Results of The Achiever

The Achiever

Assessment For: John Smith
Phone: 214-555-1212
Email: jsmith@someisp.com

Position: General Manager

Company: United Fitness Centers
Report Type: General Manager

Assessment Date: 9/8/2005

For More Information
Please Contact:

Milt Cotter
Candidate Resources, Inc.
2100 N Hwy 360 Suite 400B
Grand Prairie, TX 75050
972-641-5494 x 199
mcotter@criw.com

*The Achiever*
Name: John Smith	Date: 9/8/2005
Company: United Fitness Centers	Page: 1

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

‚ ƒ „ … † ‡ “ ‰Mr. Smith is high in Mental Acuity, indicating he is a very fast thinker with a high degree of critical thinking ability. He has excellent problem solving capabilities and can reason through and make good decisions based on knowledge, intuition and reasoning skills. He will not only enjoy, but will require, mentally challenging work for job satisfaction.

Business Terms

‚ ƒ „ … ‘ ‡ ˆ ‰John has an average understanding of business terminology obtained either on the job or in a business class.

Memory Recall

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

Vocabulary

‚ ƒ „ … † ‡ ˆ ”Mr. Smith's superior general English vocabulary skills should allow him to communicate effectively with others on all levels. Even the most complex data should be something he is capable of relaying to others.

Name: John Smith	Date: 9/8/2005
Company: United Fitness Centers	Page: 2

Numerical Perception

‚ ƒ „ … † ’ ˆ ‰John's above-average Numerical Perception score indicates he can process data quickly and carefully.

Mechanical Interest

‚ ƒ „ … ‘ ‡ ˆ ‰Mr. Smith's level of interest in mechanical devices is average.

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

‚ ƒ „ … † ’ ˆ ‰Mr. Smith has a relatively low energy and drive level. He handles pressure well and can maintain a good degree of concentration, but may be less than effective if the project or assignment calls for a more energized approach.

Flexibility

‚ ƒ „ … ‘ ‡ ˆ ‰John has a good sense of integrity and is an ethical individual who is focused on what he wants to accomplish. He will also be flexible and adaptable to change, as well as able to handle multiple job demands and assignments. He is also interested in obtaining customer satisfaction by providing good service. He can be creative or stick with the "tried and true," depending on the circumstances. Even though he will try to generate new solutions to problems, and new ways to use existing applications of products or services, he will be concerned about quality prior to implementing a change. He can be inventive, but will test his new ideas and concepts to be certain any risks involved are minimal.

Name: John Smith	Date: 9/8/2005
Company: United Fitness Centers	Page: 3

Organization

‚ ƒ „ … † ’ ˆ ‰Mr. Smith is very organized and oriented to planning his time and activities. He preplans projects and assignments to make the best use possible of the time and resources he has available to reach organizational goals and priorities, and is generally aware of priorities and project deadlines.

Communication

‚ ƒ „ … † ’ ˆ ‰John is an interactive, sharing communicator. He enjoys collaborating with others, and will openly share his own ideas, feelings and knowledge with others. He will articulate his thoughts easily to people. At times, since he is so open, he may talk too much and not listen as carefully as he should. He can be very effective in a position that requires constant contact with people.

Emotional Dev

‚ ƒ „ † ‡ ˆ ‰Mr. Smith has a good level of self-confidence and self-esteem, but not so much as to be unrealistic. He is willing to wait a reasonable time for results without becoming upset or frustrated.

Assertiveness

‚ ƒ „ … ‘ ‡ ˆ ‰John will express his opinions and effectively and professionally defend his decisions and ideas when challenged, but is also willing to consider the ideas of others. He will have the ability to influence others and direct their activities without appearing too aggressive or overbearing.

