Candidate Resources, Inc.

1
Candidate Resources, Inc.

• Understanding
• the
• Achiever Assessment

2
Brief Company History

• In business for over forty-seven years
• Originally comprised of staff psychologists who
  interviewed and evaluated applicants
• Developed 1st written assessment to incorporate
  mental aptitudes personality dimensions
• First assessment to use concurrently validated
  hiring patterns based on clients successful
  people
• Developed technology leading to todays advanced
  computerized internet accessible instruments
• Patent pending on e-Employment Center 1st
  applicant tracking system to legally define
  applicant status

3
The Achiever

• The Achiever has been validated by construct
  validation in accordance with federal standards
  and procedures.
• Although validated against the MMPI and 16 PF,
  both considered to be the premier psychological
  exams of today, The Achiever is not a
  psychological test itself.
• The Achiever is, by definition, a personality
  assessment, therefore admissible by the ADA.

4
And Remember. . .

• The intent of the assessment is to ensure job-fit
• The assessment should not constitute more than
  1/3 of the hiring decision

5
Understanding Stanine Scoring

• Bell Curve
• 23 54 23
• Average
• General Population
• 66
• Desirable
• Pattern based on top performers

1 2 3 4 5 6 7 8 9
1 2 3 4 5 6 7 8 9
6
Quick Check. . .

• Average
  Pattern
• When an applicant scores outside of the
• desirable range in more than 6 of the
• dimensions it may imply a non-fit for the
• position in question.

1 X 3 4 5 6 7 8 9
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Interpretations

• Mental Aptitudes
• Personality Dimensions
• Numbers highlighted in RED represent extreme
  scores.

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Mental Acuity

• How quickly the individual learns
• Ability to think conceptually
• Ability to solve problems
• Ability to project and anticipate

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Mental Acuity
1 2 3 4 5 6 7 8 9

• Slow to learn
• Slow decision maker
• Prefers routine tasks
• Short-term planner
• Requires guidelines
• Needs structure

• Conceptual thinker
• Systematic mind
• Analytical
• Quick decision maker
• Overloads themselves
• Needs mental challenges

10
Business Terms

• Understanding of basic business language
• Demonstrates management experience

11
Business Terms
1 2 3 4 5 6 7 8 9

• Lack of exposure
• Lacks interest
• Probably young and inexperienced

• Executive / Mgmt exposure
• Financial / Legal dept knowledge
• Reads trade periodicals

12
Memory Recall

• Knowledge of current events
• Observational skills
• Retention

13
Memory Recall
1 2 3 4 5 6 7 8 9

• Possibly isolated
• Remains uninformed
• Limited resources
• Lacks interest in current events

• Observant
• Good retention
• Wide range of interests
• Keeps abreast of current events

14
Vocabulary

• Ability to communicate orally
• Written skills
• Convey thoughts and ideas

15
Vocabulary
1 2 3 4 5 6 7 8 9

• Poor writing skills
• Weak presentation skills
• Inability to convey thoughts ideas
• Ineffectual communicator

• Strong communicator
• Perceived as professional
• Convincing
• Convey abstract concepts
• May talk down to others

16
Numerical Perception

• Ability to work accurately with numbers
• Skill with detail work
• Rapid visual acuity when dealing with numbers
  symbols.

17
Numerical Perception
1 2 3 4 5 6 7 8 9

• Poor detail orientation
• Error prone
• Transposes numbers
• Slow number processing
• Possible visual problem

• Good visual accuracy
• Detail oriented
• Quick with numbers
• Superior number detail recognition

18
Mechanical Interest

• Desire to understand how things work
• Willingness to learn technical language
• Facility with office equipment

19
Mechanical Interest
1 2 3 4 5 6 7 8 9

• Cannot grasp technical functions
• No interest in how office
• equipment works
• Calls repairperson 1st

• Technically / Mechanically inclined
• Able to learn / sell / maintain tech products
  office equipment

20
Energy

• Energy level
• Level of internalized nervous tension
• Degree of stress
• Amount of physical activity necessary for comfort

21
Energy
1 2 3 4 5 6 7 8 9

• Action-oriented
• Restless
• Easily distracted
• Short attention span
• Easily frustrated
• Internalizes stress
• Vents anger

• Calm
• Procrastinates
• Difficult to motivate
• Slow to act
• Prefers repetitive functions
• Reluctant decision maker

22
Flexibility

• Extent to which actions are based on precedent,
  rules, policies
• Flexibility regarding change
• How much structure is required
• Degree of reliability and consistency

23
Flexibility
1 2 3 4 5 6 7 8 9

• Predictable
• Rule oriented
• Dependable / Reliable
• Adheres to procedures
• Hates change
• Inflexible
• Reluctant to make decisions

• Innovative thinking
• Quick decision-maker
• Thinks outside of the box
• Inconsistent
• Poor self-correction
• Too expedient / Cuts corners
• Applies personal judgment

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Organization

• Need for order and planning
• Organizational habits
• Time management
• Ability to multi-task

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Organization
1 2 3 4 5 6 7 8 9

