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This assessment report is a component of a broader array of products
published by The ComputerPsychologist, Inc., and is designed to be used as
one component of a multi-method hiring and selection process. It should never
be used as the sole basis for a hiring decision. Responsibility for proper
use and interpretation rests with the user. All assessment-related
statements are hypotheses which should be thoroughly probed (and confirmed or denied) by
interview responses and behaviors, background data and references,
and behavioral performance.
Comments or questions about The Computer Psychologist may be addressed
to:
The Computer
Psychologist, Inc.
3355 Northeast Expressway
Suite 206
Atlanta, GA 30341
(770) 455-4510
info@ComputerPsychologist.com
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CP
Basic Report
| Name: | Jane Doe |
| SSN: | 999-99-9999 |
| Company: | Acme Neon Company |
| Division: | Sales |
| Position: | Customer Service Representative |
| Date: | June 1, 2000 |
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Key Personality Traits
with Target Profile for Customer Service Representative
Similarity
Index = 74.49
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| Team-oriented
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Independent
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| Enjoys being part of a group |
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Prefers to work alone |
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Cautious
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Fearless
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Quiet, socially uncomfortable |
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Friendly, talkative, outgoing |
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| Solitary
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People-oriented
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Cool, detached |
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Connecting, comforting |
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| Subdued
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Gregarious
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Reserved, solemn |
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Enthusiastic, exuberant |
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Emotional |
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Even-keeled |
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Uneven, varying mood |
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Predictable, resilient |
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Unconventional
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Conscientious
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Ignores rules, resists authority |
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Follows
rules, respects authority |
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| Unorganized
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Detail-oriented
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Procrastinates, cuts corners |
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Planful, exacting, precise |
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Easy-going
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Restless
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Forgiving, tolerant of others |
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Easily irritated, quick to judge |
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Interpretation of Graph -- Personality traits deemed (statistically and conceptually) most relevant for the target position are displayed in the graph above. For each trait or dimension, scores in the general adult population form a bell-shaped distribution around a mid-point of 5.5. A majority of people, more than 50%, obtain scores in the 4 to 7 range. It is very imortant to realize that high scores are not necessarily good and low scores are not necessarily bad.
The red triangles represent this individual candidate's score on each scale. The green bars represent the target range for this position; 2/3rds of the sample of top performers fell within the range of the green bar. In evaluating a candidate, consider each scale in two ways. First, think about how the candidate compared to the general population on the trait. More importantly, think about how they compare to the sample of top performers. If they are in the green bar, they are psychologically similar to the top performers. A score slightly above or below the green bar is not a cause for excessive concern; statistically, 1/3 of the top performers also fell above or below the green bar. Scores that are significantly above or below the green bar should be explored through interview probing, behavioral observations, reference checks, and other techniques.
The Similarity Index, displayed at the top of the graph, is an overall reflection of how the candidate fits the target profile, across all traits. Scores can range from 0 to 100, with 100 representing a precise match between candidate and position. The contribution of each scale to the Similarity Index varies with its relevance or importance to the position. Whereas high scores are indicative of a good match, it is important to bear in mind that many individuals earning lower Similarity Index scores are still suitable candidates; lower scores are an indication that the profile should be examined more carefully and the candidate probed more deeply.
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Highlights
Potential Assets
Based upon the assessment, the following list prioritizes her greatest
potential assets. These potential assets should be confirmed through
interview responses and behaviors, background data and references,
and behavioral performance. They include:
- She uses analytical and intuitive information in her ultimate decision making.
- She is socially bold and she moves in quickly to make acquaintances.
- She can be creative and innovative.
- She is flexible and adaptive, and she tolerates change well.
- She has a high level of energy.
- She easily assumes leadership roles.
Potential Limitations
Based upon the assessment, the following list prioritizes her potential
limitations. These potential limitations should be confirmed through
interview responses and behaviors, background data and references,
and behavioral performance. They include:
- Her self-discipline and attention to follow through could use improvement.
- She tends to be careful and slow in making decisions.
- She tends to resist close management or intrusive supervision.
ComputerPsychologist.com utilizes a generalized assessment procedure. As such, ComputerPsychologist.com
will support and stand by its interpretations and recommendations but not indemnify the user. It is programmed for general interpretation and should be appropriate for all employee groups, ages, etc.
It is important to note that ComputerPsychologist.com interprets responses without knowledge of race, creed, or age. It is up to the user to maintain any EEOC-mandated records with regard to adverse impact.
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ComputerPsychologist.com, All Rights Reserved
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