Name: John Smith	Date: 9/8/2005
Company: United Fitness Centers	Page: 4

Competitiveness

‚ ƒ „ … † ’ ˆ ‰Mr. Smith has a strong competitive drive and desire to compete, and takes pride in winning. Although he will participate in a team competitive effort, he particularly enjoys situations which allow him to compete on his own. He will be a strong competitor, always prepared to meet or exceed his goals and win.

Mental Toughness

‚ ƒ „ … ‘ ‡ ˆ ‰John has a good level of mental toughness, but is also able to interact with customers, team members and others with an appropriate degree of empathy. He can handle working long hours in order to meet critical deadlines and other organizational objectives, and is not easily bothered by criticism, rejection or other negative aspects of his job.

Questioning /Probing

‚ ƒ „ † ‡ ˆ ‰John is basically trusting, and usually positive and accepting, but not to the point of being gullible. He will probe and look further into issues when necessary, but is not of the opinion that he has to be suspicious of everyone and everything.

Motivation

‚ ƒ „ … † ‡ “ ‰John is easily motivated when the right rewards are offered. He has good initiative and will take risks when the potential for profit and recognition exists. He is always looking for a chance to obtain recognition for his efforts. He will be willing to put in extra hours and exert greater effort to complete a project successfully, provided he feels he will be rewarded for his efforts. Status and recognition are more important than a steady job or a stable paycheck, even if it means long hours or frequent travel.

Name: John Smith	Date: 9/8/2005
Company: United Fitness Centers	Page: 5

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

‚ ƒ „ … ‘ ‡ ˆ ‰Mr. Smith is reasonably fair in assessing his strengths and weaknesses. He has some characteristics that he is not completely happy with and tends not to show others. The validity may be slightly affected by his indirect answers.

Equivocation

‚ Ž „ … † ‡ ˆ ‰He has 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: John Smith	Date: 9/8/2005
Company: United Fitness Centers	Page: 6

Score Sheet
General Manager

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.

Leadership Traits Assessment Introduction

This report section evaluates John'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.

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

Leadership Potential Summary Report for: John Smith

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

Planning
Organizing
Staffing
Coaching
Facilitating

Name: John Smith	Date: 9/8/2005
Company: United Fitness Centers	Page: 9

Sales Traits Assessments Introduction

This report section evaluates John'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.

John may or may not be one of the better people employed in a specific organization. If John 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: John Smith	Date: 9/8/2005
Company: United Fitness Centers	Page: 10

Sales Potential Summary Report for: John Smith

John has excellent sales potential. Strengths Include:

Learning speed and Efficiency

Persistence and Consistency

Ability to meet and communicate effectively with people

Ability to command respect

Setting goals to win, excel and achieve

Changing, growing and learning new concepts and ideas

Developing Rapport

Identifying need or desire

Presenting Product/Service to fill prospect's needs

Dealing with objections

Closing the sale

Name: John Smith	Date: 9/8/2005
Company: United Fitness Centers	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: John Smith	Date: 2/8/2006
Company: United Fitness Centers	Page: 12

Interview Questions for Mental Acuity Mental Acuity - Measurement of how quickly an individual comprehends information and is able to reason through and solve problems. -----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 your most challenging job. What made the job so challenging?	Did the candidate describe circumstances which are likely to occur in this position? Does the candidate appear to accept responsibility and find ways to keep him/herself motivated?
Give me an example of a time you were faced with a problem for which there appeared to be no solution. What steps did you take to resolve the issue?	Does the candidate appear to have good reasoning skills and the ability to resolve problems? Does it appear the candidate takes calculated risks in order to resolve crises? Is the candidate willing to admit limitations and ask for the input of others?
All jobs, over time, can become monotonous and routine. Tell me how you keep yourself challenged, motivated and enthusiastic about a job once you've learned and become proficient at it.	Does the candidate have a way to deal with boredom and keep him or herself challenged? Are there other activities the candidate enters into in order to obtain mental challenge? Is the candidate willing to take the initiative to learn new things without being directed to do so by management?
What was the last major skill or course of study you accomplished? Did you learn this skill or gain this knowledge on the job, or on your own?	Is the candidate willing to keep skills and knowledge honed? Does it appear the candidate functions below his or her level of capability? Does it appear the candidate realizes his or her high mental ability and uses it to full advantage?

