CANDIDATE FEEDBACK REPORT KATHERINE ADAMS

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1 CANDIDATE FEEDBACK REPORT KATHERINE ADAMS Report Date: 24 Aug 2016 Position: Example Position Client/Company: ABC Company Assessments Included Report Interpretation Module Assessment Date Results Valid Until Cognitive Ability Test (RCAT) 16 Aug Aug 2017 Work Safety Assessment - Short Form (RWSA-SF) 16 Aug Aug 2017 Work Reliability Scale (RWRS) R 16 Aug Aug 2017 Emotional Intelligence Test (MSCEIT) 16 Aug Aug 2017 Theme Park Hero (RTPH) 16 Aug Aug 2017 Skills Tests: Mechanical Reasoning 16 Aug Aug 2017 Please note: R You had previously completed this assessment and chose to release your results to be considered for this position. This multi-media presentation provides a guided tour of the candidate feedback report content and structure to support the interpretation of the results. Please note this presentation relates to a generic example and not your actual results. Notice To Report Recipient Revelian's involvement in the recruitment process is limited to providing the prospective employer with information regarding the relevant attributes of candidates as measured by Revelian assessments. Therefore it is the prospective employer that makes final selection decisions. As outlined in the "Important Considerations" sections of this report, such information is considered, where possible, in conjunction with that obtained via other selection methods.

2 The following report describes your performance on five of Revelian's assessments. You completed these tests as part of your application for the position of Example Position. Your performance is detailed below. REPORT INTERPRETATION AND SUPPORT Revelian provides a variety of supporting resources and options to ensure appropriate interpretation of your reports. Support Resources 1. Report Interpretation Modules appear throughout this report to help you interpret the information presented. These are accessible by clicking on the link provided to view an online presentation providing a generic overview of the content and structure of the report. The modules are designed to help support your interpretation of the results. Please click the media icon to view the Candidate Feedback Report Interpretation Presentation ( 2. Psychologist Support If you have a query that you would like addressed please visit our FAQ page. If your query is not addressed, you can submit an online support form that will be responded to within two business days

3 REVELIAN COGNITIVE ABILITY TEST REPORT INTERPRETATION For further details regarding the interpretation of the results presented below, please view the following online Report Interpretation presentation. This learning module explains how to interpret this specific section of the report and extract additional meaning from the results presented. Please click the media icon to view the Revelian Cognitive Ability Report Interpretation Presentation ( BACKGROUND INFORMATION To perform well at work, people draw upon their own unique strengths that they have developed over time. Some people for example, are very good at thinking critically and solving problems. This is what the RCAT measures as research has shown these qualities to be commonly linked to job performance. Other people may not consider thinking critically and solving problems to be strengths of theirs but will instead draw upon such things as their work experiences, interpersonal skills, and motivation to perform well on the job. Therefore people differ significantly in the personal qualities they rely upon most to do their job well. The RCAT results that follow serve to indicate the extent to which critical thinking and problem solving are likely to be strengths for you or whether it is more probable that you will apply other qualities to enhance your performance at work. ANALYSIS After you completed the RCAT, your test score was calculated by totalling the number of correct responses that you provided to the various types of test questions. This total score therefore reflects your overall performance on the test. On its own however, a test score does not provide a meaningful indication of your critical thinking and problem solving qualities. For this reason, your score was compared with a selected group of people, in this case, a sample of candidates assessed for a variety of roles. This group was the most appropriate to the position of those available for selection. In comparing your test score to those obtained by the comparison group, the proportion of the comparison group that your score exceeded was determined. Your score was also given a classification to describe the range in which it fell. These classifications represent different parts of the "normal" curve that is produced when the scores of large groups of people are plotted. This curve is shown below.

