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SELECT for Administrative Support
Questions? Call Employee Selection & Development Inc. at (800) 947-5678.
 


 
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Survey Results for Angela Example
 
ID:  
Test Date: 11/16/2009 10:54:30 AM
Organization:  Standard Reports
 

This Report Is Confidential

  • Lock it up
  • Don't leave it out
  • Don't show it to the candidate

Use This Report To Make Good Decisions

  • Retest or avoid candidates with Invalid results
  • Avoid candidates with Avoid scores
  • Use interview probes and other report information to evaluate Okay, Good or Better candidates.
  • Combine information from all sources (survey, interview, references, etc.) to make a final decision.
Angela Example 11/16/2009 10:54:30 AM
SELECT for Administrative Support  Results
 
 

Random Response:

A check for random responding. If Invalid, the candidate could not or did not read the test well enough to avoid responding randomly, and these results should not be used.		  
Valid Invalid
X
  
 

Integrity Index:

A measure of the candidate's attitudes about personal integrity and work ethic.

 
Score:
13
 Avoid
Good
 
X
0-9
10-13
 

Performance Index:

A measure of the traits associated with successful performance in this job.		  
Score:
53
 Avoid
Okay
Good
   
X
0-36
37-41
42-62

 

Performance Sub-scale Analysis:

The table presents the candidate's scores for each sub-scale of the Performance Index.

Flagged areas should be probed in the interview.

Subscale
Okay
Flag*
Energy
(activity level; action orientation)
X
  
Multi-Tasking
(juggle many tasks)
 
X
Attention to Detail
(attend to the details)
X
  
Self Control
(restraint over words and actions)
X
  
Productive Attitude
(desire to be personally productive)
X
  
Criticism Tolerance
(accept criticism constructively)
X
  
Interpersonal Insight
(perceptiveness about people)
 
X
Self-Reliance
(work independently)
 
X
Task Focus
(not distracted by office socializing)
X
  
Acceptance of Diversity
(tolerance of others different from self)
X
  
*If flagged, see interview probe suggestion(s) in later section.

 
Angela Example 11/16/2009 10:54:30 AM
SELECT for Administrative Support  Details
 
 

Job Task Responses:

How willing are you to . . . Would do it
and enjoy it		 Would do it Would do it, but
not like it		 Would not want
to do it		 Would not
do it
Arrive early or stay late to complete a task?
 
X
      
Commit to being on time, every time?
X
        
Compile, copy, sort and file?
X
        
Proofread letters, reports, etc.?
X
        
Operate office machines?
X
        
Transcribe dictation?
X
        
Compose letters and other correspondence?
X
        
Type letters and other correspondence?
X
        
Work with computers?
X
        
Answer the phone, respond to requests & deliver messages?
X
        
Learn new computer software on your own?
X
        
Attend to detail and accuracy?
X
        
Change priorities quickly upon request?
X
        
Handle demanding people?
 
X
      
The table above reports the candidate's stated willingness to do tasks commonly required in jobs similar to this one. Indications of reluctance should be probed during the interview.

 
Angela Example 11/16/2009 10:54:30 AM
SELECT for Administrative Support  Counterproductive
Behaviors
 

(This candidate had no undesirable responses to any of the counterproductive questions.)

Angela Example 11/16/2009 10:54:30 AM
SELECT for Administrative Support  Interview
 

Preparation:

  • Review the application form
  • Review the test results

STEP 1: Open the Interview

Hello, my name is ____________ and I'm the _____________ (your position). We're pleased that you are interested in this position. The purpose of this interview is to learn more about you and your work experiences. I will be asking you some questions about your previous experience, how you approach certain things, etc. You will probably see me jotting down some notes -- that's to help me remember better what you said after the interview is over. There are no correct or incorrect answers; what we want is to learn more about you. At the end, I'll leave some time to answer any questions you might have. If you are ready, we can begin.

STEP 2: Review the Application and Investigate Potential Problem Areas

___All blanks completed?   ___Employment gaps?
___Application signed?   ___Extremely high or low earnings?
___Several jobs in the last 2 years?   ___Earnings show progress?
___Vague reasons for leaving job(s)?   ___Can complete all essential functions?

Example Questions:
I see that you were unemployed from _____to _____. Please tell me about this period of unemployment.

I see that you left your previous employer for personal reasons. Would you explain further?

I noticed that you have changed jobs frequently in the recent past. Why?


