Results of The Achiever

The Achiever

Assessment For: Joe Sample
Phone:
Email:

Position:

Company:
Report Type: General

Assessment Date: 2/18/2001

For More Information
Please Contact:

Milt Cotter
Candidate Resources, Inc
2100 Highway 360 Suite 400-B
Grand Prairie, TX 75050-1047
972-641-5494 x 111
mcotter@criw.com

*The Achiever*
Name: Joe Sample	Date: 2/18/2001
Company:	Page: 1

----- Mental Aptitudes ----- Mental Acuity

‚ ƒ „ † ‡ ˆ ‰Joe, you feel comfortable solving less complex problems quickly, but probably still prefer some time in order to make good decisions on more complex issues. From a training standpoint, you probably prefer hands-on training where you can actually perform the task in front of a more experienced person until you have learned the job, rather than reading and following written instructions.

Business Terms

‚ ƒ „ … † ’ ˆ ‰You have an above-average understanding of business terminology, indicating you have had some exposure to business matters either on the job or in a business class.

Memory Recall

‚ ƒ „ … † ‡ ˆ ”You have a superior knowledge of events happening in the world around you and should be strongly aware of competitive trends, as well as the economy's affect on business.

Vocabulary

‚ ƒ „ † ‡ ˆ ‰Joe, your language skills are average and your vocabulary should be adequate for most communication needs. Highly complex information which needs to be relayed to others may be a little more difficult for you to communicate.

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 2

Numerical Perception

‚ ƒ „ … † ‡ “ ‰Your exemplary Numerical Perception score indicates that you can process data quickly and accurately.

Mechanical Interest

‚ ƒ „ … † ’ ˆ ‰You have high mechanical interest and probably have the ability to understand information regarding mechanical equipment. This aptitude, however, measures only interest, not mechanical ability.

----- Personality Structure -----
Energy

‚ ƒ „ … ‘ ‡ ˆ ‰Joe, you have a balanced energy and drive level. You can energetically tackle an assignment or project without becoming tense or losing your power of concentration.

Flexibility

‚ ƒ „ … ‘ ‡ ˆ ‰You have a good sense of integrity and are an ethical individual who is focused on what you want to accomplish. You will also be flexible and adaptable to change, as well as able to handle multiple job demands and assignments. You can be creative or stick with the "tried and true," depending on the circumstances. Even though you will try to generate new solutions to problems, you will be concerned about quality prior to implementing a change. You can be innovative, but will test your new ideas and concepts to be certain any risks involved are minimal.

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 3

Organization

‚ ƒ „ † ‡ ˆ ‰You understand the importance of organizing your time and activities, and are usually aware of your priorities. Without being overly rigid in planning, you make the best use possible of the time and resources available to you to reach goals and priorities.

Communication

ƒ „ … † ‡ ˆ ‰Having a closed communication style, you work better if you do not have to constantly interact with strangers. With people you do not know well, you seldom seek feedback, and you do not find it easy to express your own ideas and feelings to them. If you must communicate with others on a regular basis, you will be very cautious and will avoid, if at all possible, upward communication.

Emotional Dev

‚ ƒ „ … † ’ ˆ ‰Joe, you are a self-assured individual with a 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.

Assertiveness

‚ ƒ „ … † ‡ “ ‰You are an assertive individual who does not hesitate to express your own opinions and stand up for your beliefs. You like control and responsibility, and will attempt to influence others and direct activities. Since you can forcefully express your opinions and viewpoints, you can appear overly aggressive, at times.

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 4

Competitiveness

‚ ƒ „ … † ‡ ˆ ”You are extremely competitive and driven, allowing nothing to stand in the way of individual success. Rather than encourage a synergistic effort, you see life as a contest and you play to win.

Mental Toughness

‚ ƒ „ … † ’ ˆ ‰You are a mentally tough individual who can persevere in the face of obstacles. Critical deadlines, long hours, etc., do not negatively affect you, but you may not easily exhibit empathy towards others.

Questioning /Probing

‚ ƒ … † ‡ ˆ ‰You are basically trusting, but not gullible. Although you tend to accept most information, instructions and directives at face value, you will do a moderate amount of probing to better understand a situation.

Motivation

‚ Ž „ … † ‡ ˆ ‰Joe, security, rather than recognition for achievement, is your primary motivator at work. You appreciate working for a company which can provide you with income security, long-term benefits and predictable working hours in a stable environment free from risks.

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 5

----- Validity Scales -----
Distortion

‚ Ž „ … † ‡ ˆ ‰You are a secure person who is not afraid to admit your weaknesses. You are also good at assessing your strengths. You tend to be open and frank.

Equivocation

‚ ƒ … † ‡ ˆ ‰You have scored within our acceptable equivocation range.

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.

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 6

Score Sheet
General

Mental Aptitudes
		1 2 3 4 5 6 7 8 9
MENTAL ACUITY	Slow Learn	X	Fast Learn
BUSINESS TERMS	Uninformed	X	Knowledgeable
MEMORY RECALL	Unaware	X	Aware
VOCABULARY	Limited	X	Strong
NUMERICAL PERCEPTION	Imprecise	X	Accurate
MECHANICAL INTEREST	Indifferent	X	Interested
Personality Dimensions
		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
		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.

