Reviewing psychological assessment spreadsheets can feel clinical and abstract. We understand how important it is to quickly extract clear, human, and legally defensible hiring evidence from complex candidate data.

Mimo’s reporting engine bridges this gap by automatically converting raw psychometric responses into structured reports that blend deep psychological profiles, automated fraud-prevention results, and precise role-fit matches.

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Understanding Sten Scores and Normalization

To ensure your evaluations remain perfectly fair and objective, Mimo standardizes candidate performance using the Sten (Standard Ten) scoring system. This system converts raw questionnaire answers into a standardized 1 to 10 scale based on representative adult working populations, with a national average score of 5.5.

These scores help you immediately spot where a candidate stands relative to a typical employee:

• Sangat Rendah (Sten 1 to 2): The candidate is in the lowest percentile and exhibits exceptionally low frequency or intensity of this trait.
• Rendah (Sten 3 to 4): The candidate scores below the average baseline, indicating a minor preference or weaker manifestation of the trait.
• Rata-rata (Sten 5 to 6): The candidate sits perfectly within the average normal population, indicating a balanced and typical expression of the trait.
• Tinggi (Sten 7 to 8): The candidate scores above average, indicating a strong, active, and prominent display of the trait.
• Sangat Tinggi (Sten 9 to 10): The candidate represents the highest percentile, exhibiting an exceptionally intense, dominant, and consistent expression of this behavior.

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Reading High-Level and Lower-Level Personality Facets

Comprehensive assessments (such as the Six Factor Personality Questionnaire, or 6FPQ) go beyond simple general labels. Mimo evaluates global dimensions (such as Openness or Methodicalness) alongside granular sub-facets to capture unique behavioral structures.

For example, a candidate may display an anomaly where they score low on overall Conservatism but extremely high on Deliberateness and Orderliness. This reveals a highly dynamic, non-traditional professional who will selectively build and follow their own highly organized, structured, and logical workflows instead of obeying rules out of simple habit.

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Verifying Integrity with the AI Proctoring System

Mimo secures your test validity and establishes a level playing field by automatically checking and verifying every testing session. The proctoring system tracks, analyzes, and logs behaviors to deliver a clear Green (Valid) or Red (Flagged) integrity rating.

This verification dashboard covers four core security benchmarks:

• Face Recognition: Confirms that the registered candidate's face matches the person completing the assessment.
• Multi-Face Detection: Flags if any third parties appear in the camera frame during the active session.
• Gaze Tracking & Out of Frame: Monitors if the candidate's eyes leave the screen for a prolonged period, indicating they may be consulting physical notes or external scripts.
• Screenshot Prevention: Actively blocks print screen or copying actions to protect your proprietary testing questions.

Note on Idiosyncratic Habits: Mimo’s AI is highly sophisticated. It ignores brief, natural movements (such as looking away momentarily during intense mental calculations or thinking) and will not issue false cheating flags for these personal cognitive habits.

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Decoding the Talent Match Report

The Talent Match Report directly measures an applicant's personality traits against your custom job specifications. It provides an immediate fit rating (such as Fairly Fit with an overall 78% job-suitability index) and analyzes performance across five core professional indexes:

1. Kapasitas Kerja (Work Capacity): Evaluates logical reasoning, data-driven problem solving, and analytical depth.
2. Pola Perilaku (Behavioral Patterns): Maps communication styles (such as behind-the-scenes preference vs. active group focus) and general workplace adaptability.
3. Interaksi Sosial (Social Interaction): Measures teamwork, collaboration, and how a candidate manages professional dynamics without resorting to false harmony.
4. Sikap Kerja & Motivasi (Work Attitude & Motivation): Focuses on SOP compliance, task endurance under monotony, and what primarily drives their achievement.

Pengelolaan Emosi & Tekanan (Emotion & Pressure Management): Evaluates composure, independence from group panic, and resilience when handling complex or confidential tasks.