Candidate: Charles Parker. Date: 01/29/2015

Transcription

1 Software Developer / Programmer Assessment Report 01/29/ To Improve Prodctivity Throgh People.

2 Janary 29, /29/2015 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 Low Below Average Average Above Average High Agreeableness Conscientiosness Detail Mindedness Emotional Stability / Resilience Integrity Intrinsic Motivation Long Tenre Potential Openness Orderliness Preference for a Qiet Job Teamwork Togh Mindedness Work Drive Overall Cognitive Aptitde 2015 resorce associates, inc. Page 2 of 7

3 Janary 29, 2015 Cognitive Aptitde Assessment Compared to general adlt norms sing standardized tests which were validated for a wide range of positions, we estimate Charles's overall level of general intellectal aptitde to be in the Top 10 percentile range. His individal aptitde levels are: Abstract Reasoning Nmeric Reasoning Verbal Reasoning Top 10%ile Top 5%ile 80-89%ile Charles has a very high level of general cognitive aptitde. He can learn new information qickly, solve complex problems efficiently, and be able to handle a very heavy information-processing load on this job. 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 resorce associates, inc. Page 3 of 7

4 Janary 29, 2015 Personality Assessment Strengths: He is the type of person who tends to have smooth, amiable working relationships. Charles is corteos and agreeable in most job sitations. He is reliable and conscientios on the job. Charles will honor his job expectations and commitments in a manner that others can depend on. He is sally stable and in control of his emotions. Charles can handle most normal forms of job stress withot lowering his job effectiveness. Charles derives satisfaction from enjoying a task, taking pride in a job well done and being challenged in his work. He is not one to constantly psh for more money, especially if his job has intrinsic motivators to keep him energized and engaged. He is very open to new learning on the job. Charles shold be qite comfortable with planned change programs and innovation initiatives in the workplace. He will make a contining effort to acqire new job-related skills and abilities. He is very methodical and organized in the way he approaches and carries ot tasks and assignments. He will be comfortable keeping track of data and information. Charles does not need mch social inpt dring the day to be prodctive and satisfied. He can tolerate a qiet working environment, bt he does like some social involvement with co-workers. Charles likes a balance of independent and interdependent work. He can work closely with others, bt he can also switch gears and fnction well on his own. He is objective and togh-minded in the way he appraises information, sitations, and people. Charles bases his decisions on facts and data, not on personal feelings or sbjective ces. With an average work drive, Charles sally works indstriosly dring reglar job hors. However, he is not a workaholic and tries to balance job demands and his personal/family life resorce associates, inc. Page 4 of 7

5 Janary 29, 2015 Developmental Concerns: Charles s work needs extra spervision and review to deal with his somewhat careless style which will prodce more than average level of errors. He needs to be instrcted on proper methods for checking details or possibility of errors. Charles may not be able to handle as mch job stress as other employees in this position. Highly demanding sitations and heavy job stress cold be a problem for him in terms of managing his anxiety and/or controlling his emotions in a matre, professional manner. Charles registered an average integrity score. Althogh this is not an objectionable score, yo might want to make sre that he is well trained on company rles and policies and that he nderstands the conseqences for nethical behavior on the job. He may occasionally need to do more to work with others in a mtally spportive, cooperative manner. Teamwork cold be a higher priority for Charles, especially in work settings reqiring a high level of interdependence. He cold be more empathetic and insightfl in his dealings with other people. Charles may not be good at reading other people and being attned to what they are thinking and feeling. Charles may sometimes need to work longer hors and extend himself for his job. He may need to pt more time and effort into his work resorce associates, inc. Page 5 of 7

6 Janary 29, 2015 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 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. 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 resorce associates, inc. Page 6 of 7

7 Janary 29, 2015 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 resorce associates, inc. Page 7 of 7