ADMINISTRATIVE & INTELLECTUAL SKILLS
Problem Solving Ability: Problem Solving tests a person's ability to attack and solve difficult problems, think logically, foresee and plan, and deal with abstract relations. A score of 15 points or higher for this skill is considered superior. By correctly answering
6 questions, the candidate was evaluated as low average in problem solving ability.
Numerical Skills: This section of the test measures the candidate's ability to work rapidly and accurately with numbers, files, codes, symbols and simple arithmetic. This candidate achieved a score of
11 points, which demonstrates low average numerical skills. A superior score for numerical skills is 25 points or more.
Attention to Detail: Attention to detail is a basic and important administrative skill. It measures the candidate's ability to scan and locate details in words, numbers and symbols rapidly, and to recognize likenesses and differences quickly. A superior score would be 30 points or more. Therefore, with a score of
21 points, this candidate exhibited high average ability in this area.
Sales Terms: This test measures one's ability to understand words and information used in the sales and contact fields. For a superior score, 40 points are needed. This candidate was
below average scoring 18 points.
Verbal Fluency: The ability to think of words rapidly and easily, to write or talk without blocking or searching for the right word is measured in this section. A superior score is 43 points or higher. Therefore,
low average skill in this area was shown with a score of 7 points.
Memory: The ability to recognize and recall associations such as names, faces, numbers, prices and other specific details is measured with the Memory test. With an
average score of 23 points, this candidate should not have difficulty. To achieve a superior rating, a score of 35 points or more is necessary.
Watson-Glaser Critical Thinking Appraisal: This test measures five abilities that appear to be related to the concept of critical thinking. These are: the ability to (1) define a problem, (2) select pertinent information for the solution of the problem, (3) recognize stated and unstated assumptions, (4) formulate and select relevant and promising hypotheses, and (5) draw valid conclusions and judge the validity of inferences. This candidate scored in the
99th percentile, which was superior.
INTERPERSONAL SKILLS
C.P.F. (People Contact Desired): C.P.F. measures the candidate's desire for daily people contact on-the-job. A person who scores in the average range prefers a job with an equal mix of people contact and administrative work. A superior score is 29 points or higher. Therefore, with a score of
20 points, this candidate displayed a high average desire for people contact.
N.P.F. (Emotional Stability): N.P.F. measures a person's emotional stability, responsibility and resistance to stress. This candidate exhibited
superior emotional stability with a score of 29 points. For this position, this is considered very good. A superior score is 29 points or higher. Groups constituted of persons of at least high average stability generally make strong teams, trusting one another and free from manifestations of panic and low morale.
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P. F. (Personality Factors) 5th Edition: Mr. Smith
appears to be reserved and cautious about involvement and attachment. He may be
uncomfortable in situations that call for emotional closeness and extensive
interaction. However, he can be outgoing in certain types of social situations,
and has the ability to "take charge" when he is required to do so.
This candidate demonstrated a tendency to be conscientious and open to
change. As well, he can be expected to avoid unnecessary conflict, even if it
means setting aside his own wishes and feelings. Mr.
Smith appears to be sensitive and intuitive, but can be counted upon to be
practical in his decision-making. In addition, he is forthright and
self-assured, with a preference for working as a part of a team.
C.P.I.: On this multi-factoral personality inventory, this candidate was found to be of high average social dynamism with a high average level of responsibility. He possesses high average tolerance of others and is very concerned about creating a good impression of himself to others. He appears to achieve better in a structured environment rather than one that is unstructured. The candidate is of low average flexibility and is more concerned with the inner needs of others rather than his own. He exhibited high average entrepreneurial tendencies.
MANAGEMENT-RELATED SKILLS
Business Judgment: This test is designed to be a measure of empathy or "feel" for the generally accepted ideas and opinions on desirable courses of action in interpersonal relationships. Mr. Smith was
superior in the 99th percentile.
Supervisory Practices: The candidate was confronted with fifty questions dealing with common supervisory problems. In the area of recommended supervisory practices, this person scored in the
66th percentile, which was high average.
Management Transactions Audit: This audit is designed to be an assessment of one's interpersonal transactions and their implications for managerial effectiveness. Mr. Smith is adult-like and logical with subordinates, colleagues and superiors. As well, he displayed strong constructive tensions. This is an ideal profile for the position.
SALES-RELATED SKILLS
Sales Comprehension: On a test which measures his understanding of common sales practices, he scored in the
38th percentile of a norm group of sales applicants, which is below
average. A superior score is in the 95th
percentile range.
Sales Motivation: This test is designed to measure interest in, and motivation for sales work. When compared to a norm group of sales applicants, the candidate scored in the
47th percentile, which is low average. A superior score is in the 95th percentile.
Recommendation
Mr. Smith is recommended for the position subject to the weaknesses mentioned in this report. He may not be a strong problem solver and should be encouraged to use a calculator where necessary, as his numerical skills were low average. Overall, his administrative skills were only average and may be weaker than is desirable for this position. As well, his sales-related skills were below average, which may indicate that further training may be required. However, he demonstrated strong managerial skills, and should not have difficulty with this aspect of the position.
The candidate must be encouraged to develop more of a desire to be a leader, and will possibly require a motivational training program for leadership. As well, he displayed only average levels of desire to accomplish work goals and is not driven by extrinsic monetary rewards or status symbols. He did exhibit a high degree of potential and desire to be entrepreneurial.
His
interpersonal skills appear to demonstrate at least a high average, if
not an above average, profile for a leadership position in your
organization. He is straightforward and has a "take charge"
attitude, which is very positive for the position as described. Since he
prefers group-oriented decision-making, he appears to have the
ingredients for success in your environment as long as his need for power
can be subordinated to the organizational goals.
Although he requires some training and motivation from his superiors, we believe that Mr. Smith may have the basic interpersonal skills to help your organization in a meaningful way. However, unless he can address and improve upon his sales-related skills, he may not have the potential to be more than an average performer. For these reasons, we have lowered his rating from Good to Acceptable Plus.
