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The Achiever



Assessment For: Joe Applicant
Phone:




Report Type: Web Developer

Assessment Date: 1/21/2004




Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved



The Achiever
Name: Joe Applicant Date: 1/21/2004
Company: Page: 1


----- Mental Aptitudes -----
Mental Acuity


Mr. Applicant is above-average in Mental Acuity, indicating he is a fast thinker with above-average comprehension skills. He has good reasoning and problem-solving capabilities and is able to deliberate and make appropriate decisions on more challenging issues.

Business Terms


Joe has an average understanding of business terminology obtained either on the job or in a business class.

Memory Recall


Mr. Applicant has a superior knowledge of events happening in the world around him and should be strongly aware of competitive trends, as well as the economy's affect on business.

Vocabulary


Mr. Applicant's language skills are above average, enabling him to communicate effectively. He is capable of highly complex interchanges and will exhibit confidence in his ability to interact with others.

Numerical Perception


Joe's average Numerical Perception score indicates that he can handle detail work, but his work should be checked for mistakes. A vision problem, tension, or carelessness may affect the Perception score. Generally, he will pay close attention to his work and follow directions carefully.

Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 1/21/2004
Company: Page: 2

Mechanical Interest


Joe shows some interest in machines and is probably willing to devote extra time to learn the technology used at work. Please note that this mental aptitude measures interest, not mechanical ability.


----- Personality Structure -----

Energy


Mr. Applicant has a good level of energy and takes an energetic approach to work and other matters. He has a high drive level, but is generally able to control energy sufficiently to concentrate and accomplish assignments in a timely, yet effective manner.

Flexibility


Joe is flexible, free-thinking, innovative and highly creative. He likes to generate and implement new and exciting applications to existing products or services, and may at times overlook quality control procedures or company guidelines to meet deadlines more expediently. Since he can easily adapt to change, he is able to respond to multiple demands or assignments without becoming frustrated. However, his sense of integrity and ethics may not be as high as desired, and it is important that he know exactly what is expected of him, as well as how far outside the boundaries he is allowed to go. If he understands the rules and guidelines he must work within, the likelihood that he will be careless and unfocused in his activities will be greatly reduced.

Organization


Mr. Applicant does not place an emphasis on organization. He prefers to react to circumstances as they present themselves, and may not make good use of the time and resources he has available to reach organizational goals and priorities. Even though he can adapt to interruptions and deadline changes with ease, he can also easily lose sight of priorities. A high score in Mental Acuity may compensate for a low score in this dimension.

Communication


Joe is a very interactive communicator who seldom tires of sharing ideas and information with others. He may not listen to, or take seriously, what other people are saying, however. He comfortably articulates thoughts to people, genuinely enjoys being around people and would be unhappy working alone.

Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 1/21/2004
Company: Page: 3

Emotional Dev


Mr. Applicant has a good level of self-confidence and self-esteem, but not so much as to be unrealistic. He is willing to wait a reasonable time for results without becoming upset or frustrated.

Assertiveness


Joe is an authoritative, assertive individual who does not hesitate to express his own opinions and stand up for his beliefs. He likes control and responsibility, and will attempt to influence others and direct activities. Since he can forcefully express his opinions and viewpoints, he may appear overly aggressive and demanding, at times.

Competitiveness


Mr. Applicant has a strong competitive drive and desire to compete, and takes pride in winning. Although he will participate in a team competitive effort, he particularly enjoys situations which allow him to compete on his own. He will be a strong competitor, always prepared to meet or exceed his goals and win.

Mental Toughness


Joe is a very sensitive individual who has a great deal of empathy for customers, co-workers and others. He likes to work in comfortable surroundings and prefers to avoid job situations which require that he work long hours to accomplish organizational objectives or meet critical deadlines. He is concerned about others and may allow his feelings to get in the way of good judgment.

Questioning /Probing


Joe is a trusting individual who accepts most instructions, directives and information at face value. Even though he usually exhibits a positive, enthusiastic attitude, he can allow others to take advantage of his good nature. If he does not always probe deeply enough into matters, he may be less-than-effective when faced with problem-solving or troubleshooting issues which need to be resolved.

Motivation


Being motivated by recognition for his achievements, Joe is willing to take risks if the potential for profit and recognition exists. He will also take quick, decisive personal action on important goals, work long hours and put forth extra effort if he believes rewards for doing so will be made available to him.

Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 1/21/2004
Company: Page: 4

----- Validity Scales -----

Distortion


Mr. Applicant is a secure person who is not afraid to admit his weaknesses. He is also good at assessing his strengths. He tends to be open and frank.

Equivocation


He has scored within our acceptable equivocation range.


This report is confidential and is an opinion based on test results and other available data. In the selection process it may count up to one third (1/3) of the decision process along with the interview, reference check, education and experience.


Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 1/21/2004
Company: Page: 5


Score Sheet
Web Developer

Mental Aptitudes
  1  2  3  4  5  6  7  8  9   
MENTAL ACUITY Slow Learn 
             [...X...]
Fast Learn
BUSINESS TERMS Uninformed 
                [X......]
Knowledgeable
MEMORY RECALL Unaware 
                [....]    X
Aware
VOCABULARY Limited 
          [.......] X
Strong
NUMERICAL PERCEPTION Imprecise 
                [X......]
Accurate
MECHANICAL INTEREST Indifferent 
           X [.......]
Interested
Personality Dimensions
  1  2  3  4  5  6  7  8  9   
ENERGY Restless 
           X       [.......]
Calm
FLEXIBILITY Flexible 
  X             [.......]
Rigid
ORGANIZATION Disorganized 
  X                [.......]
Planful
COMMUNICATION Reserved 
                   [......X]
Interactive
EMOTIONAL DEV Impatient 
              X    [....]
Tolerant
ASSERTIVENESS Cooperative 
             [.......] X
Authoritative
COMPETITIVENESS Team Player 
                [...X]
Individualist
MENTAL TOUGHNESS Sensitive 
  X       [..........]
Tough
QUESTIONING /PROBING Trusting 
        X          [.......]
Skeptical
MOTIVATION Security 
                [...X......]
Recognition
Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 1/21/2004
Company: Page: 6



Validity Scales
  1  2  3  4  5  6  7  8  9   
DISTORTION Frank Answer 
 [......X.........]
Exaggerates
EQUIVOCATION Choose Alter. 
 [.........X......]
Choose Middle


STANINE: The STANINE is a system of measurements which divides the population into nine parts.

NOTE: Areas with dots and brackets ([........]) are of primary importance with the dots and brackets reflecting the most desirable range for an individual to score in to have those characteristics. Areas without dots and brackets are secondary areas that provide additional information regarding the individual.

AREAS OF CONCERN - Scores of 1 or 2 in any of the following dimensions: Energy, Flexibility,
Emotional Development or Mental Toughness are areas of concern.
Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 1/21/2004
Company: Page: 7




Leadership Traits Assessment
Introduction



This report section evaluates Joe's traits in five key areas of leadership:

  • Planning
  • Coaching
  • Facilitating
  • Organizing
  • Staffing

Areas with good leadership traits are identified on the following pages as well as those where training or development would be beneficial.

Joe may or may not be one of the better people employed in a specific organization. If Joe is a top performer in your organization, when compared to top performing leaders across America and Canada, this report segment may still highlight areas where development could make the individual a still better leader. Therefore, this Leadership Traits assessment should be reviewed in light of "what could make a good leader even better," with understanding that within human beings, there is always room for improvement.


Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 1/21/2004
Company: Page: 8




Leadership Potential
Summary Report
for: Joe Applicant


Joe has good leadership potential in the following area(s):

  • Facilitating


Joe's Training & Development Needs are:

  • Planning - learn how to better plan and organize required job functions, activities and requirements.

  • Organizing - learn how to organize and make better use of time and assets required to successfully perform the job or job requirements.

  • Staffing - learn how to make better staffing selections as well as how to train, motivate and lead others.

  • Coaching - learn how to better lead others to achieve what they are capable of as well as fulfilling the requirements of the job or job functions.

Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 1/21/2004
Company: Page: 9




Interview Questions
Introduction




Following are the interview questions which an interviewer may choose to use in the candidate interview process.


These interview questions are generated to establish basic traits critical for all employees.


The interview questions that follow are for a candidate who has prior work experience. In the event the candidate does not have prior work experience, the questions may need to be modified by the interviewer to fit the situation.


Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 4/6/2004
Company: Page: 10
Interview Questions for Flexibility

Flexibility - Measurement of the individual's level of flexibility, creativity, integrity and adaptability to change. 
  -----x-------------x------------x---------------x--------------x-------   
   Very strong    Strong         Some           Strong        Very strong    
    evidence       evidence       evidence       evidence      evidence        
    skill is       skill is       skill is       skill is      skill is        
    not present    not present    present        present       present
Probes
Interpretive Guides
Tell me about the last creative project or assignment you handled. Were you given guidelines to follow while working on the assignment, or did you have total control? Did you follow the guidelines exactly, or improvise?