STEP 3: Review Test Flags and Begin In-depth Questions

While asking the following interview questions, be sure to listen and probe in the following areas:

  • Low Self Reliance
  • Low Multi-tasking
  • Low Interpersonal Insight


 1. Tell me about your responsibilities in your previous (or current) job. Which did you like most and why? Also, which did you like the least and why? (Listen for relevant work experience and likes and dislikes that may or may not fit this job.)


 

 

 

 

 

 2. Why are you considering leaving or why did you leave your current/last job? (Listen for reliability, job fit.)


 

 

 

 

 3. What attracts you to this job in our company? Why? (Listen for a desire to work and a desire to serve others as well as an interest in your organization.)


 

 

 

 4. How would you describe yourself as an employee? What are your strengths? What things do you think you might need to improve? (Listen for work ethic, willingness to serve others.)


 

 

 

 5. In terms of administrative skills, what are your strengths? In what areas do you think you might need to improve? How would you go about improving in these areas? (Listen for job fit and a willingness to learn.)


 

 

 

 6. What type of people do you like best? And least? Why? (Listen for openness and a lack of prejudice.)


 

 

 

 7. What type of supervisor do you like best? Why? (Listen for a willingness to be supervised.)


 

 

 

 8. In your current (or most recent) job, tell me how you manage your time? Give me an example of when your schedule was interrupted suddenly. What did you do? How did you see that everything was still accomplished? (Listen for flexibility and multi-tasking.)


 

 

 

 9. Tell me about a time when you were asked to do a task you knew nothing about or a time when you had to solve an extremely difficult problem. (Listen for self-reliance and personal responsibility for achieving results.)


 

 

 

 10. Sooner or later, we all have to work with someone who is unreasonable. What types of behavior would you find most frustrating? How would you respond under such a circumstance? (Listen for openness, tact and ability to handle difficult people.)


 

 

 

 11. From your understanding of the job, what aspects of the job will you like the most? What are some things you might dislike? (Listen for job knowledge and job fit responses.)

 

 
If you are still concerned about the Performance Flag areas, here are some additional questions to ask:
Low Self Reliance: In your previous jobs, what types of decisions did you typically make? What issues were involved? How did you make your decisions? (Listen for a willingness to rely on self in making decisions versus a tendency to look to others to decide.) Please describe a recent situation for which you assumed personal responsibility for making a decision or taking an action. (Listen for indications of active pursuit of increased responsibility versus passive acceptance.)

 

Low Multi-tasking: What type of work do you like? Do you like variety or consistency? Would you rather focus on one task or do several at the same time? (Listen for a dislike for or an inability to multi-task.) 

 

Low Interpersonal Insight:Describe a recent disagreement or a difference of opinion you have had with a co-worker. What was their perspective? What was yours? What were the underlying issues? (Listen for an ability and willingness to understand and anticipate another person's perspective.)
Angela Example 11/16/2009 10:54:30 AM
SELECT for Administrative Support Interview
 

STEP 4: Conclude the Interview

Those are all the questions that I have for you. I appreciate the time that you have given to me. Is there anything that you would like to ask me?
 

STEP 5: Make the Hiring Decision

  • Resist the temptation to hire someone just because you need to fill the job. You are likely to pay for a hiring mistake both in money and time.

  • Focus on how well the candidate fits the demands of the job, not how much you like the candidate's personality or how much you have in common with the candidate.

  • The selection process is designed as an aid to the well-reasoned judgment of a hiring manager, not a replacement for this judgment. In the end, every hiring decision is a judgment call. Use the tools provided in this process to inform your decision, not make it for you.
     
Use the following checklist to guide your decision. Please indicate your recommendation and write your comments in the appropriate Recommendation box. In addition, write your initials in the Initials column.
 
Actions Recommendation Initials
Review Application
Not Acceptable

 
Some Reservations

 
Consider Further

 		  
Prescreen (Optional)
Not Acceptable

 
Some Reservations

 
Consider Further

 		  
Test Candidate & Review the Test Results
Not Acceptable

 
Some Reservations

 
Consider Further

 		  
Behavioral Interview
Not Acceptable

 
Some Reservations

 
Acceptable

 		  
Reference Checks (Optional)
Not Acceptable

 
Some Reservations

 
Acceptable

 		  
Background Check (Optional)
Not Acceptable

 
Some Reservations

 
Acceptable

 		  
Decide
Do Not Make Offer

 
Eligible At Later Date

 
Make Offer

 		  
Drug/Medical Screen (Optional)
Fail

 
 
Pass

 		  
 
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