Achiever

The Achiever encompasses aptitudes and behaviors required in a job.  The Achiever report can be based on your organization’s job descriptions, people who are successful within that job for you now or successful people in the same job in other companies in our industrial data base.

Candidate Resources, Inc. has designed the Achiever questionnaire to be compiled by an individual to derive a numerical score in six Mental Aptitudes and ten Personality (i.e., Behavioral) Dimensions. It is then possible to compare a person’s scores, in both mental aptitudes and personality (i.e., behavioral) traits to people who have proven successful in a job category.

The Achiever report is utilized in the selection and/or training process to develop effectiveness, productivity and job satisfaction.

The six Mental Aptitudes measured by the Achiver are:

• Mental Acuity – learning comprehension, judgment, reasoning and problem-solving ability
• Business Terms – knowledge of basic business terms
• Memory Recall – knowledge of current events as they relate to the job
• Vocabulary – general English vocabulary skills
• Numerical Perception – ability to handle numerically related tasks quickly and accurately
• Mechanical Interest – measures interest in the mechanical area

The ten Personality (i.e., Behavioral) Dimensions measures by the Achiever are:

• Energy – energy, drive, tension and stress levels
• Flexibility – integrity, reliability, dependability and work ethics
• Organization – personal orientation to plan and utilize time wisely
• Communication – innate ability to meet and interact with people
• Emotional Development – ego, self-esteem, self-confidence and ability to handle pressure
• Assertiveness – strength and determination to get one’s way
• Competitiveness – team orientation versus indivdualistic competitiveness
• Mental Toughness – psychological stamina to deal with life and job pressure
• Questioning/Probing – instinct to question and probe rather than accepting things at face value
• Motivation – security-motivated or recognition, incentive and commission oriented

The Achiever contains two validity scales to assess the accuracy of the Achiever report:

• Distortion – frankness of the respondent as related to the statistical validity of the personality dimensions
• Equivocation - consistent decision-making of the respondent as it relates to the accuracy of the personality dimensions measures

The Achiever report is comprised of the following:

The narrative segment, which explains each aptitude and personality dimension that is being assessed in the report, and how the individual has scored in each compared to the job.

A graphic matrix comparing the individual’s actual scores to the desired benchmarks for the job.  These benchmarks may be derived for an individual company based on their own successful people in the job, based on the job description, or the person can be assessed against the Candidate Resources data base of people who are successful in those jobs.

Leadership Analysis identifying the person’s strongest areas and areas the person could benefit from development, based on the following five elements of leadership:

1. Planning
2. Organizing
3. Directing
4. Staffing
5. Controlling

Sales Analysis identifying the person’s strongest areas and areas the person could benefit from development, based on the following five elements of selling:

1. Developing rapport
2. Identifying a need or desire
3. Presenting the product/service to fill Prospect’s needs
4. Dealing with objections
5. Closing the sale

Personal Development Plan compiled as a result of the overall assessment of the individual to the aptitudes and traits required in the job to successfully perform the job, and identify those actions the individual can take, on a daily basis, books they can read, etc., to become stronger in the overall job itself.

Behavioral interview questions that can be asked in a follow-up interview process, which are created as a result of the comparison of the individual to the requirements of the job.  In addition, responses are given that the interviewer might look for from the person in relation to the person’s linkage or non-linkage to the job.