Results of The Achiever

The Achiever

Assessment For: John Sample
Phone:
Email:

Position: Manager

Company: XWZWidgets
Report Type: Manager

Assessment Date: 2/12/2002

For More Information
Please Contact:

Morgan and Associates/Testforhire
6670 Euclid Court, #100
Cumming, Ga 30041-0809
770-888-8687
thaynes@testforhire.com

(Sample Test - Not for Resale or Distribution.)

*The Achiever*
Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 1

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

‚ ƒ „ … † ‡ “ ‰ Mr. Sample is high in Mental Acuity, indicating he is a very fast thinker with a high degree of critical thinking ability. He has excellent problem solving capabilities and can reason through and make good decisions based on knowledge, intuition and reasoning skills. He will not only enjoy, but will require, mentally challenging work for job satisfaction. (Sample Test - Not for Resale or Distribution.)

Business Terms

‚ ƒ „ … † ‡ ˆ ” John's knowledge of business terminology is superior, reflecting the probability that he is interested in business matters and has gained experience either through his work or in business classes. (Sample Test - Not for Resale or Distribution.)

Memory Recall

‚ ƒ „ … † ‡ ˆ ” Mr. Sample 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. (Sample Test - Not for Resale or Distribution.)

Vocabulary

‚ ƒ „ … † ‡ “ ‰ Mr. Sample has exemplary general English vocabulary skills, enabling him to communicate effectively with others on all levels. He should be capable of relaying even the most complex information to others. (Sample Test - Not for Resale or Distribution.)

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 2

Numerical Perception

‚ ƒ … † ‡ ˆ ‰ John's average Numerical Perception score means that he can handle detail work, but the work will have to be checked for errors. Poor vision, tension, or carelessness may affect the Perception score. (Sample Test - Not for Resale or Distribution.)

Mechanical Interest

‚ ƒ „ … ‘ ‡ ˆ ‰ Mr. Sample's level of interest in mechanical devices is average. (Sample Test - Not for Resale or Distribution.)

----- Personality Structure -----
Energy

‚ ƒ „ † ‡ ˆ ‰ Mr. Sample has a well-balanced tension and drive level. He can energetically tackle a project, but remains calm enough to maintain his level of concentration if the task requires strong concentration. (Sample Test - Not for Resale or Distribution.)

Flexibility

‚ ƒ „ … † ‡ “ ‰ John is a very quality-minded, reliable individual with a high degree of integrity and strong ethics. He has a strong interest in providing quality service and products to customers, but is not flexible or adaptable to change. This could cause him to experience difficulty handling multiple job demands and assignments. He tends not to be an innovative, free-thinking person who creates new ways of doing things or new uses for existing applications of products or services, but rather will be one who sticks with proven applications as much as possible. He is likely to agree to change only when he is convinced the change is necessary. Even though the company can trust him and know he will be concerned that customers' needs are being met, they cannot expect frequent, imaginative or fresh ideas from him. (Sample Test - Not for Resale or Distribution.)

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 3

Organization

‚ ƒ … † ‡ ˆ ‰ Even though Mr. Sample understands the importance of good organizational habits, he is also a good improviser who can adapt his schedule to unforeseen contingencies. He is usually focused on deadlines and strives to make good use of the time and resources he has available to him to reach organizational goals, but may occasionally lose sight of priorities. (Sample Test - Not for Resale or Distribution.)

Communication

ƒ „ … † ‡ ˆ ‰ Having a closed communication style, John has little desire to share the knowledge he possesses with others to achieve common goals, preferring instead to work alone. He does not seek feedback from others, nor does he easily articulate his own ideas or feelings. Since he may be uncomfortable interacting with people, he will work best in an environment free of interpersonal demands. If he must communicate with others on a regular basis, he will be very cautious and will avoid, if at all possible, upward communication. (Sample Test - Not for Resale or Distribution.)

Emotional Dev

‚ ƒ „ … † ’ ˆ ‰ Mr. Sample is a self-assured individual with a healthy self-esteem. He believes in himself and is not easily frustrated when things do not happen as quickly as he desires. He is self-reliant, but may at times be overly tolerant of himself and others. (Sample Test - Not for Resale or Distribution.)

