SDS In-Depth Assessment Joe Sample Widgetco November 8th, 2011 Confidential 2 Joe Sample Mr. Sample has undertaken a battery of psychological and cognitive assessments with the goal of determining his strengths and potential weaknesses in relation to the Widget Maker position at Widgetco. Additionally, Mr. Sample’s results were compared to a job profile for the position in order to estimate his likelihood of success on the job. The composite score used to determine the overall match between Mr. Sample’s assessment results and the identified job requirements is called the Baseline Score. Baseline Scores range from zero to 100 with high scores indicating a better overall fit between the person and the position. As a general guideline people who score 60 or better are considered to be a good fit for the position in question. It is important to note that a person’s Baseline Score should be considered with other relevant information (e.g., work history) before making a final decision. Baseline Score (Widget Maker): 77 Mr. Sample’s Baseline Score of 77 indicates that he has the core requirements necessary to perform the role of Widget Maker at Widgetco. This is the best single indication of probability of success in this role. The scores used in the calculation of the Baseline Score include measures of general problem solving ability and measures of the "big five" personality dimensions. A detailed accounting of these results is included in the following pages. Note that questions regarding the content and interpretation of the information provided in this report should be addressed to Dr. Stang. © 2011 Stang Decision Systems 3 SDS In-Depth Assessment Problem Solving Results Results on three problem-solving scales – Numerical Reasoning, Verbal Reasoning, and Logical Reasoning – are summarized in the graph below. Numerical Reasoning Numerical Reasoning relates to a person's ability to solve problems involving numbers or to see patterns in data. Mr. Sample scored at the 95th percentile, indicating that he has superior numerical reasoning skills compared to the general population. He is likely to solve most problems involving numbers easily and quickly. Verbal Reasoning Verbal Reasoning relates to a person's mastery of verbal skills, including reading, writing and speaking. Mr. Sample scored in the 80th percentile on this scale, indicating he has better verbal reasoning skills than 80 percent of the population. He is likely to be a skilled communicator and problem solver. His score also implies that reports he prepares -both written and oral -- will be well thought out, organized and easy to understand. Logical Reasoning The Logical Reasoning dimension measures the ability to define complex problems and situations clearly and objectively; apply sound logic and reasoning when analyzing information; and readily identify subtle and obvious information needed to enhance decision making. Mr. Sample' percentile score on this scale is 80. This score implies that he is likely to have excellent critical thinking skills, and that he will excel at tasks involving complex analysis and decision-making. © 2011 Stang Decision Systems 4 SDS In-Depth Assessment Big 5 Inventory (Personality Fit Index) The Stang BVI measures five overall dimensions of personality. These dimensions have been extensively researched and construct validated1. Each of the five dimensions is divided into a number of related facets. Each facet and overall domain score is reported on a one to 99 percentile scale with scores at or above the 65th percentile expressed as “high,” scores at or below the 35th percentile expressed as “low,” and scores in the middle range expressed as “average”. It is important to note that personality trait scores cannot be interpreted fairly without considering the job in question. An 85th percentile score in extraversion, for example, implies that a candidate is more outgoing than all but 15 percent of the population. For some positions, such as sales, this score may be beneficial, for others, such as computer programming; it may be detrimental or irrelevant. Also, it is critical to note that personality traits are a reflection of behavioral tendencies, but they are often overridden by the situation. If an achievement-oriented but mildly unassertive person is put into a leadership role requiring them to assert themselves in order to be successful, they will typically do so. © 2011 Stang Decision Systems 1Original items and norms were adapted from the International Personality Item Pool 5 Extraversion Extraversion is a measurement of how socially active or engaged a person is. Extraverts will usually be described as social, assertive, talkative and active people who enjoy others and readily seek out large groups or gatherings. They will have a tendency to be comfortable in social situations and may prefer to work in teams, and are likely to take on a leadership position when doing so. Introverts, on the other hand, are typically described as quiet, reserved, and willing to let others take the spotlight. They may be viewed as “shy,” but, in reality, they simply prefer to be alone or in the company of smaller groups of individuals. In work situations, they may prefer working alone to participating in team projects. 63 Mr. Sample’s score on Extraversion is average, indicating he is neither a subdued loner nor a jovial chatterbox. He likely enjoys time with others but also time alone. © 2011 Stang Decision Systems 6 Extraversion Facets 38 4 82 84 41 92 Friendliness: Friendly people enjoy the company of others and readily seek them out. They will typically make friends easily, feel comfortable in social situations, and appear open and approachable. People with low scores on this facet should not be perceived as unfriendly, but they may have a tendency to be more withdrawn and are not likely to approach other people without encouragement. Mr. Sample’s level of friendliness is average. Gregariousness: People scoring high on this scale find being around other people exciting and fun. They enjoy large crowds and big parties. People scoring low on this scale will tend to find big groups overwhelming and usually prefer smaller gatherings. Mr. Sample’s level of gregariousness is low. Assertiveness: A high score on the Assertiveness scale indicates both a willingness and a desire to assume leadership positions or to take charge of situations. Assertive people will tend to be vocal, directive and forward. Unassertive people are usually described as quiet, unassuming and willing to let others take control. Mr. Sample’s level of assertiveness is high Activity Level: High scorers on this scale tend to be busy, on-the-go people who take on multiple activities or responsibilities. Low scorers will tend to adopt a more relaxed, laid back pace, and are likely to have fewer irons in the fire. Mr. Sample’s activity level is high. Excitement Seeking: Excitement seekers crave thrills and are often bored without a high level of stimulation. They are likely to be described as fast moving, and tend to enjoy being the center of attention. Low scorers will not seek out the spotlight and will possibly be overwhelmed by excessive hustle and bustle. Mr. Sample’s level of excitement seeking is average. Cheerfulness: The Cheerfulness scale is a measurement of a person’s tendency toward feeling and expressing a wide range of positive emotions. High scorers will generally be described as happy, optimistic and outgoing. Low scorers do not necessarily experience negative emotions, but they are far less likely to appear outgoing or upbeat from day to day. Mr. Sample’s level of cheerfulness is high. © 2011 Stang Decision Systems 7 Agreeableness Agreeableness is largely a measure of a person’s interpersonal skills. Highly agreeable people will tend to place a greater value on getting along with others. They will tend to be sympathetic and helpful, and fully expect that others will be as well. Agreeable individuals tend to get along well with others and usually achieve a certain degree of popularity; however, they may value cooperation so much that they are unwilling to take a stance that will portray them in a negative light or damage their popularity. Disagreeable people are usually viewed as being focused on themselves. They are often dubious of other people’s intentions and therefore less likely to reveal information about themselves that could be used against them. 89 Mr. Sample’s high level of Agreeableness indicates that he has a strong interest in others' needs and well being. He is likely to be pleasant, sympathetic and cooperative. © 2011 Stang Decision Systems 8 Agreeableness Facets 92 91 92 25 56 78 Trust: Individuals with high levels of trust assume most people are honest and forthright whereas individuals with low levels of trust are more likely to believe other people are deceptive or have ulterior motives. People with low levels of trust can be difficult to win over. People with high levels of trust may be naïve, but generally likable. Mr. Sample’s level of trust is high. Forthrightness: People with high forthrightness scores are sincere and genuine. They see no reason for deceptive behavior and believe the same is true of others. They will tend to be open, frank and honest. People at the opposite end of the spectrum could be referred to as “covert.” They may be concerned that others will use information against them and will, therefore, disclose less. Covert people are likely to misrepresent themselves if it serves a purpose. Mr. Sample’s level of forthrightness is high. Caring: A high score on the caring scale indicates a person is genuinely concerned with the needs of others and gets a sense of satisfaction out of helping out. While this may be viewed positively, it also comes at a price if priorities are not carefully evaluated. High scorers on caring are likely to be viewed as considerate and helpful. Low scorers on this scale are less interested in helping others and are likely to view requests for help as impositions. Low scorers will have less trouble doing difficult but necessary tasks such as cutting staff members who are not performing effectively. Mr. Sample’s level of caring is high. Cooperation: Highly cooperative people will tend to value getting along with others more than being right or getting their way. They will usually avoid conflict and are likely to defer to others rather than engage in an argument. Low scorers are more likely to be seen as forceful or aggressive. Mr. Sample’s level of cooperation is low. Modesty: Modest people are generally viewed as humble and selfeffacing. This is not necessarily due to a lack of self-esteem; in fact, it is just as likely to be a result of the person thinking it is unbecoming to be boastful. Those people scoring low on the modesty scale are more likely to be viewed as immodest or even arrogant. Mr. Sample’s level of modesty is average. Sympathy: Highly sympathetic people are concerned for the well-being of others and feel genuine pain over human suffering. They will generally be viewed as kindhearted and generous. People scoring low on the sympathy scale consider themselves more rational and objective. Low scorers may be viewed incorrectly as callous or uncaring. Mr. Sample’s level of sympathy is high. © 2011 Stang Decision Systems 9 Conscientiousness Conscientiousness is largely a measure of self-control. Highly conscientious people are organized, strong-willed, determined, and planful. Sometimes called “prudent,” conscientious people will tend to be viewed as cautious, wise and intelligent. They will generally be reliable and easy to supervise, but they may also be stiff, overly rule oriented, and resistant to change. Low scorers on the Conscientiousness scale are more likely to act on impulse, put off planning, and take a more laid back approach to work and goals. They may be viewed as unreliable or lacking in ambition, but they will also tend to be more flexible and able to roll with the changes. 99 Mr. Sample’s score on Conscientiousness is high. He sets clear goals and pursues them with determination. He is likely to be regarded by others as reliable and hard-working. © 2011 Stang Decision Systems 10 Conscientiousness Facets 94 98 93 96 99 95 Self-Efficacy: People high in Self-Efficacy have confidence in their ability to get things done. They believe they have the skills and dedication to accomplish tasks effectively and to excel in their endeavors. People scoring low on this scale are less confident and generally do not believe that there is a strong correlation between effort and success. Mr. Sample’s level of self-efficacy is high. Orderliness: A highly orderly person is well-organized and tidy. They will tend to keep lists, make plans, and have a clear place for each of their possessions. Low scorers are more likely to be disorganized and messy. Mr. Sample’s level of orderliness is high. Dutifulness: Persons scoring high on the Dutifulness scale are scrupulous rule followers and feel morally obligated to fulfill promises. They are likely to be viewed as ethical, and will almost always do what is expected of them. Low scorers are more likely to feel confined by regulations and may be viewed as irresponsible and unreliable. Mr. Sample’s level of dutifulness is high. Achievement-Striving: Achievement-Striving individuals have a desire to set and meet difficult goals. They are likely to have a strong sense of direction. Extremely high scorers may be viewed as single-minded or obsessed with their jobs. Low scorers may be viewed as lazy or willing to do just enough to get by. Mr. Sample’s level of achievement striving is high. Self-Discipline: Self-Discipline is a measure of determination and persistence. People scoring high in this area have the ability to begin and finish even the most mundane tasks. Low scorers are more apt to procrastinate and become distracted, and may fail to complete projects they do not find interesting. Mr. Sample’s level of self-discipline is high. Cautiousness: Cautious people will plan their actions and carefully plot out their courses. They will tend to act deliberately and thoughtfully. They are likely to be described as reliable and steady but may also be viewed as fearful. Low scorers will often do or say whatever comes to mind without considering the outcome. They are likely to be described as direct and unfiltered. Low scorers may also be viewed as unreliable. Mr. Sample’s level of cautiousness is high. © 2011 Stang Decision Systems 11 Neuroticism Neuroticism identifies individuals who are prone to some form of distress. High scorers may have a tendency toward feelings of anxiety, anger, self-consciousness or even hostility. High scorers are more likely than most to have a negative outlook and will have difficulty dealing with pressure or adversity. While this may make them difficult to work with at times it can also be motivating if their worries are centered on getting work done. Low scorers are more likely to be even keeled and positive from day to day. They are not likely to become frustrated by most situations. In some cases a low scoring person’s calmness can be viewed as apathy. 5 Mr. Sample’s score on Neuroticism is low, indicating that he is exceptionally calm, composed and unflappable. He does not react with intense emotions, even to situations that most people would describe as stressful. © 2011 Stang Decision Systems 12 Neuroticism Facets 7 Anxiety: People who score high on the Anxiety scale tend to be fearful, nervous and pessimistic. They are more likely than most to feel as though something bad is about to happen. Conversely, people with a low score on the Anxiety scale are more likely to be calm and unafraid. Mr. Sample’s level of anxiety is low. 3 Anger: High scorers on the Anger scale are easily annoyed or irritated and will have a tendency to lose their temper more quickly than low scorers. A high score on the anger scale is not necessarily an indication that the person will express their annoyance; rather it is a measure of how likely they are to feel angry. Assertiveness, agreeableness, emotionality, and self-discipline all play a part in how anger is expressed (or whether or not it is expressed). Mr. Sample’s level of anger is low. 32 54 3 7 Depression: A measure of a person’s tendency to feel sad, uncomfortable or blue, high scorers on the Depression scale may have difficulty feeling inspired. Low scorers are generally free from depressive feelings. Mr. Sample’s level of depression is low. Self-Consciousness: People scoring high on the Self-Consciousness scale are highly sensitive to the opinions of others. They will have a tendency to feel uncomfortable as the center of attention and will prefer the company of close friends to a party full of strangers. Low scorers will usually be unaffected by situations a self-conscious person would consider uncomfortable. They will generally be at ease in most social or business situations. Mr. Sample’s level of self-consciousness is average. Immoderation: High scorers on the Immoderation scale have a relatively more difficult time controlling cravings and resisting temptations. They will often be described as having a well-developed capacity for enjoyment, but taken to an extreme it can also be self-destructive. Low scorers are better able to control their urges and will rarely over-indulge. Mr. Sample’s level of immoderation is low. Vulnerability: A high score on the Vulnerability scale indicates a general susceptibility to stress. High scorers will often describe themselves as easily overwhelmed, unable to deal with stress and prone to panic. Low scorers are more likely to remain composed and confident, even in high stress situations. Low scores will also bounce back more quickly after failure or rejection. Mr. Sample’s level of vulnerability is low. © 2011 Stang Decision Systems 13 Openness to Experience Openness to experience measures a person’s interest in seeking out experiences for their own sake rather than for financial gain or getting ahead in the workplace. High scorers will tend to be curious and creative. They will usually have a deep appreciation for art and music, will care deeply about the aesthetics of their surroundings and their work products, and will often adopt an intellectual style. Other people are likely to describe the Open individual as creative, free-thinking, and “smart” (regardless of their true problem solving skills). Low scorers will tend to have less abstract interests. Their thinking will generally be more straightforward and to the point. They are more likely to be described by others as practical and down-to-earth. Their curiosity is typically centered on areas that have near term applicability. 53 Mr. Sample’s score on Openness to Experience is average, indicating he likes tradition but is willing to try new things. Others describe him as being well-educated but not an intellectual. © 2011 Stang Decision Systems 14 Openness Facets 74 89 90 27 55 Reverie: High scorers on the Reverie scale have vivid imaginations. They may find the real world too ordinary and boring, and will therefore spend a good deal of time lost in fantasy or daydreaming. Low scorers are more inclined to be satisfied by the things going on around them. While at work, low scorers are relatively more likely to be focused on the work at hand. Mr. Sample’s level of reverie is high. Artistic Interests: Individuals with high Artistic Interests have affection for art and a keen appreciation for aesthetics. They enjoy museums, poetry, music, and looking for beauty in everyday structures. In the workplace, they are likely to be concerned with the appearance of their office space and with their work products. Low scorers are generally not as sensitive to appearance and will spend more time worrying about content. Mr. Sample’s level of artistic interests is high. Emotionality: People with high scores on the Emotionality scale are aware of their own feelings and empathetic toward others. They will tend to express themselves openly. Low scorers are less likely to expose their feelings. Mr. Sample’s level of emotionality is high. Adventurousness: Adventurous people are excited about new challenges and enjoy a variety of activities. They are not likely to do something in a particular way simply because it is the conventional method. High scorers may also become easily bored and often perform best in fluid, changeable work places. Low scorers will prefer familiarity to change and will have a tendency to stick to traditional, “proven” methods. Mr. Sample’s level of adventurousness is low. Intellect: Intellect is a cognitive style, not an indication of intelligence. Highly intellectual people will tend to be creative, enjoy abstract thoughts and ideas, appreciate the arts, and philosophical and theoretical discussions. Although it is not a measure of cognitive ability, others usually perceive intellectuals as being bright. Low scorers, on the other hand, will prefer more concrete and practical ideas. Mr. Sample’s level of intellect is average. © 2011 Stang Decision Systems
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