confidential placement report -...

© PI, Inc. 1999-2007 • Assessments USA & Canada, Inc. • www.Assessments-USA.com • 800-808-6311 • 805-934-5956

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Confidential Placement Report

for

Joan C. Sample

A Demo Job Pattern -- One of 1,000+ Available

Tuesday, June 5, 2010

Assessments USA & Canada

www.Assessments-USA.com

800-808-6311 805-934-5956

Profile XT Placement Reports Joan Sample


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IInnttrroodduuccttiioonn This report provides information about Joan C. Sample, presented in a manner to help you judge her match with a selected position in your organization. Every employable person will match some positions better than other types of work. This report reflects the responses provided by Joan C. Sample when she completed the Profile XT assessment. Results are illustrated on a scale from 1 to 10. The darker area on the scale represents the “Job Match” target. The enlarged segment of the scale shows where Joan scored. If the enlarged segment is dark, Joan is in the “Job Match” pattern; if it is light, she is not. Information about Joan is reported in these five categories:

• Profile for Thinking Style – Learning index, Verbal Skill, Verbal Reasoning, Numerical Ability, and Numeric Reasoning.

• Profile for Behavioral Traits – Energy Level, Assertiveness, Sociability, Manageability, Attitude, Decisiveness, Accommodating, Independence, and Objective Judgment.

• Profile for Interests – Enterprising, Financial/Administrative, People Service, Creative, Technical, and Mechanical.

• The Total Person – Additional information regarding Joan and the significance of her scores.

• Interview Questions – Suggested interview questions for acquiring additional information that could be helpful in judging suitability for this position.

Please consult the User’s Guide for additional information on using these results in working with Joan.



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The darker shading represents the Job Match Pattern for the role of A Demo Job Pattern -- One of 1,000+ Available. The larger box indicates this individual’s score.

Learning Index – An index of expected learning, reasoning and problem solving potential.

1 2 3 4 5 6 7 8 9 10

Verbal Skill – A measure of verbal skill through vocabulary.

1 2 3 4 5 6 7 8 9 10

Verbal Reasoning – Using words as a basis in reasoning and problem solving.

1 2 3 4 5 6 7 8 9 10

Numerical Ability – A measure of numeric calculation ability.

1 2 3 4 5 6 7 8 9 10

Numeric Reasoning – Using numbers as a basis in reasoning and problem solving.

1 2 3 4 5 6 7 8 9 10

95% match with Thinking Style Pattern for the A Demo Job Pattern -- One of 1,000+ Available

position.

Joan C. Sample has a 66% overall match for the A Demo Job Pattern -- One of 1,000+ Available position.



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Energy Level – Tendency to display endurance and capacity for a fast pace.

1 2 3 4 5 6 7 8 9 10

Assertiveness – Tendency to take charge of people and situations. Leads more than follows.

1 2 3 4 5 6 7 8 9 10

Sociability – Tendency to be outgoing, people-oriented and participate with others.

1 2 3 4 5 6 7 8 9 10

Manageability – Tendency to follow policies, accept external controls and supervision and work within the rules.

1 2 3 4 5 6 7 8 9 10

Attitude – Tendency to have a positive attitude regarding people and outcomes.

1 2 3 4 5 6 7 8 9 10

Decisiveness – Uses available information to make decisions quickly.

1 2 3 4 5 6 7 8 9 10

Accommodating – Tendency to be friendly, cooperative, agreeable. To be a team person.

1 2 3 4 5 6 7 8 9 10

Independence – Tendency to be self-reliant, self-directed, to take independent action and make own decisions.

1 2 3 4 5 6 7 8 9 10

Objective Judgment – The ability to think clearly and be objective in decision-making.

1 2 3 4 5 6 7 8 9 10

35% Behavioral Traits Pattern match for the A Demo Job Pattern -- One of 1,000+ Available position.

Joan C. Sample has a 66% overall match for the A Demo Job Pattern -- One of 1,000+ Available

position. The Distortion Scale Score on this assessment is 9. The Distortion Scale deals with how candid and frank the respondent was while taking this assessment. The range for this scale is 1 to 10, with higher scores suggesting greater candor.



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For the Job Match Pattern under consideration, the top three interests in descending order are: Financial/Admin, People Service and Creative. The other three interests have no impact on this position. The top three interests for Joan in descending order are: Creative, Enterprising and People Service. Ms. Sample shares two of these interest areas: People Service and Creative

Top three Interests for this position

Financial/Admin – Indicated interest in activities such as organizing information or business procedures.

1 2 3 4 5 6 7 8 9 10

People Service – Indicated interest in activities such as helping people and promoting the welfare of others.

1 2 3 4 5 6 7 8 9 10

Creative – Indicated interest in activities using imagination, creativity and original ideas.

1 2 3 4 5 6 7 8 9 10

Interests not relevant to this Position

Enterprising – Indicated interest in activities associated with persuading others and presenting plans.

1 2 3 4 5 6 7 8 9 10

Technical – Indicated interest in scientific activities, technical data and research.

1 2 3 4 5 6 7 8 9 10

Mechanical – Indicated interest in working with tools, equipment and machinery.

1 2 3 4 5 6 7 8 9 10

When the top three interests are in common, the Job Match Percentage is greater than if there are fewer than three in common.

Joan C. Sample has an 70% match with Interest Pattern for the A Demo Job Pattern -- One of

1,000+ Available position.

