Candidate: Samantha Garrett. Date: 04/02/2012

Transcription

1 Docment Control / Records Management Technician Assessment Report 04/02/ To Improve Prodctivity Throgh People.

2 Docment Control / Records Management Technician Assessment Report 04/02/2012 Prepared For: Resorce Associates Prepared by: John Lonsbry, Ph.D. & Lcy Gibson, Ph.D., Licensed Indstrial-Organizational Psychologists The following pages represent a report based on the reslts of a psychological assessment. The profile presented below smmarizes key reslts in each area compared against general poplation norms (indicated by the descriptors Low, Below Average, Average, Above Average, and High) and with norms for high performers in the type of job for which the candidate is applying (indicated by the shaded areas). The candidate's score is indicated by the diamond symbol : ALL RESULTS SHOULD REMAIN STRICTLY CONFIDENTIAL Agreeableness Low Below Average Average Above Average High Conscientiosness Cstomer Service / Responsiveness Detail Mindedness Emotional Stability / Resilience Intrinsic Motivation Orderliness Qiet Social Style Togh Mindedness Work Drive copyright 2012 Resorce Associates Page 2 of 7

3 Docment Control / Records Management Technician Assessment Report Aptitde Assessment General Reasoning 0-10% Percentile Range X Top 10% Explanation of Cognitive Aptitde Scores: The aptitde scores in this section reflect percentile rankings -- not percent correct on the test. With percentiles, the average is the 50%ile. Half of the people score below this score and half score above it. As another example, if a person scores 80-89%ile on a specific test in this report, it means that they scored as well as or better than 80-89% of the norm grop, bt not as high as 11-20% of the norm grop. The Overall Cognitive Aptitde is an average of the separate aptitde sections given to this candidate. The lower the Overall Cognitive Aptitde score, we predict that the candidate will have difficlty learning new information and making decisions. For example, if they are well experienced in their occpation, they may be able to contine to perform well practiced tasks adeqately, bt have difficlty learning new things. As sch, they will need additional training time and more spport from spervisors. People who prodce lower Overall Cognitive Aptitde scores generally prefer tasks that call for specific responses rather than ones reqiring insightfl soltions. They are also slower in processing information and are often easily overwhelmed by complex problems, especially ones they have not dealt with before. The higher the Overall Cognitive Aptitde score, the more we predict that the candidate will learn qickly, pick p a lot of new information on their own withot needing to be trained, handle a large information load easily, make decisions in an efficient manner, and show a great deal of insight abot how to solve new and complex problems. copyright 2012 Resorce Associates Page 3 of 7

4 Docment Control / Records Management Technician Assessment Report Personality Assessment Strengths: She will sally be agreeable and congenial in her interactions with other people. Unless she is particlarly pset abot something at work, yo can expect her to avoid argments and contentios interactions. She is moderately conscientios and trstworthy in the way she works. Samantha flfills most commitments and expectations, thogh she also makes p her own mind abot when and how she will do so. Care and attention is given to her work to ensre that the final reslts will meet everyone s expectations. Samantha takes pride in the qality of her work prodcts. She has a sond level of emotional stability. Samantha will be able to take most forms of job stress in stride. She will remain reasonably calm dring work crises. Strongly motivated by the inherent enjoyment of the everyday work experience, Samantha will enjoy coming to work everyday if the tasks and environment fit her preferences. She consistently looks for meaningfl assignments and tasks. Samantha is qiet and introverted, not needing mch social contact. Samantha focses her energies on what needs to be done and can immerse herself in her work. She is very systematic and orderly in her work. Samantha shold be good at managing information and keeping things organized. She sally relies on logic and factal evidence in assessing sitations, problems, and people. Samantha tends to be togh-minded and realistic in her views and decisions. copyright 2012 Resorce Associates Page 4 of 7

