TestFirst Hiring Personality Assessment Results

Transcription

1 TestFirst Hiring Personality Assessment Results Assessment for: Brittany Linton Phone: None Specified None Specified Assessment Date: 4/29/2016 Position: Receptionist Job Fit Rating - 70 % The Job Fit Rating is a general guideline indicating the degree to which an individual's assessment results fall within the desired range for the position profile selected. This assessment should be used as part of the overall employment cycle. It is important to consider the experience of the individual as indicated on his/her application/resume as well as the individual's personal interactions. Top 5 Position Job Fit Ratings new car sales and leasing 70 % Receptionist 70 % SALES MANAGER 50 % ACCOUNTING CLERK 50 % F&I 45 % Page 1 of 16

2 Work Habits Customer Service Aptitude - A The Customer Service Aptitude is a general guideline indicating the degree to which an individual possesses the core traits needed for success in most positions that require customer service. An "A" rating indicates that the individual possesses traits that are likely to be a good Customer Service Aptitude. Dependability Rating - A The Dependability Rating is a measurement of an individual's level of integrity, flexibility, patience, and stress. The Dependability Rating is a general guideline as to the dependability of the individual with regard to tardiness and/or absenteeism, adherence to policies and procedures, and reliability. An "A" rating indicates that the individual possesses the personality traits of a dependable and reliable worker. Mental Aptitudes Mental Alertness Brittany is low-average in Mental Alertness, indicating he/she is slower in his/her thinking, comprehension and reasoning ability than is needed for more difficult tasks. He/She will need to take time to make a decision or solve a more challenging problem, particularly if the situation involves data which is unfamiliar to him/her. Some level of supervision and thorough training will need to be available until he/she is proficient in the job. Business Terms Brittany Linton has an average understanding of business terminology obtained either on the job or in a business class. Memory Recall Brittany is very interested in events happening in the world around him/her and should have a strong knowledge of competitive information and techniques, as well as economic trends which relate to his/her job. Vocabulary Brittany's vocabulary is average and should enable him/her to communicate with others adequately. He/She may not have the ability to communicate or understand detailed, complex information, however. Perception Brittany Linton's average Perception score indicates that he/she can handle detail work, but his/her work will have to be checked for mistakes. A vision problem, tension, or carelessness may affect the Perception score. Page 2 of 16

3 Mechanical Interest Brittany Linton shows little or no interest in machines and may prefer not to work with mechanical equipment. Please note that this mental aptitude measures interest, not mechanical ability. Personality Structure Energy Brittany has a low Energy and drive level. He/She handles work-related pressure well and tension usually does not cause a problem, but he/she may not approach projects or assignments as energetically as is needed to complete the job within the prescribed timeframe. This score should be checked against the distortion score, as individuals who distort often depict themselves as being more calm than they actually are. Character Strength Brittany Linton has a good sense of integrity and is an ethical individual who is focused on what he/she wants to accomplish. He/She will also be flexible and adaptable to change, as well as able to handle multiple job demands and assignments. He/She is also interested in obtaining customer satisfaction by providing good service. He/She can be creative or stick with the "tried and true," depending on the circumstances. Even though he/she will try to generate new solutions to problems, and new ways to use existing applications of products or services, he/she will be concerned about quality prior to implementing a change. He/She can be inventive, but will test his/her new ideas and concepts to be certain any risks involved are minimal. Work Habits Brittany prefers to organize projects and plans in advance. He/She makes good use of the time and resources made available to him/her to reach Work goals and priorities. He/She still likes the freedom, however, to reschedule his/her day to accommodate emergencies or problems. Communication Brittany Linton enjoys working with people and is a very open, sharing collaborator. He/She easily and comfortably articulates his/her own feelings, ideas and knowledge to others. He/She would not be happy in an environment where he/she has no opportunity to interact with others. Emotional Maturity Brittany has a very high self-esteem and an extreme degree of self-confidence. He/She believes in him/herself and is very self-reliant. He/She has the ability to handle a great deal of pressure and seldom loses his/her patience with others, but may be overly tolerant at times. This score should be checked against the distortion score, as individuals who distort often portray themselves as more patient than they actually are. Page 3 of 16

