value} other{# values}} values to assign to users","Shared_DialogAddMetricSet_Import_Feedback_NoUsers":"No users found.","Shared_DialogAddMetricSet_Import_Save_Error_UnknownMetricType":"Metric Type \"{MetricType}\" is unknown.","Shared_DialogAddMetricSet_ImportPage_Bullets":"You may use one of three metric types: Numerical, Rank and group, and Text.
\r\nEnter the relevant values for the individuals shown. You do not have to give a value to everyone.
","Shared_DialogAddMetricSet_Metrics_Ranking_Best_Notes":"For example, if you wish to classify everyone into 'high performers' and 'others', assign 1 to all of the high performers and 2 to everyone else.
","Shared_DialogAddMetricSet_Metrics_Ranking_Worst_Notes":"For example, if you wish to classify everyone into low performers\" and \"others\", assign 1 to all of the low performers and 2 to everyone else.
","Shared_DialogAddMetricSet_Metrics_TextNotes":"Enter your text for each person next to their name. Not all users need text.
","Shared_DialogAddMetricSet_Metrics_Warning_Integers":"All values must be integers","Shared_DialogAddMetricSet_Metrics_Warning_NameMissing":"Metric name is missing","Shared_DialogAddMetricSet_Metrics_Warning_NaN":"All values must be numbers","Shared_DialogAddMetricSet_Metrics_Warning_PositiveIntegers":"All ranks must be above zero","Shared_DialogAddMetricSet_Metrics_Warning_TypeMissing":"Metric type has not been set","Shared_DialogAddMetricSet_StartPage_AddMetricButton":"Add metric","Shared_DialogAddMetricSet_StartPage_DeepLearnInfo":"Deep Learn is Cognisess' predictive analytics tool. Use this form to provide additional organisation metrics.","Shared_DialogAddMetricSet_StartPage_DeepLearnMethods":"Use one of two methods: 'rate', or 'sort'. Use 'rate' to enter values for a specific performance measure; use 'sort' to rank or group individuals relative to one another according to their performance.","Shared_DialogAddMetricSet_StartPage_Description_Label":"Description: ","Shared_DialogAddMetricSet_StartPage_Description_Placeholder":"Describe the purpose of the project","Shared_DialogAddMetricSet_StartPage_ImportButtonText":"Import","Shared_DialogAddMetricSet_StartPage_ImportButtonTooltip":"Upload CSV file with metrics set for users","Shared_DialogAddMetricSet_StartPage_Metrics_Label":"Metrics:","Shared_DialogAddMetricSet_StartPage_NoMetricsText":"No metrics added yet.","Shared_DialogAddMetricSet_StartPage_ProjectName_Label":"Project name: ","Shared_DialogAddMetricSet_StartPage_ProjectName_Placeholder":"Name this project, e.g. Top Sales Managers","Shared_DialogAddMetricSet_StartPage_UserType_Label":"User type:","Shared_DialogConsentForm_ClickingOnAgreeIndicatesList":"Clicking on the 'Agree' button indicates that: