Assessment and Development Topics

A Manager's Report is produced and delivered after the candidate completes the online assessment.

The first element is the Bottom-Line Recommendation that is provided in one of three categories: "Recommended," if the overall potential is 50% or higher. That is, if the overall potential is in the top half of all candidates for this particular position. Secondly, a "Recommendation if concerns addressed can be resolved" is offered if the potential is 50% or higher overall, but there are one or two skill scores that are below the thirtieth percentile and, therefore, would need to be addressed. Finally, a recommendation of "Not recommended" is made if the individual would be below average -- the fiftieth percentile -- for that position.

The next element, the validity statement, tells you how candid the individual was while taking the assessment.

The skill scores give very concrete scores for each of the critical skills for that particular position.

The next section, the evaluation section of the report, includes a careful definition of the predictive skill, both numerical and graphic ratings of the candidate's assessment results for each skill, and even a description of the typical on-the-job behaviors and limitations of the candidate that you would expect to see in day-to-day activities. In addition, for those skills where the candidate scores below the fiftieth percentile, practical coaching tips for training and development are given.

Many managers find these to be an excellent discussion point to review with the candidate, particularly if a future performance evaluation might be based around improvement in any of the low score areas.

Finally, we provide the Key Motivational Characteristics Section of the report. Here we list motivations or habits that are very evident in the candidate compared to other successfully employed individuals. It's important to note that only scores that fall above the 70th percentile or below the 30th percentile are reported. These are the factors that define the distinctive characteristics of the individual and make them different and unique. This section also includes suggestions for the manager to best focus and motivate the candidate.

The Employee Report, while just as accurate and comprehensive as the manager's report, differs in that no hiring recommendation is given. And, the report is "softened" to make even the low scores less threatening.

In addition, coaching tips are geared toward the employee and actions that they might take to improve performance on their own behalf.

The key motivational characteristics and working habits are also provided for the employee, and once again, the tips to maximize their performance are geared toward suggestions they adopt for themselves.

Use the Assessment and Development topics links on the left side of this page to find out more, or contact us now.