4 RESULTS AND INTERPRETATION As Figure 1 shows, your score on the test exceeded 86% of a sample of candidates assessed for a variety of roles. This result suggests that in relation to this group, there is a high likelihood that critical thinking and problem solving are strengths of yours. People possessing these strengths do so because they are very capable of processing information effectively, encompassing its acquisition, evaluation, storage, and application. Accordingly, in addition to being able to successfully reason and solve problems, they are noted for their ability to develop a greater knowledge of the job and to do so more rapidly, to make effective decisions, and to respond appropriately to new or complex situations. From an employer s perspective, these are highly desirable employee behaviours. Figure 1. Your Test Result Relative to the Comparison Group Important Considerations This report served to indicate, in relation to a comparison group, the extent to which critical thinking and problem solving are likely to be strengths of yours. Although inferences can be made about these qualities from your test result, the RCAT did not attempt to assess other qualities that may be important for job performance. Therefore although critical thinking and problem solving are strengths of yours, this is in addition and not to the exclusion of other noteworthy qualities you may possess. Other qualities important for job performance may best be understood using other selection methods such as a résumé review, interview, or reference check. Therefore where possible, the findings from the use of different selection methods are considered when judgements are made about the strengths you will draw upon to perform well at work.

5 REVELIAN WORK RELIABILITY SCALE The following report describes your results on the Revelian Work Reliability Scale (RWRS) that you completed as part of your application for the position of Example Position. This assessment asked a number of questions regarding your beliefs and attitudes regarding various work-related issues, including theft and honesty. REPORT INTERPRETATION For further details regarding the interpretation of the results presented below, please view the following online Report Interpretation presentation. This learning module explains how to interpret this specific section of the report and extract additional meaning from the results presented. Please click the media icon to view the Revelian Work Reliability Scale Report Interpretation Presentation ( BACKGROUND INFORMATION People vary in their attitudes and beliefs regarding theft and honesty. Some people hold quite lenient or accepting attitudes towards theft and dishonesty in certain situations, while others have attitudes that are more strict. By determining these attitudes, prospective employers can identify candidates who are most suited to the culture and attitudes within their organisation. The RWRS measures the extent to which your own attitudes could be considered lenient or strict when compared to the attitudes of others. The scale includes questions that address the full range of attitudes from very lenient to very strict. As such, some questions may seem to suggest that almost everyone has engaged in dishonest or theft-related behaviour, while other questions may seem to suggest such behaviours never occur. By considering your responses to this full range of questions, the RWRS is able to reliably place your own attitudes on a scale from lenient to strict. RESULTS AND INTERPRETATION Your responses to the assessment were compared to those of a large group of job applicants who have also completed this measure. This comparison process allows us to place your results on a scale ranging from lenient and accepting, to severe and strict. Based on your responses, your result was placed in the range displayed below in Figure 2. Figure 2. Your Results Relative to the Comparison Group

6 Important Considerations This report served to indicate, in relation to a comparison group, the extent to which your attitudes towards workrelated issues, including theft and dishonesty, were more lenient or strict in nature. Although statements can be made about these attitudes from your test result, the RWRS did not attempt to assess other qualities important in determining your suitability for the position of Example Position. These other qualities may best be understood using alternate selection methods such as a resume review, interview, or reference check. Therefore where possible, the findings from the use of different selection methods are taken into account when considering your current application.

7 REVELIAN WORK SAFETY ASSESSMENT - SHORT FORM The following report describes your results on the Revelian Work Safety Assessment - Short Form (RWSA- SF) that you completed as part of your application for the position of Example Position. This assessment asked a number of questions regarding your beliefs and attitudes regarding various work-related safety issues. REPORT INTERPRETATION For further details regarding the interpretation of the results presented below, please view the following online Report Interpretation presentation. This learning module explains how to interpret this specific section of the report and extract additional meaning from the results presented. Please click the media icon to view the Revelian Work Safety Assessment - Short Form Report Interpretation Presentation ( BACKGROUND INFORMATION People vary in their attitudes and beliefs regarding safety. Some people naturally have a strong focus on safety, while others' focus on safety may not be as strong. By determining an individual's overall level of focus on safety, prospective employers can identify candidates who are most suited to the culture and environment within their organisation. The RWSA-SF measures the extent to which your attitudes and beliefs indicate a focus on safety, when compared to the attitudes of others. The assessment includes a range of questions on topics relevant to safety such as accidents, risk and stress. By considering your responses to these questions, the RWSA-SF is able to reliably place your level of focus on safety on a scale that ranges from relatively low to relatively high. RESULTS AND INTERPRETATION After you completed the RWSA, your responses were compared to those of a large group of job applicants who have also completed this measure. This comparison process allows us to place your results on a scale, indicating your level of focus on safety. Based on your responses, your result was placed in the range displayed below in Figure 3. Figure 3. Your Results Relative to the Comparison Group

8 Important Considerations This report served to indicate, in relation to a comparison group, your overall level of focus on safety. Although statements can be made about your focus on safety from your test result, the RWSA-SF did not attempt to assess other qualities important in determining your suitability for the position of Example Position. These other qualities may best be understood using alternate selection methods such as a resume review, interview, or reference check. Therefore where possible, the findings from the use of different selection methods are taken into account when considering your current application.