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 7

Leadership Traits Assessment Introduction

This report section evaluates Joe's traits in five key areas of leadership:

Planning
Organizing
Staffing
Coaching
Facilitating

Areas with good leadership traits are identified on the following pages as well as those where training or development would be beneficial.

Joe may or may not be one of the better people employed in a specific organization. If Joe 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 a still 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.

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 8

Leadership PotentialSummary Reportfor: Joe Sample

Joe has good leadership potential in the following area(s):

Organizing

Joe'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 lead others to achieve what they are capable of as well as fulfilling the requirements of the job or job functions.
Facilitating - learn how to better monitor the achievements of others versus the plan, job description and/or job functions and requirements.

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 9

Sales Traits Assessments Introduction

This report section evaluates Joe'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 & efficiency
Changing, growing and learning new concepts and ideas

Areas with good sales traits are highlighted with traits identified in which training or development would be beneficial.

Joe may or may not be one of the better people employed in a specific organization. If Joe 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 a still 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.

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 10

Sales PotentialSummary Reportfor: Joe Sample

Joe's sales potential includes the following strength(s):

Persistence and Consistency

Ability to command respect

Setting goals to win, excel and achieve

Identifying need or desire

Dealing with objections

Closing the sale

Yet, further development in the following critical area(s) will be beneficial:

Learning speed and Efficiency

Ability to meet and communicate effectively with people

Changing, growing and learning new concepts and ideas

Joe could also benefit from further training in:

Developing Rapport

Presenting Product/Service to fill prospect's needs

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 11

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.

Name: Joe Sample	Date: 6/13/2005
Company:	Page: 12

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 a project would have been more successful had communication between the team members working on the project been better. What could or should you have done to have facilitated better communication within the team?	Does the candidate understand the importance of team work? Does it appear the candidate has worked well as part of a team in the past? Does the candidate tend to place blame on others for his or her own actions?
Describe the most common way you communicated with others in your last job. Did you communicate orally or in writing? Did the actual communication come easily? Was it company policy that you communicated in this manner, or your own preference?	Does the candidate understand the importance of communicating with others? Is the approach the candidate has taken in the past to communicate logical and effective? Does it appear the candidate has the ability to be flexible as far as methods of communication are concerned?
Think about an outstanding achievement you reached in your last job, with the help of others. How much of that success do you believe was due to the way you communicated with the others involved?	Is the candidate willing to give credit to others for his or her success? Does the candidate agree that communication played an important part in his or her success?
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? Was it difficult to get this candidate to "open up" and talk during the interview?

Name: Joe Sample	Date: 6/13/2005
Company:	Page: 13

Interview Questions for Emotional Development Emotional Development - Measurement of the individual's level of patience, self-esteem and confidence. -----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 three of your greatest strengths in your previous position. Describe your three greatest weaknesses in that job.	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.	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?	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?	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?

Name: Joe Sample	Date: 6/13/2005
Company:	Page: 14

Interview Questions for Assertiveness Assertiveness - Measurement of the individual's cooperativeness versus the tendency to be opinionated. Also measures the person's ability to take charge, direct others or handle confrontations. -----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
Assertive people sometimes like to "debate" simply for the enjoyment. Tell me about a time when you "debated" an issue at work in which you took the less popular stand and persuaded others to change their minds.	Did the candidate debate an issue which was really not important to him or her? Does it appear that the candidate enjoys "arguing" simply for the sake of "arguing?" Does it appear the candidate is impetuous?
Give me an example of a time you were asked to do something with which you especially disagreed. How did you handle the situation? If you had the chance, would you handle the situation differently?	Does the candidate have a clear understanding of the situation? Does it appear the candidate is willing to compromise, or does the candidate appear to be hardheaded? Is the candidate defensive of his or her position? Does the candidate raise his or her voice when describing situations?
Tell me about a time when you allowed your dominance to get out of control and it caused problems. How would you handle the situation differently?	Dominant people, at some time or another, allow their dominance to get out of control. Does the candidate deny this has ever been a problem? Does the candidate appear overly defensive and place blame on others?
What do you believe is the difference between being submissive, assertive or aggressive. Tell me about a time you were aggressive when you meant to be assertive. How do you believe the outcome would have differed had you been assertive, rather than aggressive?	Does the candidate understand the difference between being assertive and being overly aggressive? Does the candidate admit to being aggressive and if so, does it appear the candidate understands the weakness of this personality trait?

