CAVLENT REPORT READING GUIDE: SCANNING

Emotional Intelligence (EQ)

EQ refers to the potential to:

• Understand one's own emotions.
• Manage emotions.
• Express emotions appropriately.
• Read other people’s emotions.
• Build harmonious relationships.

In simple terms, EQ reflects emotional maturity.

• High EQ tends to be more stable, mature, and less reactive.
• Low EQ may be more sensitive or less emotionally stable.

In a Recruitment Context

If the organization prioritizes attitude and personality, EQ becomes an important factor. However, it is still necessary to consider:

• Relevance of experience.
• Required hard skills.
• Availability of candidates in the market.

Adversity Quotient (AQ)

AQ refers to the potential to face challenges, recover from difficulties, and seek solutions in tough situations.

• High AQ resilient, persistent, not easily discouraged.
• Low AQ more likely to shift priorities or give up under pressure.
• Moderate AQ highly situational.

Strategic Note

A team composed entirely of individuals with very high AQ may become overly ambitious or rigid. Combining them with individuals who have more moderate AQ can help create cultural balance and broader perspectives.

Creative Quotient (CQ)

CQ refers to the potential to think creatively and generate new ideas.

• High CQ easily produces new ideas.
• Low CQ still capable of creativity but requires stimulation, references, or direction.

Relevance depends heavily on the role:

• Innovative roles higher CQ is more relevant.
• Routine and systematic roles moderate CQ may be sufficient.

What matters is not whether it is “good or bad,” but whether it fits the role’s needs.

Self-Awareness

Self-awareness refers to the ability to recognize one’s strengths and weaknesses, address internal challenges, and engage in personal development.

If Tends to Be High:

• Highly aware of personal strengths and limitations.
• May become overly self-critical.

If Tends to Be Low:

• Less aware of blind spots.
• May attempt tasks not because capable, but because unaware of limitations.

Within an organization, a diversity of self-awareness levels within a team can create healthy dynamics between caution and exploration.

Collaboration

Collaboration refers to the potential to work effectively with others toward shared goals.

• High naturally comfortable with teamwork.
• Low more comfortable working independently.

This should always be aligned with role requirements.

Overall Personality

This section provides a general overview based on:

• Emotional regulation.
• Resilience.
• Creativity.
• Self-awareness.
• Ability to collaborate.

It offers a global signal rather than an absolute judgment.

The Right Approach to Motivation

This report also displays one dominant motivation. Although every individual has five types of motivation, the scanning report highlights only the strongest one at the moment.

Acknowledgement

Individuals with this motivation tend to require public acknowledgment of their achievements. This may include:

• Public praise.
• Visible awards.
• Formal recognition.

To maximize motivation, they need clear exposure and acknowledgment of their contributions. If the approach is incorrect (for example, only providing private appreciation), their motivation may not be fully activated.

Satisfaction

Individuals with this motivation tend to require public acknowledgment of their achievements. This may includeThis motivation appears when individuals enjoy challenges. The more challenging the work, the more energized they feel. If the work becomes monotonous and repetitive, they may quickly feel bored and their performance may decline. To optimize this motivation:

• Provide challenging targets.
• Offer problem-solving opportunities.
• Avoid repetitive routines without variation.

Appreciation

Unlike public recognition, appreciation is personal and private. It may include:

• Personal expressions of gratitude.
• Private non-material rewards.
• Recognition not necessarily visible to others.

These individuals feel highly valued through warm and personal acknowledgment.

Rewards and Benefits

This motivation is transactional in nature. As long as the effort given is proportional to the benefits received, the individual will remain motivated. Best approaches include:

• Clear reward systems.
• Transparent compensation structures.
• Measurable benefits.

Without clarity in return, motivation for this type may decline.

Social Sense

This motivation emerges when individuals feel their contributions positively impact a meaningful social group. This group may include:

• Family.
• Team.
• Community.
• Organization.
• Small or large-scale environments.

Effective approaches include:

• Emphasizing the impact of their contribution.
• Explaining the social meaning of their work.
• Connecting tasks to a greater purpose.

• Quick scanning.
• Determining interview priorities.
• Identifying areas that require deeper exploration.
• Adjusting communication and motivational approaches.