Did the candidate show initiative in his/her actions? Did the candidate analyze the situation and take appropriate steps to complete the assignment?
Tell me about a time in a previous job when you were asked to do something unethical. How did you handle the matter? Did the candidate take a firm stand on personal values and principles? Did the candidate take appropriate, mature action? Did the candidate exhibit good judgment in the method in which he or she handled the situation? Was there any indecision on the part of the candidate?

Describe how you handled an assignment which you were expected to complete on an expedient basis with little or no direction. Was the candidate's action based on sound judgment? Did the candidate make quick decisions based on a quick review of the facts and basic knowledge of the process?

Give me an example of a time you were faced with a change at work which directly affected you, yet you were given no opportunity to express your opinion about it. Was it more difficult for you to adapt to that change than one in which your input was considered? Given the circumstances, was the candidate's hesitancy to accept the change appropriate? Does the candidate appear bitter or angry about the change? Did the candidate mention other changes which he or she more readily accepted? Are the candidate's expectations of change reasonable and in line with those of the company?

Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 4/6/2004
Company: Page: 11
Interview Questions for Organization

Organization - Measurement of the individual's desire to organize assignments and projects to better utilize time and resources. 
  -----x-------------x------------x---------------x--------------x-------   
   Very strong    Strong         Some           Strong        Very strong    
    evidence       evidence       evidence       evidence      evidence        
    skill is       skill is       skill is       skill is      skill is        
    not present    not present    present        present       present
Probes
Interpretive Guides
Tell me about a time you missed a deadline, were late for a meeting or experienced other problems because you did not plan well enough in advance. Was the candidate on time for this interview? If not, was the excuse justifiable? Does it appear the candidate learned from the experience he or she described in this first question?

Describe how you typically kept yourself organized, and prioritized tasks in your former position. Did you use any planning tools to help keep yourself organized and if so, what were they? Does the candidate have specific steps he or she takes to stay organized? Does the candidate appear to understand how to prioritize tasks? Does the candidate use planning tools to help stay organized, i.e., a daily planner, computerized schedule, etc?

Tell me about a time, in a previous job, when your ability to "wing it" saved a project from failure. What would the outcome have been had you not been able to improvise? Has the candidate been able to capitalize on his or her ability to improvise? Does the candidate appear to understand the importance of planning, yet also have the ability to be flexible and change plans, when necessary? Does it appear the candidate takes pride in his or her ability to "change horses in mid-stream?" Is the candidate sharp enough to keep priorities in his or her head without losing sight of them?

Describe your office or work area in your former job. Was everything neatly put in place, or did you tend to function better in chaotic surroundings? Is the candidate fairly tidy, or does the candidate thrive on chaos and disarray? How important is tidiness in this position? Will others come into or see the candidate's office or work area, or is it secluded?
Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 4/6/2004
Company: Page: 12
Interview Questions for Assertiveness

Assertiveness - Measurement of the individual's cooperativeness versus the tendency to be opinionated. Also measures the person's ability to take charge, direct others or handle confrontations. 
  -----x-------------x------------x---------------x--------------x-------   
   Very strong    Strong         Some           Strong        Very strong    
    evidence       evidence       evidence       evidence      evidence        
    skill is       skill is       skill is       skill is      skill is        
    not present    not present    present        present       present
Probes
Interpretive Guides
Assertive people sometimes like to "debate" simply for the enjoyment. Tell me about a time when you "debated" an issue at work in which you took the less popular stand and persuaded others to change their minds.

Did the candidate debate an issue which was really not important to him or her? Does it appear that the candidate enjoys "arguing" simply for the sake of "arguing?" Does it appear the candidate is impetuous?
Give me an example of a time you were asked to do something with which you especially disagreed. How did you handle the situation? If you had the chance, would you handle the situation differently? Does the candidate have a clear understanding of the situation? Does it appear the candidate is willing to compromise, or does the candidate appear to be hardheaded? Is the candidate defensive of his or her position? Does the candidate raise his or her voice when describing situations?

Tell me about a time when you allowed your dominance to get out of control and it caused problems. How would you handle the situation differently? Dominant people, at some time or another, allow their dominance to get out of control. Does the candidate deny this has ever been a problem? Does the candidate appear overly defensive and place blame on others?