4 Dominance Brittany Linton will express his/her opinions and effectively and professionally defend his/her decisions and ideas when challenged, but is also willing to consider the ideas of others. He/She will have the ability to influence others and direct their activities without appearing too aggressive or overbearing. Competitiveness Brittany works well with others, but is more concerned with maintaining harmony than participating in individual competition. He/She sees life as an experience to enjoy, rather than a struggle to win, and lacks a strong sense of competitiveness. At times, he/she may place so much emphasis on friendships that effectiveness and productivity suffer. Mental Toughness Brittany Linton can empathize with co-workers, team members, customers and others, but has enough Mental Toughness to deal with negative aspects of the job. He/She can work long hours meeting critical deadlines and other Work objectives, without becoming unduly discouraged, and only occasionally will need reinforcement and support. Optimism Brittany Linton tends to accept most instructions, directives and information at face value, seldom questioning or probing to better understand the situation. He/She appears to have a very positive, enthusiastic working attitude and is trusting of others. If problem-solving or troubleshooting complex issues, his/her effectiveness could be reduced by his/her limited probing skills. Work Motivation Security, rather than recognition for achievement, is Brittany's primary motivator on the job. He/She appreciates working for a company which can provide him/her income security, long-term benefits and predictable working hours in a stable environment free from risks. He/She will put in occasional long hours and extra effort to complete a project successfully, but will do so more out of a feeling of insecurity rather than a desire to be recognized for achievements. Validity Scales Distortion Brittany is not willing to reveal a number of his/her personality traits. The results of the Personality Dimensions must be viewed with diminished accuracy. Equivocation He/She has scored within our acceptable equivocation range. Page 4 of 16

5 Caution: This assessment indicates the applicant is not willing to reveal a number of personality traits. Therefore, the Personality Dimensions could be inaccurate. Page 5 of 16

6 Testing Results Mental Aptitudes Aptitude Description Stanine Description Raw Score Mental Alertness Slow to Learn Quick to Learn 24 Business Terms Memory Recall Poor Business Vocabulary Ignores Current Knows Business Language Knows Current Events 9 Events Vocabulary Low Word Knowledge High Word Knowledge 32 Perception Mechanical Interest Low Scanning Accuracy Low Mechanical Interest High Scanning Accuracy High Mechanical Interest 13 3 Personality Dimensions Aptitude Description Stanine Description Raw Score Energy Restless Calm 12 Character Strength Situational Morality Traditional Morality 2 Work Habits Disorganized Planful 11 Communication Detached Gregarious 10 Emotional Maturity Impatient Tolerant 16 Dominance Submissive Assertive 6 Competitiveness Friendship Oriented Competition Oriented 14 Mental Toughness Tender Minded Tough Minded 6 Optimism Naïve Cynical 0 Work Motivation Security Motivated Recognition Motivated 2 Validity Scales Aptitude Description Stanine Description Raw Score Distortion Very Frank Answers Exaggerates Own Honesty 8 Equivocation Chose Given Alternatives Chose Middle Answers 1 Customer Service Aptitude: A Dependability Rating: A Job Fit Rating: 70 % Profile: Receptionist Stanine: The Stanine is a system of measurements, which divides the population into nine parts. Note: The shaded areas are of primary importance with the scores in the shaded areas reflecting the most desirable range for an individual to have those characteristics. Unshaded areas 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, Character Strength, Emotional Maturity or Mental Toughness are areas of concern. Page 6 of 16

7 Leadership Traits Assessment Introduction This report section evaluates Brittany'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. Brittany may or may not be one of the better people employed in a specific organization. If Brittany 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 still a 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. Summary Report Brittany has good leadership potential in the following area(s): Organizing Facilitating Brittany's Training & Development Needs are: Planning - learn how to better plan and organize required job functions, activities and requirements. Staffing - learn how to make better staffing selections as well as how to train, motivate and lead others. Coaching - learn how to better leads others to achieve what they are capable of as well as fulfilling the requirements of the job or job functions. Page 7 of 16

8 Sales Traits Assessment Introduction This report section evaluates Brittany'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 and efficiency Changing, growing and learning new concepts and ideas Areas with good sales traits are identified in which training or development would be beneficial. Brittany may or may not be one of the better people employed in a specific organization. If Brittany 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 still a 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. Summary Report Brittany's sales potential includes the following strength(s): Persistence and Consistency Ability to meet and communicate effectively with people Ability to command respect Developing Rapport 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: Learning speed and Efficiency Setting goals to win, excel and achieve Changing, growing and learning new concepts and ideas Page 8 of 16