• Spontaneous
• Thrives on variety
• Enjoys multi-tasking
• Over-commits time
• Likely to be late
• Poorly prepared
• Messy

• Predictable
• Neat and orderly
• Prefers routine procedures
• Single task orientation
• Needs a plan in place
• Extreme time-management
• Cannot deviate from plan

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Communications

• Need for social interaction
• Ability to focus when listening
• Communication style

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Communication
1 2 3 4 5 6 7 8 9

• Quiet
• Distant
• Good listener
• Detail oriented
• Works well alone
• Poor communicator
• Limited social circle

• Talkative
• Often funny
• People-person
• Usually well-liked
• Poor listening skills
• Interrupts others at work
• Cannot work alone

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Emotional Development

• Sense of Urgency
• Ability to adjust to emotional stress
• Level of goal-orientation
• Level of self-esteem
• Age impacted

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Emotional Development
1 2 3 4 5 6 7 8 9

• Eager / Action oriented
• Strong sense of urgency
• Impatient / Demanding
• Needs to prove oneself
• Blames others / Volatile
• Low ego strength
• Immature control of emotions

• Well-liked
• Easy-going / Laid-back
• Handles stress very well
• Tolerant and patient
• Not action oriented
• Lacks sense of urgency
• Not motivated or driven

30
Assertiveness

• Need to control situations
• Level of authority desired
• Decision-making style
• Attitude towards confrontation

31
Assertiveness
1 2 3 4 5 6 7 8 9

• Passive
• Vacillates
• Cooperative
• Lacks initiative
• Easily intimidated
• Avoids confrontation
• Customer-service oriented

• Confident
• Decisive
• Quick to act
• Strong initiative
• Confrontational
• Intimidates others
• Ignores opinions of others

32
Competitiveness

• Team compatibility
• Response to incentives
• Need for individual achievement
• Relationship orientation

33
Competitiveness
1 2 3 4 5 6 7 8 9

• Well-liked
• Team oriented
• Fears comparisons
• Not incentive-driven
• Cannot drive the team
• Doesnt like to keep score
• Nurtures work-relationships

• Winner vs Loser view
• Enjoys sales environment
• Motivated by incentives
• Likes a challenge
• Self-absorbed
• Individualist
• Not relationship-oriented

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Mental Toughness

• Attitude toward criticism
• Level of empathy
• Aesthetic awareness
• Physical stamina endurance levels

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Mental Toughness
1 2 3 4 5 6 7 8 9

• Sensitive
• Nurturing
• Incline to the arts
• Thin-skinned
• Easily discouraged
• Fears criticism
• Prone to absenteeism

• Highly objective
• Likes direct feedback
• Rugged
• Takes rejection well
• Insensitive
• Lacks empathy
• Blunt and direct

36
Questioning/Probing Skill

• Questioning ability need for the facts
• Degree of shrewdness
• Level of trust in others
• Need to analyze motives of others

37
Questioning/Probing
1 2 3 4 5 6 7 8 9

• Trusting
• Easy to get along with
• Relies on hope
• Gullible
• Frequently blindsided
• Accepts things at face value

• Shrewd
• Inquisitive
• Probes motives
• Suspicious
• Appears to distrust others
• Highly challenging

38
Motivation

• Need for recognition
• Levels of risk-taking
• Need for challenges

39
Motivation
1 2 3 4 5 6 7 8 9

• Loyal
• Serious
• Opposes risk
• Hates change
• Clings to the past
• Security motivated

• Optimistic
• Ambitious
• Pushes for change
• Risk/growth oriented
• Turn-over risk
• Motivated by status/reward

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Distortion

• Measures the extent to which individuals attempt
  to present themselves in a favorable light
  regarding conformity, self-control or moral
  values.
• Undesirably high scores often result from
  over-analysis of the questions, and the
  individuals need to look for the hidden meaning.

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Equivocation

• Measures how many times the person chose the
  equivocal or neutral responses.
• Indicates the ability to commit to an opinion or
  viewpoint.
• The willingness to follow directions.
• Online version requires compliance

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Correlations

• Correlations occur when an Aptitude and its
  characteristics, or a Dimension and its behavior,
  combine with one or more other Dimensions to
  produce a third behavior. Correlations only
  develop when the Aptitudes or Dimensions are in
  the extreme Stanine scores. Correlations can
• Compensate for behaviors
• Enhance or intensify behaviors
• Re-enforce behaviors
• Create a new behavior

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Correlations - Examples

• High Mental Acuity compensates for low
  Organization
• High Flexibility re-enforces structure of high
  Organization
• High Mental Acuity enhances innovation of low
  Flexibility
• Low Flexibility enhances creativity of low Mental
  Toughness
• Low Mental Toughness tones down high
  Assertiveness
• High Competitiveness re-enforces dominance of
  high Assertiveness
• Low Flexibility high Competitiveness leads to
  cheating
• High Organization compensates for lower Mental
  Acuity
• High Energy score re-enforces lack of motivation
  of high
• Emotional Development
• Mid-range in Energy and Emotional Development
  Drive
• Add high Assertiveness and Motivation to Drive
  Ambition