What do you believe is the difference between being submissive, assertive or aggressive. Tell me about a time you were aggressive when you meant to be assertive. How do you believe the outcome would have differed had you been assertive, rather than aggressive?

Does the candidate understand the difference between being assertive and being overly aggressive? Does the candidate admit to being aggressive and if so, does it appear the candidate understands the weakness of this personality trait?
Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: JoeApplicant Date: 4/6/2004
Company: Page: 13
Interview Questions for Mental Toughness

Mental Toughness - Measurement of the individual's ability to work long hours in a high-pressure environment meeting critical deadlines, as well as the individual's sensitivity and ability to exhibit empathy towards others.
  -----x-------------x------------x---------------x--------------x-------   
   Very strong    Strong         Some           Strong        Very strong    
    evidence       evidence       evidence       evidence      evidence        
    skill is       skill is       skill is       skill is      skill is        
    not present    not present    present        present       present
Probes
Interpretive Guides
Tell me about a time you became very disappointed or discouraged in your past job. What caused these feelings and how did you get past them? Does it appear the candidate is easily discouraged or disappointed? What coping skills did the candidate exhibit in order to deal with this situation? Is this type of scenario likely to occur in the position for which the candidate is applying?

Describe a time, in a prior job, when you were unjustly criticized. What were the circumstances and how did you react? Can the candidate handle criticism appropriately? Were the steps the candidate took when unjustly criticized mature and appropriate? Does the candidate appear to understand the difference between constructive criticism and non-constructive criticism?

Tell me about the most unpleasant work environment you've been in thus far. What made the working environment so unpleasant? Was the work environment unpleasant because of certain people, or because of surroundings, i.e., temperature, lack of privacy, etc.? Are these environmental factors present in this position? Is the candidate capable of dealing with a moderate amount of unpleasantries?

Tell me about a time when you allowed emotions to play too large a part in a decision you made at work. What was the outcome of the decision? What did you learn from this experience? Does it appear the candidate is overly emotional? Does the candidate understand the problems associated with making decisions based too much on emotion? Was the candidate able to resolve the problem and if so, were the steps he or she took appropriate, logical and mature?

Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 4/6/2004
Company: Page: 14
Interview Questions for Questioning/Probing

Questioning/Probing - Measurement of the individual's desire to question and probe, rather than accept instructions, directives and information at face value. 
  -----x-------------x------------x---------------x--------------x-------   
   Very strong    Strong         Some           Strong        Very strong    
    evidence       evidence       evidence       evidence      evidence        
    skill is       skill is       skill is       skill is      skill is        
    not present    not present    present        present       present
Probes
Interpretive Guides
Tell me about the last time in a job situation you made the wrong decision. What prompted you to make this decision and what was the final outcome? Did the candidate learn from his or her mistake? Does the candidate now understand what caused the mistake in order to avoid making the same error again? Was the candidate able to rectify the mistake in such a manner that the outcome was acceptable?

Tell me what steps you took to gather information needed to solve problems in your last job. Does the candidate appear to understand how to gather information? Does the candidate have specific steps he or she takes in order to gather information, or is the process more haphazard?

Describe a time when you trusted someone in your last job and should not have. What were the circumstances and what was the outcome? Has that situation changed your outlook on life? Did the candidate exhibit gullibility and too much trust in the other person? Does the candidate appear to understand the need to be cautiously trusting? Does it appear the situation has unnecessarily jaded the candidate's outlook and attitude about life?

We all assume more than we should, from time to time. Tell me about a time when you assumed too much and problems arose due to your not asking enough questions. Does it appear the candidate is overly assuming? Since assuming people can sometimes tell more than they should, did the candidate talk extensively about personal matters which had little relevance to the interview or job?

Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 1/21/2004
Company: Page: 15




Development Suggestions
Introduction



The following Personal Development Suggestions have been developed to be given to an individual after hiring, should the appropriate supervisor and/or the individual orienting the individual choose to do so.


The development pages are directed specifically to the individual. The pages can be either removed from the report, or copied, and given to the individual.


The individual who is supervising, leading, directing or coaching new employees may want to review, as part of the employee's orientation process, the job description and the requirements of the job, and at that same time provide the individual this information to assist them in beginning the job on the most effective and efficient basis.


These development suggestions provide guidelines for the individual, recommending actions that can be taken on a daily and weekly basis to become more productive.


Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


Name: Joe Applicant Date: 4/6/2004
Company: Page: 16

Personal Development Suggestions

Flexibility - measures the flexibility and integrity orientation of the person compared to rules, laws, guidelines, etc.

You are a highly flexible individual who adapts easily to change and is able to handle a multitude of different demands or assignments. You are a free-thinker who likes to generate different ways of accomplishing objectives, as well as new ideas. Being flexible, however, you do not like someone else telling you what to do or how to do it, especially if you are under pressure and deadlines. Since you may, at times, sacrifice quality in order to get the job done, it is important that you understand the reasons behind rules and guidelines. If you understand the boundaries you must work within, you will be more likely to stay focused on your goals.
Your self-affirmation sentence:
"I am flexible, but will work within necessary boundaries."

Steps to Effect Change

  1. You will be more willing to adhere to certain policies, procedures, practices and regulations if you "buy" into them. To accomplish this, you must understand the reasons behind the rules in order to see how they will ultimately benefit you.

  2. From a career or leisure activity standpoint, you should seek activities which allow you the freedom to make your own decisions and avoid rigid, rule-oriented settings.

  3. You should maintain an attitude of working to always follow through on what you say, or commit yourself to, without vacillating.

  4. Disciplining yourself through controls such as developing and sticking to a budget, keeping a list of things you must accomplish each day, etc., will ensure you are not overly lenient and liberal with yourself.
Development Materials Recommended

  1. Development Book Suggestions:
    "Success Is a Journey" by Jeffrey Mayer
    "Effective Interpersonal Relationships" by Robert Lucas
    Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


    Name: Joe Applicant Date: 4/6/2004
    Company: Page: 17
    Personal Development Suggestions

    Organization - measures a person's attitude about organization, planning, how tasks are performed and how one's life is lived.

    Planning your time and activities in advance does not come naturally to you. Since your plans are not always thorough, you may not take full advantage of the time and resources you have available to you to reach goals and objectives. A high score in Mental Acuity may help you compensate for a low score in this dimension.
    Your self-affirmation sentence:
    "I am organized in my life so I achieve more."

    Steps to Effect Change

    1. Good time and space management calls for a specific activity plan to identify priorities by the day or week. For sixty days, list daily plans on paper, then mentally list the six most important things to be done the following day, ranking them by priority, and the time allotted to each item. You will then have a good grasp of what must be done, prior to beginning each day.

    2. To avoid losing track of important details you might need for certain tasks, such as filing your income tax, good recordkeeping is mandatory. Select a certain place to keep important records and discipline yourself to always put important papers in that one location.

    3. Daily, weekly and monthly planning - even yearly planning - will help keep you on an organized and productive basis. Set goals and reach them.

    4. Avoid any distractions which take you off track. If necessary, tell people around you what you are attempting to accomplish, so you will be less likely to be interrupted.

    Development Materials Recommended

    1. Development Book Suggestions:
      "Time Management for Busy People" by Roberta Roesch
      "Time Management" by Marc Mancini
      Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved


      Name: Joe Applicant Date: 4/6/2004
      Company: Page: 18

      Personal Development Suggestions

      Assertiveness - measures an individual's desire to cooperate versus the desire to be in charge.

      You are an assertive individual who does not hesitate to express your own opinions and stand up for your beliefs. You like control and responsibility, and will attempt to influence others and direct activities. Since you can forcefully express your opinions and viewpoints, you can appear overly aggressive, at times.
      Your self-affirmation sentence:
      "I do not always demand my own way."

      Steps to Effect Change

      1. You'll certainly need practice not to take over every situation in your life; modification of your high assertiveness level will help you think things through before speaking or acting.

      2. Reconsider decisions you may have made too rapidly and too assertively. Unless the situation means a great deal to you personally, learn to give in or at least compromise if the ultimate outcome is not that critical. By giving in or compromising on less important issues, you will eventually become more adept at seeing things from the other person's point of view on more important issues.

      3. Be aware that, in more instances than not, teamwork is the most effective way to get things done. The tendency to "go it alone" must be fought and you need to avoid looking at compromise as a sign of weakness.

      Development Materials Recommended

      1. Development Book Suggestions:
        "Managing Conflict at Work" by Jim Murphey
        "The Participative Leader" by Suzanne Zoglio
        Copyright 2002, 2003 Candidate Resources, Inc. Patent Pending. All rights reserved