Guardian



Assessment On: Joe Applicant
Phone: 555-555-5555
Email: japplicant@some-isp.org

Position: Customer Service

Company:
Report Type: Supervisor

Assessment Date: 2/12/2004



For More Information
Please Contact:

Personnel Profiles, Inc.
50 E, RiverCenter Blvd., Suite 1420
Covington, KY
859-655-4600
assess@persprofiles.com

Copyright 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)


Guardian
Name: Joe Applicant Date: 2/12/2004
Company: Page: 1

----- History of Dishonesty -----

* NO SIGNIFICANT HISTORY OF STEALING
* NO SIGNIFICANT HISTORY OF DRUG OR ALC0HOL ABUSE













----- Mental Aptitudes -----

Mental Acuity
MENTAL ACUITY - How quickly an individual comprehends information and is able to reason through and solve problems -- Average learner who should be capable of learning the job within a reasonable period of time. (SAMPLE REPORT - Not for Resale or Distribution.)

Basic Math
MATH SKILLS measures the general knowledge of arithmetic an individual possesses. Mr. Applicant's knowledge of general arithmetic is excellent. He can be expected to add, subtract or multiply with the speed and degree of accuracy required of a position that requires excellent knowledge of general arithmetic. (SAMPLE REPORT - Not for Resale or Distribution.)

Numerical Perception
NUMERICAL PERCEPTION measures an individual's accuracy in handling numeric and alphabetic data. Mr. Applicant's exemplary Numerical Perception score indicates that he can process data quickly and accurately. (SAMPLE REPORT - Not for Resale or Distribution.)

Copyright 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)

Name: Joe Applicant Date: 2/12/2004
Company: Page: 2

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

Energy
ENERGY- Energy and drive to get the job done. -- Physically "laidback" person who prefers working in a stationary position for long periods of time, and who may procrastinate on assignments. (SAMPLE REPORT - Not for Resale or Distribution.)

Flexibility
FLEXIBILITY - Level of flexibility, creativity, integrity and adaptability to change -- Likes having structured guidelines and rules to follow; not flexible, adaptive to change or creative, but very loyal to his company and honest and straightforward with people. (SAMPLE REPORT - Not for Resale or Distribution.)

Organization
ORGANIZATION - Desire to organize assignments to better utilize time and resources -- Extremely disorganized; needs help laying out priorities. Needs a position not heavily detail-oriented. (SAMPLE REPORT - Not for Resale or Distribution.)

Communication
COMMUNICATION - Ability to communicate and willingness to share knowledge with others to achieve common goals -- Extremely outgoing; enjoys and needs constant interaction with people during the day. Will also need to develop good listening skills for better communication. (SAMPLE REPORT - Not for Resale or Distribution.)

Emotional Dev
EMOTIONAL DEVELOPMENT - Level of ego and confidence -- Patient, mature individual who seldom becomes impatient with situations or people. Could tend to procrastinate when action is needed. May be overly self-confident. (SAMPLE REPORT - Not for Resale or Distribution.)

Assertiveness
ASSERTIVENESS - Cooperativeness versus the tendency to be opinionated -- Able to deal with most people in a firm, yet respectful, manner. Good degree of dominance for most positions. (SAMPLE REPORT - Not for Resale or Distribution.)

Competitiveness
COMPETITIVENESS - Desire to compete against others and win vs. desire to work as part of a team -- Can work as part of a team, or through individual pursuits. Desires to excel. (SAMPLE REPORT - Not for Resale or Distribution.)


Copyright 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)

Name: Joe Applicant Date: 2/12/2004
Company: Page: 3

----- Personality Structure, cont. -----

Mental Toughness
MENTAL TOUGHNESS - Ability to handle negative aspects of job as well as ability to exhibit empathy towards others -- Good ability to handle job pressures and problems; also able to show concern for others. (SAMPLE REPORT - Not for Resale or Distribution.)

Questioning /Probing
QUESTIONING/PROBING - Desire to question and probe, rather than accepting things at face value -- Is neither overly gullible, nor overly cynical. Can question to discern motives without appearing untrusting. (SAMPLE REPORT - Not for Resale or Distribution.)

