Candidate: Sienna Neff. Date: 09/30/2013

Transcription

1 Chiropractic Assistant Assessment Report 09/30/2013

2 09/30/2013 Prepared For: NAME 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 Detail Mindedness Emotional Stability / Resilience Extroversion Impression Management Integrity Intrinsic Motivation Long Tenre Potential Orderliness Responsive Service Togh Mindedness Work Drive 2013 resorce associates, inc. Page 2 of 7

3 Test Percent Correct Score This score is considered to be: Filing Aptitde 96% Correct High Score Test Grammar & Spelling Test Percent Correct Score 64% Correct This score is considered to be: Below Average Explanation of this Percent Correct Aptitde Score The scoring for tests like this one is based on a percent correct calclation which is total nmber of correct answers divided by total nmber of qestions on the test. The candidate has ample time to complete each qestion, so it is possible to achieve a 100% score. Lower scores sggest the candidate will make a high nmber of errors on the job. Their basic skills in this topic area are probably lacking. If hired, yo need to consider on-the-job training in this topic area. Higher scores sggest the candidate is less likely to make mistakes of this type on the job. Their skills are adeqate to good, so they can probably improve accracy as they practice tasks on the job - especially if yo give them feedback abot errors as they occr dring job performance. We offer the following gideline: 0% to 50% correct 51% to 70% correct 71% to 85% correct 86% to 100% correct Low Score Below Average Above Average High Score Most companies are simply trying to weed ot candidates who wold have the most troble handling job tasks of this natre. If that is the case, yo need to think abot what is the lowest Percent Correct score yo will tolerate. If errors are not particlarly costly to yor operations, then yo may be able to accept candidates who score in the Below Average range. Some companies are trying to enhance the overall qality of their workforce with the se of standardized aptitde testing. If this is the case for yor company, then we advise that yo accept candidates in the Above Average or High categories. If errors of this natre case very serios problems in yor company, then yo shold only hire people who score in the High category. Grammar & Spelling Test Filing Aptitde General Reasoning %ile %ile Top 10%ile 2013 resorce associates, inc. Page 3 of 7

4 Personality Assessment Strengths: She sally gets along smoothly with other people in the workplace. Sienna tends to have amiable relations with coworkers. She is trstworthy and reliable in the way she performs her job. Sienna flfills her work commitments in a reliable manner others can cont on. She shold be able to withstand most of the stressors associated with this job. Sienna is nlikely to lose her temper, have emotional otbrsts on the job, or experience a lot of anxiety over nresolved work problems. Sienna is fairly sociable, otgoing, and amiable in her work-based interactions. She will sally be an effective commnicator. Often inclined to adjst the way she presents herself to fit the sitation she is in, Sienna sally tries to say and do things that she thinks others will like. She often tries to project a positive image to others in the workplace. She is mch more motivated by intrinsic rewards on her job than by extrinsic, tangible factors. Sienna appreciates recognition in the form of praise and recognition of her contribtions. She is also attracted to variety and personal responsibility for work otcomes. Althogh generally systematic and methodical in her work, Sienna is not regimented. She is fairly flexible in the way she responds to emergent problems and changing job conditions. Sienna emphasizes cstomer service and satisfaction in her work. She typically addresses the concerns and preferences of cstomers in a prompt, responsive manner. She is very empathetic and tned into the feelings and emotional states of the people she works with. Sienna tries to take into accont their concerns and sensitivities when drawing conclsions and choosing a corse of action. She will be able to identify signs and symptoms of morale problems in the workforce. Sienna has an average work drive, which shold be enogh to meet most job demands. She will not be an idler or a slacker on the job resorce associates, inc. Page 4 of 7

5 Developmental Concerns: Sienna can sometimes be viewed as npleasant or difficlt to deal with. She may need some constrctive feedback on the importance of being consistently corteos and agreeable in all work sitations. Her work may not meet yor expectations for accracy and attention to detail, so Sienna s spervisor needs to take extra time to review her work for errors and deficiencies. Sienna needs training on ways to do error proofing. Sienna may have difficlty keeping her emotions nder control when sbjected to high levels of job pressre and strain. She may become stressed ot by factors that most employees in this job take in stride. She may sometimes come across as insincere or misleading. Sienna cold be more straightforward in her everyday dealings with coworkers, particlarly if she wants to earn their trst and bild rapport with them. Sienna scored below-average on integrity and adherence to ethical standards. She may sometimes do things on the job that directly or indirectly violate or ndermine company rles and policies. Sienna can be too tender-minded and feeling driven at times. It may be hard for her to be objective abot work-related problems. Also, Sienna may be emotionally wonded and agitated by negative remarks and criticism from other people. Sienna may need to rev p her work drive, at times, if she is to really scceed in this job. This may necessitate going above and beyond normal effort levels to meet pressing or irreglar job demands resorce associates, inc. Page 5 of 7

6 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? EMOTIONAL STABILITY/RESILIENCE Tell me abot a time when yo had to keep on working despite having some problem or concern weighing on yor mind. [Probes: How long did it go on? How was it resolved? How often has this kind of thing happened in the last six months?] Stress is a natral part of most work environments these days. Describe a sitation where some significant form of stress has impacted yo on yor job and how yo dealt with it. Describe a sitation where yo learned to live with something stressfl at work. INTEGRITY What wold yo do if yo discovered that a coworker had been taking home office spplies withot permission and withot telling anyone? Under what conditions wold it be acceptable to ignore or bend a company rle or policy? Describe what yo wold do if yor boss asked yo to keep qiet abot some data he or she was falsifying for the annal company report. Under what circmstances wold it be OK to claim a sick day (even thogh yo were not sick) to deal with a personal problem at home? 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 resorce associates, inc. Page 6 of 7

7 ORDERLINESS All of s learn from or errors and mistakes. Tell me abot the most recent error or mistake yo learned from. [Probes: What was the error or mistake? What did yo learn from it? What did yo do to prevent it from happening again?] Tell me abot a time when yor organizational skills paid off and helped solve or prevent a problem at work. Sooner or later all employees have to make some trade-offs between working qickly and doing a sfficient qantity of work verss working precisely and doing work of the highest qality. Tell me abot an occasion at work when yo traded off qality for qantity or when time constraints forced yo to compromise on thoroghness or attention to detail. [Probe: How did yo feel abot having to make sch a trade-off?] Describe the most significant thing yo have done to help yorself become better organized 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 resorce associates, inc. Page 7 of 7