Candidate: Shawn Mullane. Date: 04/02/2012

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1 Shipping and Receiving Specialist / Inventory Control Assessment Report Shawn Mllane 04/02/ To Improve Prodctivity Throgh People.

2 Shawn Mllane 04/02/2012 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 Conscientiosness Low Below Average Average Above Average High Detail Mindedness Emotional Stability / Resilience Integrity Introversion Long Tenre Potential Orderliness Tolerance for Repetitive Work Work Drive copyright 2012 Resorce Associates Page 2 of 8

3 Shawn Mllane Test Basic Math Percent Correct Score 92% Correct This score is considered to be: High Score 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% - 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. copyright 2012 Resorce Associates Page 3 of 8

4 Shawn Mllane Aptitde Assessment Reading Comprehension Stock Picking Overall Aptitde 0-10% Percentile Range X Top 10% X X Explanation of Aptitde Scores In This Table: The aptitde scores in this table reflect percentile rankings -- not percent correct on the test. For example, if a person scores 80-89%ile on a specific test in this report, it means that they scored at least as well or better than 80-89%ile of the norm grop, bt not as high as abot 10-20%ile of the norm grop. So, higher scores are better than lower scores. The Overall Cognitive Aptitde is an average score (an average for the standardized scores) for all of the separate aptitde tests 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 4 of 8

5 Shawn Mllane Personality Assessment Strengths: She is often conscientios and dependable in her job performance. Yet, Shawn can also adjst to changing circmstances and be flexible in how and when she carries ot tasks and assignments. She is sally stable and in control of her emotions. withot lowering her job effectiveness. Shawn can handle most normal forms of job stress Shawn tends to be cordial and sincere in her work-based interactions. She won t be swayed by social factors when making decisions or attending to her own job tasks and dties. She registers as being fairly carefl and methodical in the way she performs many tasks and assignments. Shawn has an above-average work drive. She sally works hard and does what it takes, inclding ptting in overtime or working long hors, to meet the demands of her job. copyright 2012 Resorce Associates Page 5 of 8

6 Shawn Mllane Developmental Concerns: She may sometimes fail to do things when and how she said they wold be done. Shawn cold be more conscientios and reliable in the way she meets job expectations and responsibilities. Not particlarly thorogh or carefl in checking her work, Shawn will need instrction in proper methods of checking work prodcts, as well as extra spervision and qality checks for the reslts of her efforts. Shawn may have troble coping with extensive or intensive job stress. She may not bear p as well nder heavy pressre as many others who hold this job. Shawn s score on the integrity dimension was in the average range. While this does not necessarily predict a ftre problem, it points to the need for a good on-the-job orientation and training abot how to handle varios sitations, inclding gray areas in a manner that reflects the company s concern for integrity and rle-adherence. copyright 2012 Resorce Associates Page 6 of 8

7 Shawn Mllane 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? 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. copyright 2012 Resorce Associates Page 7 of 8

8 Shawn Mllane 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. 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 copyright 2012 Resorce Associates Page 8 of 8

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