Generic Battery for HR Managers

Sample Report for Jane Doe

T- scores

LEARNING APTITUDES: Verbal 65 (high), Spatial 40 (low average), Memory 70 (high), aptitude total 62 (high average). Openness 79 (high), Work Ethic 75 (high), Extroversion 56 (high average), Agreeableness 9 (very low), Emotional Stress Tolerance 59 (average), personality total 59 (average). Mathematics 81 (high), English grammar 49 (average).

Interpretation

These tests are appropriate for screening office workers. Jane has reasonably good scores in LEARNING APTITUDES (intelligence). Her spatial aptitude score is only average, but office workers donâ€™t need high spatial aptitude. Her verbal and memory scores are high, which is relevant to office work. Her PERSONALITY scores are good in the Openness and Work Ethic areas, average in Extroversion and emotional stress tolerance but low in Agreeableness. This low score in agreeableness is a red flag. She could be prone to conflict with other people, with fellow workers, supervisors and customers. Her JOB SPECIFIC skills in math and English grammar are basically good overall, with especially high math skills. The high math skills would be desirable if she were in bookkeeping, banking or other number work.

Summary

Jane has strong and weak points. If possible, finding a candidate without her weakness in Agreeableness would be wise.

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Assessment Testing for Job Applicants and Employees

This is a library of several tests from which you can select several to assess intelligence, personality traits and other job-specific traits. Typically, a company will select three intelligence measures, five personality measures and one or two job-specific measures.

Procedure recommended is as follows: HR managers put out job announcements and receive applications from interested potential employees. They screen these applications and choose persons they think are worth further evaluating. They create an account on the Testmaster Inc. website and select tests to include in batteries for each of the different jobs for which they are screening applicants.

For example they may use one battery for screening secretary applicants and another battery for sales personnel. They enter the names and a code number for each of the applicants who will take the test battery. These applicants are given instructions about going to the website, entering their code number and name, and completing the battery online.

The battery is scored immediately by computer and a report is prepared and sent by email to the HR manager. The HR manager decides whether the applicant is to be retained for further screening.

Those who are selected are then screened with the remaining procedures used by the company, such as background checks, back exams, drug screens and personal interviews. Applicants who pass all of these procedures are hired.

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This test is available online to administer and will be scored automatically.