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. Interview Questions for Energy Energy - Measurement of the individual's energy and drive as it relates to handling assignments and projects. Rating (1-5) 1 = Very strong evidence skill is not present 2 = Strong evidence skill is not present 3 = Some evidence skill is present 4 = Strong evidence skill is present 5 = Very strong evidence skill is present Probes 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? Interpretive Guide: Did the candidate admit to ever having a problem due to procrastinating? Was the candidate able to resolve the issue without serious ramifications occurring? 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? Interpretive Guide: 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? Interpretive Guide: 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? Interpretive Guide: 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?" Page 9 of 16

10 Interview Questions for Emotional Maturity Emotional Maturity - Measurement of the individual's level of patience, self-esteem and confidence. Rating (1-5) 1 = Very strong evidence skill is not present 2 = Strong evidence skill is not present 3 = Some evidence skill is present 4 = Strong evidence skill is present 5 = Very strong evidence skill is present Probes Describe three of your greatest strengths in your previous position. Describe your three greatest weaknesses in that job. Interpretive Guide: 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. Interpretive Guide: 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? Interpretive Guide: 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? Interpretive Guide: 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? Page 10 of 16

11 Interview Questions for Competitiveness Competitiveness - Measurement of the individual's desire to compete against others and win versus desire to work as part of a team. Rating (1-5) 1 = Very strong evidence skill is not present 2 = Strong evidence skill is not present 3 = Some evidence skill is present 4 = Strong evidence skill is present 5 = Very strong evidence skill is present Probes Tell me about a time when you competed for a job, or entered into some other type of competitive endeavor, and lost. How did that make you feel? Interpretive Guide: Does the candidate get easily discouraged over failure? Does the candidate appear to take failure too personally? Does the candidate appear to have a realistic, mature outlook on trying and failing versus trying and succeeding? In a prior job, give me an example of a sacrifice you have had to make in order to be successful. Do you believe the sacrifice was worth it? Would you make that sacrifice again? Interpretive Guide: Do the candidate's ideas of what it takes to be successful fit in with the company's corporate viewpoints? Does the candidate appear to be appropriately goal-oriented, yet also realistic and mature in his or her viewpoints? Give me an example of a time when you had to ask for others' help in order to complete a difficult, challenging project. Did it bother you to have to ask for help? Why or why not? Interpretive Guide: Does it appear the candidate is team-spirited and willing to ask for others' help? Does it appear the candidate had rather fail to reach a goal than ask for someone else's help in order to reach the goal? What is the most competitive endeavor you have been part of in the last few years? Interpretive Guide: Has the candidate participated in any type of competitive endeavor recently? Was the competitive endeavor the candidate participated in a team endeavor, or one he or she worked towards and reached alone? Is the candidate goal-oriented to any degree? Page 11 of 16

12 Interview Questions for Optimism Optimism - Measurement of the individual's desire to question and probe, rather than accept instructions, directives and information at face value. Rating (1-5) 1 = Very strong evidence skill is not present 2 = Strong evidence skill is not present 3 = Some evidence skill is present 4 = Strong evidence skill is present 5 = Very strong evidence skill is present Probes 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? Interpretive Guide: 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. Interpretive Guide: 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? Interpretive Guide: 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. Interpretive Guide: 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? Page 12 of 16

13 Interview Questions for Work Motivation Work Motivation - Measurement of the individual's achievement orientation and internal motivation to initiate changes and take risks in order to advance. Rating (1-5) 1 = Very strong evidence skill is not present 2 = Strong evidence skill is not present 3 = Some evidence skill is present 4 = Strong evidence skill is present 5 = Very strong evidence skill is present Probes Tell me about a prior job in which you were highly motivated and enthusiastic about coming to work each day. What one part of the job kept you motivated? Interpretive Guide: Does the candidate have a clear understanding of what personally motivates him or her? Will these motivating factors be available to the candidate in this position? We've all had days when we only wanted to do what we had to do and little more. Tell me what, in your prior job, motivated you to do more than was expected. Interpretive Guide: Does it appear the candidate is able to motivate him or herself easily? Does the candidate expect more in the way of motivating factors than is realistic or available in this position? In your prior job, what was your greatest worry or fear? How did you deal with that worry or fear? Interpretive Guide: Does it appear the candidate worries unduly about job security? Are the candidate's worries and fears realistic? Does it appear the candidate has good coping skills to handle stress, worry, fear or change? Regarding compensation plans in prior jobs, what type of compensation plan did you most enjoy? If money was not an issue, what type of compensation plan do you believe you would most enjoy? Interpretive Guide: Will the candidate have the same type of compensation plan he or she desires? Are the candidate's ideas of an ideal compensation plan realistic and attainable in this position? Page 13 of 16

