The Guardian is for skilled, semi-skilled, technical, basic entry level, administrative and a variety of other jobs where it is important that the individual hired for the job has the aptitudes, behavioral traits, low risk factors and math skills required in the successful performance of the job.
The Guardian asks direct admission questions concerning an applicant’s history, as related to the job, regarding job-related theft, alcohol and drug usage, and provides a risk factor for the individual.
The Guardian further measures an individual’s ability to perform simple math functions, i.e., addition, subtraction, multiplication and division, as may be required on the job.
In addition, the Guardian assessment measures two mental aptitudes – mental acuity and numerical perception – and the following ten personal dimensions exhibited within an individual as they relate to the job description the individual is being assessed for:
- Energy – energy and drive level; how tension and stress are handled
- Flexibility – integrity, reliability, dependability and work ethics
- Organization – ability to plan and utilize time wisely
- Communication – individual’s desire to meet and interact with people
- Emotional Development – level of self-confidence and ability to handle pressure
- Assertiveness – whether a person is a leader or a follower
- Competitiveness – whether a person is team-spirited or individualistically competitive
- Mental Toughness – ability to persevere and deal with obstacles in life without giving up
- Questioning/Probing – desire to ask questions and probe
- Motivation – whether a person is security-motivated or recognition, incentive and commission oriented
The Guardian assessment report contains the following segments:
The narrative segment, which briefly 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 pictoral analysis comparing the individual’s actual scores to the desirable benchmarks for the job. These benchmarks may be derived for an individual company based on their own successful people in the job, derived based on the job description, or the person can be assessed against Candidate Resource’s data base of people who are successful in those jobs.
Behavioral interview questions an employer can use in a second interview situation.