Assertiveness

‚ ƒ „ … ‘ ‡ ˆ ‰ John will express his opinions and effectively and professionally defend his decisions and ideas when challenged, but is also willing to consider the ideas of others. He will have the ability to influence others and direct their activities without appearing too aggressive or overbearing. (Sample Test - Not for Resale or Distribution.)

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 4

Competitiveness

‚ ƒ „ … † ’ ˆ ‰ Mr. Sample 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. (Sample Test - Not for Resale or Distribution.)

Mental Toughness

‚ ƒ … † ‡ ˆ ‰ John has the mental toughness to deal with a moderate amount of criticism or rejection, but retains the ability to relate to customers and others with an appropriate degree of empathy. Occasionally, he may take a negative response personally and need some encouragement and reinforcement to keep his spirits up. (Sample Test - Not for Resale or Distribution.)

Questioning /Probing

‚ ƒ … † ‡ ˆ ‰ John is basically trusting, but not gullible. Although he tends to accept most information, instructions and directives at face value, he will do a moderate amount of probing to better understand a situation. (Sample Test - Not for Resale or Distribution.)

Motivation

‚ ƒ „ † ‡ ˆ ‰ John needs some job security and will take risks only when he is convinced that he is unlikely to make a mistake or fail. If a goal is important to him, he will be more likely to take decisive personal action in order to reach it or put forth extra effort and hours to complete the project, but he remains more easily motivated by security than achievement. (Sample Test - Not for Resale or Distribution.)

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 5

----- Validity Scales -----
Distortion

‚ ƒ „ † ‡ ˆ ‰ Mr. Sample is reasonably fair in assessing his strengths and weaknesses. He has some characteristics that he is not completely happy with and tends not to show others. The validity may be slightly affected by his indirect answers. (Sample Test - Not for Resale or Distribution.)

Equivocation

ƒ „ … † ‡ ˆ ‰ He has scored within our acceptable equivocation range. (Sample Test - Not for Resale or Distribution.)

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.

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 6

Score Sheet
Manager

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

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 7

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.

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 8

Leadership Traits Assessment Introduction

This report section evaluates John'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.

John may or may not be one of the better people employed in a specific organization. If John 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.

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 9

Leadership Potential Summary Report for: John Sample

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

Planning

John's Training & Development Needs are:

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.
Facilitating - learn how to better monitor the achievements of others versus the plan, job description and/or job functions and requirements.

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 10

Sales Traits Assessments Introduction

This report section evaluates John's traits in key areas of sales:

Persistence and consistency
Ability to meet and communicate effectively with people
Ability to command respect
Setting goals to win, excel and achieve
Developing rapport
Identifying need or desire
Presenting product/service to fill prospect's needs
Dealing with objections
Closing the sale
Learning speed & efficiency
Changing, growing and learning new concepts and ideas

Areas with good sales traits are highlighted with traits identified in which training or development would be beneficial.

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

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 11

Sales Potential Summary Report for: John Sample

John has good sales potential. Strengths Include:

Learning speed and Efficiency

Persistence and Consistency

Ability to command respect

Setting goals to win, excel and achieve

Identifying need or desire

Presenting Product/Service to fill prospect's needs

Dealing with objections

Closing the sale

Yet, further development in the following critical area(s) will be beneficial:

Ability to meet and communicate effectively with people

Changing, growing and learning new concepts and ideas

John could also benefit from further training in:

Developing Rapport

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 12

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.

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/02
Company: XWZWidgets	Page: 13

Interview Questions for Mental Acuity Mental Acuity - Measurement of how quickly an individual comprehends information and is able to reason through and solve problems. -----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
Describe your most challenging job. What made the job so challenging?	Did the candidate describe circumstances which are likely to occur in this position? Does the candidate appear to accept responsibility and find ways to keep him/herself motivated?
Give me an example of a time you were faced with a problem for which there appeared to be no solution. What steps did you take to resolve the issue?	Does the candidate appear to have good reasoning skills and the ability to resolve problems? Does it appear the candidate takes calculated risks in order to resolve crises? Is the candidate willing to admit limitations and ask for the input of others?
All jobs, over time, can become monotonous and routine. Tell me how you keep yourself challenged, motivated and enthusiastic about a job once you've learned and become proficient at it.	Does the candidate have a way to deal with boredom and keep him or herself challenged? Are there other activities the candidate enters into in order to obtain mental challenge? Is the candidate willing to take the initiative to learn new things without being directed to do so by management?
What was the last major skill or course of study you accomplished? Did you learn this skill or gain this knowledge on the job, or on your own?	Is the candidate willing to keep skills and knowledge honed? Does it appear the candidate functions below his or her level of capability? Does it appear the candidate realizes his or her high mental ability and uses it to full advantage?