5 Docment Control / Records Management Technician Assessment Report Developmental Concerns: She can sometimes be npleasant or difficlt to deal with when interacting with other people. Samantha may need some feedback abot being more consistently pleasant and congenial in her interactions with coworkers. Samantha may occasionally be nreliable in the way she performs her job. She may sometimes need to be reminded abot the need to be more conscientios abot doing things as expected. She cold strengthen her commitment to providing responsive, high-qality service to cstomers. Samantha needs to work on placing more emphasis on activities that lead to cstomer satisfaction and retention. As an introverted person, Samantha probably will not commnicate very often with her manager or peers, so yo may need to qestion her abot how things are going or if she has any concerns. People may view her as rather impersonal and aloof from day to day activities in the workplace. She may not be particlarly good at reading or nderstanding other people. Samantha cold try harder to tne into the feelings of the people she works with and behave in a more considerate manner. She may sometimes have difficlty relating to or nderstanding people who are tender -minded and feeling-sensitive. Samantha may not always work hard enogh to meet heavy or nsal work loads. When extended overtime or an irreglar work schedle is reqired, she may not consistently invest enogh time and energy into her job to meet its demands. copyright 2012 Resorce Associates Page 5 of 7

6 Docment Control / Records Management Technician Assessment Report INTERVIEW QUESTIONS After reviewing the assessment reslts for this candidate, yo may want to condct a strctred interview to frther explore and clarify some specific concerns. The interview qestions listed below reflect areas of concern raised by the assessment reslts. Yo shold keep asking qestions ntil yo have gained confidence in yor assessment of the candidate. Yo can se some or all of these qestions when interviewing the candidate. Yo will probably want to cstomize these qestions to best fit yor style and what yo already know abot the candidate as well as the job for which s/he is being considered. Most of these are behavioral description items which ask the candidate to describe specific behavior on the job. Some additional probes which yo might want to se with individal qestions are: * When did this take place? * What factors led p to it? * What were the otcomes? * What did others in the organization say abot this? * How often has this type of sitation arisen? CUSTOMER SERVICE No matter how hard yo try, some cstomers are rde, annoying, or impossible to please. Describe the most difficlt cstomer yo have had to deal with and what efforts yo made to accommodate him or her. Describe a sitation where yo went above and beyond yor job description to make a cstomer satisfied. [Probes: What did yo do? What was the otcome? How often has this type of thing happened in the last year?] Tell me abot a time when yo had to reconcile competing demands from the cstomer with company demands or needs. Tell me abot a time when a cstomer gave yo a difficlt problem to solve. There are limits to how far an employee shold go to try to satisfy cstomer demands and reqests. Describe the criteria yo se to decide when that limit has been reached. INTRINSIC MOTIVATION Tell me which factors define sccess for yo in a job. Describe how yor feelings of job satisfaction are affected by how mch challenge and variety yo have at work. Tell me what yo wold do if yor job became repetitive and rotine. Describe the kind of work that really motivates yo. ORDERLINESS Tell me abot a time when yo organized the elements or parts of a project into a larger whole and came p with an integrated system. copyright 2012 Resorce Associates Page 6 of 7

7 Docment Control / Records Management Technician Assessment Report Describe how yo se details to make plans and develop long-term strategies. Tell me abot a time when yo were so focsed on details that yo got bogged down and spent too mch time on a task or assignment. Describe yor approach to doing long-range planning and strategic development on yor job. TOUGH-TENDER-MINDED Describe a time when yo made an important decision based primarily on an objective analysis of facts and data. (Compare the candidate s answer on this qestion with answers to the next qestion in terms of level of detail and enthsiasm.) Describe a time when yo made an important decision based on yor personal feelings, vales, and intition. Describe a sitation where yo dealt with an employee (or peer) who was consistently negative in meetings or when interacting with other employees. What did yo do? What were the reslts? Describe a time when someone at work responded emotionally to something yo said or did. How did yo respond? What was the reslt? WORK DRIVE Under what conditions, if any, do yo think a company has a right to ask its employees to work long hors? What is the pper limit for yo on how many hors/week yo are willing to work on an ongoing basis to meet the demands of yor job. Describe some ways that yo think yor commitment to yor family or personal life away from the job may have limited yor advancement opportnities or earnings potential. How do yo feel abot this? What are the potential problems associated with a company expecting too mch overtime from their employees or encoraging them to become workaholics? Describe how yo keep work separate from yor home and personal life and how yo keep job demands from intrding on yor free time. Under what sitations wold yo be willing to work overtime and weekends for yor job? How long wold yo be willing to do so? The information contained in this report is Resorce Associates, Inc. bsiness information intended only for the se of the individal or entities named above. If the reader of this report is not the intended recipient yo are hereby notified that any dissemination, distribtion or copying of this report is strictly prohibited. If yo have received this report in error, please notify s immediately at (800) or by sending to info@resorceassociates.com. copyright 2012 Resorce Associates Page 7 of 7