Name: John Smith	Date: 2/8/2006
Company: United Fitness Centers	Page: 13

Interview Questions for Energy Energy - Measurement of the individual's energy and drive as it relates to handling assignments and projects. -----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 your former job, when you procrastinated and failed to complete a project on time. What were the circumstances and what was the outcome? What did you learn from this situation?	Did the candidate admit to ever having a problem due to procrastinating? Was the candidate able to resolve the issue without serious ramifications occuring? Does it appear the candidate learned from his or her mistake?
Describe for me a stressful situation in your last job which you handled better than others. Why do you feel you handled the pressure better? Do you tend to handle most stress and pressure in this manner?	Did the candidate disclose coping skills he or she possesses in order to deal with pressure? Does the candidate claim to typically handle pressure better than most? Regarding the situation the candidate described, was it a good example of exemplary stress-coping skills? Did the candidate mention that he or she is involved in action-oriented activities such as sports, exercise, etc., which would help control stress?
How much of the time, in your former job, did you move around versus the amount of time you spent sitting still, perhaps behind a desk? Which do you prefer?	Will the candidate typically work behind a desk or in a stationary position, or does the position call for an extremely high energy level? Did the candidate mention that he or she can handle either type of job responsibilities?
Tell me how you were best motivated to complete tasks in a timely manner in your previous position. Are you usually able to discipline yourself to reach deadlines, or do you appreciate outside pressure?	Does the candidate require pressure from others in order to complete work on time? Is the candidate able to set personal deadlines and reach them. Does the candidate appear to be "laidback?"

Name: John Smith	Date: 2/8/2006
Company: United Fitness Centers	Page: 14

Interview Questions for Organization Organization - Measurement of the individual's desire to organize assignments and projects to better utilize time and resources. -----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
How did you keep yourself organized in your previous job? Did you plan on a daily, weekly or monthly basis? What planning tools, if any, did you utilize?	Does the candidate tend to plan daily, leaving little room for changes, interruptions or other situations which might alter his or her plans? Does the candidate utilize a variety of planning tools which might result in his or her being inflexible towards changing plans?
What percentage of your previous job was detail-oriented versus the percentage which required you deal with other people? Which did you prefer and why?	Is the percentage of detail-oriented versus people-oriented tasks approximately the same in this position as the candidate's last position? Will the position involve a higher degree of the type of work the candidate prefers?
Tell me about a time when you planned a project or task in advance and then were forced to change your plans at the last minute. How did that make you feel?	Do changes to his or her schedule frustrate the candidate? Is the candidate able to adapt his or her schedule to meet changing needs?
Tell me about a time when you would have done better by "winging" it, rather than sticking with your planned course of action.	Did the experience teach the candidate the necessity of being flexible? Was the candidate able to resolve the problem in an appropriate manner?

Name: John Smith	Date: 2/8/2006
Company: United Fitness Centers	Page: 15

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 you or a team member failed to listen attentively and problems arose due to misunderstanding/s.	Does the candidate have a firm understanding of the importance of listening? During the interview, did the candidate interrupt or appear to not listen to what you were saying? Does the candidate appear enthusiastic and positive, or just loud and boisterous?
Tell me about the most difficult person you've ever dealt with in trying to build rapport. How did you finally break through and get to know that person?	Does the candidate appear to have a skill in developing rapport with strangers? Is the candidate interesting and someone who exhibits interest in others?
Give me an example of a time when someone warned you not to talk so much. How have you learned to control your high level of sociability?	Is the candidate willing to admit that at some time in the past, he or she has been cautioned about talking too much? Does it appear that this is still a problem with the candidate?
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? Are these desired changes logical, mature and do they show good judgment?

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.