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/02
Company: XWZWidgets	Page: 14

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 a time you found yourself in a set of circumstances in which you had to make a decision on a matter with no guidelines or precedents to follow. Describe the circumstances and how you dealt with them.	Did the candidate exhibit good judgment in his or her decision-making? Was the decision based on facts or emotions? Did the final decision exhibit good leadership skills?
Tell me about a time in a previous job when your employer or supervisor asked you 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.	Did the candidate become anxious without specific guidelines to follow? Does the candidate exhibit the ability to make decisions independently? Did the candidate show indecisiveness or was the candidate hesitant to act on his or her own?
Give me an example of a time you were given an impossible deadline to meet on a project. What steps did you take to resolve the problem?	Did the candidate meet the deadline in an appropriate manner? If the candidate cut corners to achieve the deadline, did the actions he or she took show sound, good judgment? Does it appear the candidate can make decisions or take quick action in crisis situations?

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/02
Company: XWZWidgets	Page: 15

Interview Questions for Communication Communication - Measurement of the individual's ability to communicate and willingness to share knowledge and team with others to achieve common goals. -----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
Describe a circumstance in a prior job when a project would have been more successful had communication between the team members working on the project been better. What could or should you have done to have facilitated better communication within the team?	Does the candidate understand the importance of team work? Does it appear the candidate has worked well as part of a team in the past? Does the candidate tend to place blame on others for his or her own actions?
Describe the most common way you communicated with others in your last job. Did you communicate orally or in writing? Did the actual communication come easily? Was it company policy that you communicated in this manner, or your own preference?	Does the candidate understand the importance of communicating with others? Is the approach the candidate has taken in the past to communicate logical and effective? Does it appear the candidate has the ability to be flexible as far as methods of communication are concerned?
Think about an outstanding achievement you reached in your last job, with the help of others. How much of that success do you believe was due to the way you communicated with the others involved?	Is the candidate willing to give credit to others for his or her success? Does the candidate agree that communication played an important part in his or her success?
Tell me about your communication style. How have you made it serve you? Would you change or improve on your ability to communicate if it were possible?	Does the candidate understand his or her own communication style? Does this style fit into the corporate culture of the company? Does the candidate feel any need to change or improve on his or her communication skills? Was it difficult to get this candidate to "open up" and talk during the interview?

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/02
Company: XWZWidgets	Page: 16

Interview Questions for Emotional Development Emotional Development - Measurement of the individual's level of patience, self-esteem and confidence. -----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
Describe three of your greatest strengths in your previous position. Describe your three greatest weaknesses in that job.	Did the candidate experience difficulty thinking of his or her strengths? Weaknesses? Was the candidate quicker to relate strengths than weaknesses? Were the weaknesses the candidate stated actually traits which could be considered strengths, as well?
Tell me about a time, in your previous job, when you were too tolerant with yourself and failed to meet a deadline because of it.	Did the candidate deny ever having failed to reach a deadline? Does it appear the candidate understands the reasons behind his or her having failed to meet the deadline? Does it appear the candidate learned from the experience?
We all procrastinate from time to time. Tell me what steps you took, in your previous job, to avoid procrastinating. What specific types of tasks did you find yourself more likely to procrastinate on?	What type of tasks is the candidate the most likely to put off handling? Will it be important, in this position, that the candidate complete similar tasks in a timely manner? Does it appear the candidate has developed steps to take to help him or herself avoid procrastinating?
How would you rate yourself, in overall performance, compared to other people you worked with in your previous job who were in the same or similar type jobs?	Does the candidate have high self-esteem? Does the candidate rate him or herself to be considerably better than others? When discussing this particular question, did the candidate become more animated and boastful? Does the candidate come across overly confident or egotistical?

(Sample Test - Not for Resale or Distribution.)

Name: John Sample	Date: 2/12/2002
Company: XWZWidgets	Page: 17

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.

(Sample Test - Not for Resale or Distribution.)

Name: John Sample