1. Candidate scores and details
2. Areas of concern
3. Benchmark range for ideal candidate performance
4. Assessment and summary of the candidate’s leadership traits
5. Suggested interview questions to probe the candidate with follow-ups and response interpretations
6. Development suggestions for the candidate and steps to effect positive change
7. Candidate Management Summary with full profile and recommendations
Clients receive a Management Summary on each candidate with a complete opinion on their scores. This summary contains an overall recommendation as to the candidate’s fit for the role alongside the specific strengths and weaknesses identified by the assessment.
In addition to the Management Summary, the detailed assessment results in the Achiever report discusses each of the 6 mental aptitudes and 10 behavioral traits measured by the assessment and how the candidate’s scores relate to job performance. Included in the report are behaviorally based interview questions which are designed to supplement the secondary interview with the candidate.
A recent study by McKinsey & Company revealed that “A” performers tend to be 50-100% more productive than “C” performers. Clearly, identifying the “A” performers can enhance an organization’s performance. So, how does an employer identify the “A” performers, and once identified, how does an employer retain them?
Testing applicants and employees can clear the air by providing the following benefits:
• Reveals an individual’s true talents
• Clear basis for comparison with other candidates
• Comparison of abilities with those required by the job
• Questions to ask in an interview
• Introduces objectivity into the selection process
• Evidence of due diligence in the event of litigation
• Ability to benchmark successful performers
• Basis for developing specific training and development programs
• Insight for managers to know how to best manage subordinates