9 EMOTIONAL INTELLIGENCE TEST (MSCEIT) REPORT INTERPRETATION For further details regarding the interpretation of the results presented below, please view the following online Report Interpretation presentation. This learning module explains how to interpret this specific section of the report and extract additional meaning from the results presented. Please click the media icon to view the Emotional Intelligence Test Report Interpretation Presentation ( BACKGROUND INFORMATION People vary in the way they recognise and perceive emotions and how they then choose to manage and utilise emotions during their day-to-day activities. Some people are naturally able to identify and understand their own and others emotions and use those emotions to both inform and enhance their interactions with those around them. Others may not be as emotionally-skilled and will rely on other features of the environment to help in determining their actions and behaviour. Research indicates that by determining an individual's ability to understand and use emotions, prospective employers can identify candidates who are more effective in working with and managing others. The MSCEIT measures your capacity to understand your own and others emotions and to use emotions to enhance thought. This includes your ability to recognise emotions, use emotions to problem solve, to understand emotions and manage them appropriately. The MSCEIT contains a variety of question types including faces, pictures, situations and scenarios involving emotion. Such questions may have appeared quite different from questions you have completed on other measures and may not have appeared to directly relate to the position of Example Position. These items measure the subtle skills of emotional intelligence and provide a stable assessment of these emotional abilities. RESULTS AND INTERPRETATION After you completed the MSCEIT your score was calculated from your responses across all sections and questions of the test. This total score reflects your overall capacity to understand emotion and use emotion to enhance thought. On its own however, your score does not provide a meaningful indication of these abilities. For this reason, your score was compared with a large group of people who have also completed this assessment. In comparing your score to those obtained by this general comparison group, the proportion of the comparison group that your score exceeded was determined. Your score was also given a classification to describe the range in which it fell. These classifications represent different parts of the "normal" curve that is produced when the scores of large groups of people are plotted. This curve is shown below. As Figure 4 shows, your score on the test exceeded 82% of the comparison group. This result suggests that in relation to this general group, there is a high likelihood that these emotional abilities are strengths of yours. To promote your performance at work, it is therefore probable that you will use these abilities in your interactions with others.

10 Figure 4. Your Test Result Relative to the Comparison Group Important Considerations This report served to indicate, in relation to a comparison group, the extent to which understanding emotions and using emotions to enhance thought are likely to be strengths of yours. Although statements can be made about these qualities from your results, the MSCEIT did not attempt to assess other qualities important in determining your suitability for the position of Example Position. These other qualities may best be understood using other selection methods such as a resume review, interview, or reference check. Therefore, where possible, the findings from the use of different selection methods are taken in account when considering your current application.

11 REVELIAN THEME PARK HERO REPORT INTERPRETATION For further details regarding the interpretation of the results presented below, please view the following online Report Interpretation presentation. This learning module explains how to interpret this specific section of the report and extract additional meaning from the results presented. Please click the media icon to view the Revelian Theme Park Hero Report Interpretation Presentation ( BACKGROUND INFORMATION Revelian Theme Park Hero is a game based psychometric assessment in which you assumed the role of a theme park manager overseeing the operation of the park by completing fun and engaging tasks. This assessment was most likely very different to those you may have completed in the past. While RTPH is designed to be a fun and engaging experience, there is a serious side to this assessment as it measures several traits and abilities that have strong links to job performance. These include the ability to think quickly and find solutions to problems. People differ in their capacity to display these traits and abilities. Some people have strengths in these areas while others have strengths in different areas, such as their work experiences, interpersonal skills, training and education, and interest and motivation to perform well on the job. Therefore people differ significantly in the personal and professional qualities they rely upon to do their job well. The results that follow serve to indicate the extent to which thinking quickly and finding solutions are likely to be strengths for you or whether it is more probable that you will apply other qualities at work that are not measured by this assessment. ANALYSIS After you completed RTPH, your assessment score was calculated by analysing your response pattern and game play details. A total score was derived from this, which reflects your overall performance on the assessment and was compared with a large group of people who have previously completed RTPH. The proportion of this group that your score exceeded was then determined. Your score was also given a classification to describe the range in which it fell. These classifications represent different parts of the "normal" curve that is produced when the scores of large groups of people are plotted. This curve is shown below. RESULTS AND INTERPRETATION As Figure 5 shows, your score on the assessment exceeded 95% of the comparison group. This result suggests that in relation to this group, there is a high likelihood that thinking quickly and finding solutions are strengths of yours. It is likely that you will draw upon these qualities to promote your performance at work. From an employerâ s perspective, these are highly desirable qualities.