Name: Joe Sample	Date: 6/13/2005
Company:	Page: 15

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. -----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 the toughest job situation you've encountered which involved not only you, but other people. What role did you play in resolving the problem?	Did the part the candidate played in resolving the problem exhibit good team work? Did the candidate exhibit good leadership skills and take appropriate action?
Describe the highest goal you have ever set for yourself and reached. How did reaching that goal affect you?	Was the goal an obvious "stretch" for the candidate? Did the candidate exhibit perseverence in reaching the goal?
Give an example of a time when you felt it was easier to do everything yourself, rather than teach or depend on others to help you. Do you usually feel this way? If so, why?	Does the candidate admit to being someone who believes "no one can do anything as well as he/she?" Does it appear the candidate can also work as part of a team? Look for words indicating team spirit, i.e., "we" and "our team," as opposed to "I" and "me."
Tell me about the last time you competed for something and lost. How did that make you feel and what, if anything, would you do differently if you were in that same situation in the future?	Does the candidate appear to be resentful over the loss? Does it appear the candidate can take criticism and failure in stride, or does the candidate become discouraged? Did the candidate appear to learn anything from this experience?

Name: Joe Sample	Date: 6/13/2005
Company:	Page: 16

Interview Questions for Mental Toughness Mental Toughness - Measurement of the individual's ability to work long hours in a high-pressure environment meeting critical deadlines, as well as the individual's sensitivity and ability to exhibit empathy towards others. -----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 a former job when someone accused you of being insensitive. Was the accusation correct and if so, did you do anything to resolve the issue?	Does the candidate appear insensitive and uncaring about the feelings of others? Does the candidate appear to take pride in the fact that he or she is less emotional?
Tell me about the most difficult set of circumstances you have been faced with in a job. How did you work through the difficulty?	Is the candidate capable of persevering in the face of strong obstacles? Did the candidate overcome a great deal of adversity?
There are many times when we are faced with making a decision based either on emotional issues, or on facts. Tell me about a time you made a decision based purely on the facts, overlooking the emotional issues, and later regretted your decision. If given the chance, what decision would you make?	Is the candidate willing to admit that emotions play a part in some decision-making? If not, will the candidate be working with, or leading, people who are likely to be more sensitive than he or she?
Describe for me a person you've worked with in the past who was overly sensitive or emotional. Did you consider this person's sensitivity to be a weakness? How did you react to this person?	Is the candidate quick to criticize those who are more sensitive? Is the candidate capable of working with all types of people including those who are more sensitive? Can the candidate incorporate empathy into his or her approach with others?

Name: Joe Sample	Date: 6/13/2005
Company:	Page: 17

Interview Questions for Motivation Motivation - Measurement of the individual's achievement orientation and internal motivation to initiate changes and take risks in order to advance. -----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 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?	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.	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?	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?	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?

Name: Joe Sample	Date: 2/18/2001
Company:	Page: 18

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 be either 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.

Name: Joe Sample	Date: 6/13/2005
Company:	Page: 19

Personal Development Suggestions
Communication - measures introversion vs. extroversion and the ability to meet and deal with people.
Having a closed communication style, you work better if you do not have to constantly interact with strangers. With people you do not know well, you seldom seek feedback, and you do not find it easy to express your own ideas and feelings to them. If you must communicate with others on a regular basis, you will be very cautious and will avoid, if at all possible, upward communication.

Your self-affirmation sentence:
"I am comfortable interacting with others."

Steps to Effect Change

It is highly recommended that you take a course in public speaking. More than one course may be required for the introverted individual until self-confidence is taught and a higher score registered on sociability. Motivational tapes, books and programs will help.
If you must be around a lot of people during the day, you can gain confidence from role-playing activities in a training course, i.e., rehearsing handling a group, making a presentation, etc. You can also overcome shyness by practicing before family and friends.
You might join a social or community service organization and attend weekly, i.e., Lions, Rotary, Kiwanis; interacting with others on a regular basis. A "Toastmaster Club" where you will learn to speak before the group can also be very valuable for you.

Development Materials Recommended

Development Book Suggestions:
"The Creative Communicator" by Barbara A. Glanz
"Communicate With Confidence" by Dianna Booher

Name: Joe Sample	Date: 6/13/2005
Company:	Page: 20

Personal Development Suggestions
Emotional Development - 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

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.
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.
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.
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

Name: Joe Sample	Date: 6/13/2005
Company:	Page: 21

Personal Development Suggestions
Assertiveness - measures an individual's desire to cooperate versus the desire to be in charge.
You are an assertive individual who does not hesitate to express your own opinions and stand up for your beliefs. You like control and responsibility, and will attempt to influence others and direct activities. Since you can forcefully express your opinions and viewpoints, you can appear overly aggressive, at times.

Your self-affirmation sentence:
"I do not always demand my own way."

Steps to Effect Change

You'll certainly need practice not to take over every situation in your life; modification of your high assertiveness level will help you think things through before speaking or acting.
Reconsider decisions you may have made too rapidly and too assertively. Unless the situation means a great deal to you personally, learn to give in or at least compromise if the ultimate outcome is not that critical. By giving in or compromising on less important issues, you will eventually become more adept at seeing things from the other person's point of view on more important issues.
Be aware that, in more instances than not, teamwork is the most effective way to get things done. The tendency to "go it alone" must be fought and you need to avoid looking at compromise as a sign of weakness.

Development Materials Recommended

Development Book Suggestions:
"Managing Conflict at Work" by Jim Murphey
"The Participative Leader" by Suzanne Zoglio