14 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 either be 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. Energy Energy - Measures drive, energy, stress level and tension, and how an individual copes with stress or pressure. You handle work-related pressure well and tension usually does not cause a problem, but being calm, you may not approach projects or assignments with as much of a sense of urgency as is needed to complete the job within the prescribed timeframe. Your self-affirmation sentence: "I vigorously undertake each task." Steps to Effect Change: 1. If you desire more achievement-oriented behavior, start making up an itinerary one week in advance and begin activities as early in the day as possible. Then, monitor yourself to see that you are following the plan as closely as possible. 2. If you are in a non-changing, lack-of-activity situation for the majority of your day, you may need to create a pattern to force activity on a consistent basis. This arrangement will create greater momentum toward a more active life. Development Materials Recommended : Development Book Suggestions: "Success Is a Journey" by Jeffrey Mayer "Goal Management at Work" by R.Hans Hilgerman Online Learning Courseware Suggestions: "AchievingBalance in Your Personal and ProfessionalLife" Page 14 of 16

15 Emotional Maturity Emotional Maturity - measures ego, self-esteem and emotional maturity compared to chronological age (age from date of birth). You are a self-assured individual with healthy self-esteem. You believe in yourself and are not easily frustrated when things do not happen as quickly as you desire. You are self-reliant, but may at times be overly tolerant and fail to take action as quickly as you should, believing everything will "work out okay." Your self-affirmation sentence: "I am an action-oriented person." Steps to Effect Change: 1. Your biggest problem lies in your tolerance level and possible procrastination when action is called for. You must learn what you can achieve if you try harder and reach for greater achievement through established goals and objectives. 2. You need to mentally stress the daily and weekly process of planning time and activities to make the right things take place for timely accomplishment. Avoid becoming complacent over any unmet goals. 3. You can seek regular counseling with others to make sure that you are not being slack about reaching your goals; ask "significant others" in your life to apply pressure, when necessary, to help you meet set goals. 4. Goal setting is highly important - write goals down and evaluate your progress daily. Tell someone close to you that you are working toward a goal; let that person urge you on! Development Materials Recommended: Development Book Suggestions: "Life By Design" by Dr. Rick Kirschner "Get Ahead! Stay Ahead!" by Dianna Booher Online Learning Courseware Suggestions: Achieving Balance in Your Personal and Professional Life Page 15 of 16

16 Competitiveness Competitiveness - reflects measurement of concern about making and keeping friendships as opposed to competing, winning and achieving individually. You do not have a strong individualistically competitive nature, preferring to enjoy life, rather than view it as a struggle to win personally. You place a strong emphasis on maintaining friendships with co-workers, and job satisfaction is measured, in part, by developing and maintaining cordial relationships with others. You would not enjoy a position in which your effectiveness was compared to others in any type of competitive ranking. Your self-affirmation sentence: "I am a winner!" Steps to Effect Change: 1. Your first attempts to compete should be toward some easily reachable goal. 2. Although competition is a basic part of life, a competitive spirit is more important in some jobs than in others. If you are cast in a role calling for a strong competitive spirit, begin by competing against your own former best efforts. Competing against yourself and achieving will instill within you greater self-confidence. 3. It's great for you to engage in some type of competitive sport or activity and really strive to win. When you see that others won't hold it against you, even if you win, you will feel more comfortable in a competitive role the next time. 4. Set a desire for a particularly desirable object, goal or result in your mind and then work hard to achieve it by setting small goals which ultimately lead to your main objective. Development Materials Recommended: Development Book Suggestions: "Get Ahead! Stay Ahead!" by Dianna Booher "Goal Management At Work" by R. Hans Hilgerman Online Learning Courseware Suggestions: Achieving Balance in Your Personal and Professional Life Page 16 of 16