12 Figure 5. Your Assessment Result Relative to the Comparison Group Important Considerations This report served to indicate, in relation to a comparison group, the extent to which the job relevant skills and abilities measured by RTPH are likely to be strengths of yours. Although inferences were made about these qualities from your test result, RTPH did not attempt to assess other qualities that may be important in determining your suitability for the position of Example Position. These qualities may be best understood using other selection methods such as a resume review, interview, or reference check. Therefore, where possible, the findings from the use of different selection methods are taken into account when considering your current application.

13 SKILLS TESTS The following report describes your performance on one or more Revelian Skills Tests. You completed these tests as part of your application for the position of Example Position. Your performance is detailed below. REPORT INTERPRETATION For further details regarding the interpretation of the results presented below, please view the following online Report Interpretation presentation. This learning module explains how to interpret this specific section of the report and extract additional meaning from the results presented. Please click the media icon to view the Skills Test Report Interpretation Presentation ( BACKGROUND INFORMATION Each skills test consists of a set of questions or tasks that assess a sample of the knowledge or skills required to perform specific tasks and jobs. By using skills tests as part of the recruitment process, employers can ensure that prospective employees have the knowledge or skill required to perform well in the role. Skills test results may also be used to guide decisions regarding the training and induction of new employees. Each skills test has been developed and reviewed by subject matter experts to ensure that the test questions reflect a representative sample of the skills or knowledge required in specific jobs, are non-biased, and meaningful. ANALYSIS Each test consists of a set of questions or tasks that are marked based on your responses. Note that in calculating your final score, some questions or tasks may be weighted more highly than others. For most tests, the following information is available: Questions Correct: This is the number of questions you answered correctly. Percent Correct: This is the percentage of questions you answered correctly. For example, 5 questions correct out of 10 would be scored as 50%. Global Average: Most of the skills tests have been taken by a large number of candidates from all over the world. The global average is the average percentage of questions answered correctly, calculated across all test takers. Percentile Ranking: This is the percentage of other test takers who have scored lower than you, calculated across all test takers globally. For example, a percentile ranking of 20 indicates that you score has exceeded 20 percent of other test takers. Some tests also include additional information that is specific to the skill being tested. For example, tests of typing include results such as words typed per minute. RESULTS The results you achieved on each skills test are shown overleaf. When interpreting your scores be aware that there are no specific "cut-off" marks or "pass" marks for the tests. Rather, your results are simply used to give an indication of your knowledge within the specific areas examined.

14 SKILLS TEST: MECHANICAL REASONING Elapsed Time: 00:07:39 Questions Correct: 20 out of 25 Percent Correct: 80% Percentile Ranking: 80 Global Average: 64% Test Description The Mechanical Reasoning assessment evaluates the basic Mechanical Aptitude of a prospective applicant. Topics focus on understanding simple machines, mechanical principles, pulleys, gears, levers, and pendulums. Assessments for Basic Industrial Skills, Math and Reasoning Skills, and Basic Ruler Reading are also available. Important Considerations When considering your skills test results it is important to note that the questions in the tests examine only a sample of the skills and knowledge that may be required in the role for which you are being considered. While the results provide an assessment of skills and knowledge in the sampled areas, it is important to note that other skills, knowledge, attributes and abilities will also be required in the job. For these reasons, skills testing forms only a part of the selection process for the position to which you have applied. Skills test results relating to a candidate are therefore considered, when practicable, in conjunction with other information when judgements are made about who will be offered a position.