Motivation
MOTIVATION - Achievement orientation and internal motivation to initiate changes and take risks in order to advance -- Needs some security in a position, but always has the urge to achieve more. Will respond well to added incentives such as commissions and bonuses. (SAMPLE REPORT - Not for Resale or Distribution.)


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

Distortion
DISTORTION - Proper vs. improper reporting -- Gave good, frank answers about self. (SAMPLE REPORT - Not for Resale or Distribution.)

Equivocation
EQUIVOCATION - Certainty of personal response -- Accurate; represented self clearly and consistently. (SAMPLE REPORT - 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.

Copyright 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)

Name: Joe Applicant Date: 2/12/2004
Company: Page: 4

Mental Aptitudes - for Supervisor position
  1  2  3  4  5  6  7  8  9
MENTAL ACUITY Slow Learn 
             [X......]
Quick learn
BASIC MATH Low Skills 
                   [...X...]
High Skills
NUMERICAL PERCEPTION Imprecise 
                [......X...]
Accurate
Personality Dimensions - for Supervisor position
  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
Validity Scales - for Supervisor position
  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 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)

Name: Joe Applicant Date: 2/12/2004
Company: Page: 5




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 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)

Name: Joe Applicant Date: 10/18/2005
Company: Page: 6
Interview Questions for Energy

Energy - Measurement of the individual's energy and drive as it relates to handling assignments and projects. 
  -----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, in your former job, when you procrastinated and failed to complete a project on time. What were the circumstances and what was the outcome? What did you learn from this situation? Did the candidate admit to ever having a problem due to procrastinating? Was the candidate able to resolve the issue without serious ramifications occuring? Does it appear the candidate learned from his or her mistake?

Describe for me a stressful situation in your last job which you handled better than others. Why do you feel you handled the pressure better? Do you tend to handle most stress and pressure in this manner? Did the candidate disclose coping skills he or she possesses in order to deal with pressure? Does the candidate claim to typically handle pressure better than most? Regarding the situation the candidate described, was it a good example of exemplary stress-coping skills? Did the candidate mention that he or she is involved in action-oriented activities such as sports, exercise, etc., which would help control stress?

How much of the time, in your former job, did you move around versus the amount of time you spent sitting still, perhaps behind a desk? Which do you prefer? Will the candidate typically work behind a desk or in a stationary position, or does the position call for an extremely high energy level? Did the candidate mention that he or she can handle either type of job responsibilities?

Tell me how you were best motivated to complete tasks in a timely manner in your previous position. Are you usually able to discipline yourself to reach deadlines, or do you appreciate outside pressure?

Does the candidate require pressure from others in order to complete work on time? Is the candidate able to set personal deadlines and reach them. Does the candidate appear to be "laidback?"
Copyright 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)

Name: Joe Applicant Date: 10/18/2005
Company: Page: 7
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?

Copyright 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)

Name: Joe Applicant Date: 10/18/2005
Company: Page: 8
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 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)

Name: Joe Applicant Date: 10/18/2005
Company: Page: 9
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 you or a team member failed to listen attentively and problems arose due to misunderstanding/s. Does the candidate have a firm understanding of the importance of listening? During the interview, did the candidate interrupt or appear to not listen to what you were saying? Does the candidate appear enthusiastic and positive, or just loud and boisterous?

Tell me about the most difficult person you've ever dealt with in trying to build rapport. How did you finally break through and get to know that person? Does the candidate appear to have a skill in developing rapport with strangers? Is the candidate interesting and someone who exhibits interest in others?

Give me an example of a time when someone warned you not to talk so much. How have you learned to control your high level of sociability? Is the candidate willing to admit that at some time in the past, he or she has been cautioned about talking too much? Does it appear that this is still a problem with the candidate?

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? Are these desired changes logical, mature and do they show good judgment?

Copyright 1999 Candidate Resources, Inc.
(SAMPLE REPORT - Not for Resale or Distribution.)