Joan C. Sample has an overall match of 66% for the A Demo Job Pattern -- One of 1,000+ Available position.



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TThhee TToottaall PPeerrssoonn This part of the report discusses the results for Joan Sample on each of the scales in all three sections. The reported scores relate to the working population in general, and not to any specific Job Match Pattern.

Job Pattern 4-6 Score 5

ο Joan's overall learning index is above average and suggests a good potential for quickly learning new information.

ο She is generally adaptive in the intellectual sense. ο Overall, Ms. Sample may be expected to complete a typical training program

with adequate success. ο Upon completing a new training program, Ms. Sample should pick up new

concepts easily.


ο She demonstrates a level of verbal skill equivalent to most people in the general population.

ο Ms. Sample is comfortable analyzing basic written and verbal information. ο Joan should be capable of learning to apply basic communication principles to

new, more complex problems as necessary. ο Ms. Sample should be able to grasp simple communication principles that

apply to the job.

Learning Index – An index of expected learning, reasoning and problem solving potential.

1 2 3 4 5 6 7 8 9 10

Verbal Skill – A measure of verbal skill through vocabulary.

1 2 3 4 5 6 7 8 9 10



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ο Joan would not be expected to have any difficulty in effectively communicating thoughts and ideas to others.

ο Ms. Sample is proficient in the use of words and language. ο She demonstrates adequate and, in some areas, good verbal skill; certain

areas and complexities will need training. ο Ms. Sample probably will assimilate information with success commensurate

with the general population.


ο Ms. Sample should be capable of learning to apply basic mathematical principles to new, more complex problems as necessary.

ο She needs assistance with complex mathematics or technical calculations. ο Joan is comfortable analyzing basic numerical material and performing some

mathematical functions without relying on a calculator. ο Ms. Sample should be able to grasp simple mathematical principles that apply

to the job.

Verbal Reasoning – Using words as a basis in reasoning and problem solving.

1 2 3 4 5 6 7 8 9 10

Numerical Ability – A measure of numeric calculation ability.

1 2 3 4 5 6 7 8 9 10



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ο She may prefer calculators for more complex mathematical calculations. ο Ms. Sample should be able to complete the mathematical parts of the training

process with little difficulty. ο Joan should not require additional time or repetition to accomplish numerical

learning. ο Ms. Sample's ability to assimilate information that is mathematical or

numerical in nature is sufficient at a general level.


ο Ms. Sample enjoys a quick pace and a fast track. She has a strong focus on critical deadlines and timely results.

ο Ms. Sample is a self-starter, an energetic personal producer with a high sense of urgency.

ο She would very likely enjoy positions which call for a high energy level, fast work pace and critical deadlines.

ο Ms. Sample has an unusually high energy level and probably would not enjoy sedentary work.

Numeric Reasoning – Using numbers as a basis in reasoning and problem solving.

1 2 3 4 5 6 7 8 9 10


1 2 3 4 5 6 7 8 9 10



9


ο Joan can be a moderately assertive leader who gets results. ο Ms. Sample is willing to be assertive, to be more of a leader than a follower. ο Ms. Sample is motivated by situations in which she is held accountable for

results. ο She typically uses direct statements and seems to enjoy the opportunity to

lead others.


ο Ms. Sample prefers direct and to the point communication and may avoid spending time on small talk and social amenities.

ο Joan's sociability is moderately compatible with establishing a network of contacts.

ο She expresses limited enjoyment of public contact work. ο Ms. Sample is moderately motivated by assignments that require contact with

people.


1 2 3 4 5 6 7 8 9 10

Sociability – Tendency to be outgoing, people-oriented and participate with others.

1 2 3 4 5 6 7 8 9 10



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ο She may be more willing to defend her point of view, once her mind is made up.

ο Joan may be more willing than others to ask questions when she is not in agreement with a policy or a directive.

ο Ms. Sample is more willing to question the status quo and may be more difficult to please.

ο Ms. Sample is frequently comfortable working in the absence of supervision and external controls.


ο Ms. Sample's assessment of others may occasionally be more critical and negative than positive and optimistic.

ο Her attitude is moderately compatible with confronting interpersonal problems and frustrations.

ο Joan can become impatient sometimes and/or fault-finding with others who do not conform to her expectations.

ο Ms. Sample expresses guarded optimism and trust; her attitude toward some people can be more negative than positive, when under stress.


1 2 3 4 5 6 7 8 9 10


1 2 3 4 5 6 7 8 9 10



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ο Ms. Sample can stand firm on decisions and may not be inclined to back down once a decision is made.

ο Ms. Sample is decisive and quick to act. She is likely to enjoy positions which require immediate action.

ο She is inclined to take decisive action, to move decisions forward. ο Joan is capable of responding to an emergency and resolving problems.


ο Ms. Sample is inclined to tell others what she thinks of them. ο Ms. Sample may be more concerned with pursuing her own agenda, rather

than assisting others in meeting theirs. ο Joan is more likely to deal directly with unpleasantness, rather than attempting

to deflect it. ο She will not typically follow the group just to get along with others.


1 2 3 4 5 6 7 8 9 10


1 2 3 4 5 6 7 8 9 10



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ο Joan appreciates some opportunity to challenge the status quo and to cause a change in something.

ο She is usually comfortable handling new problems independently. ο Ms. Sample has a moderate need for freedom from controls, close supervision

and organizational constraints. ο Ms. Sample prefers to carry out important tasks with minimal supervision. She

can be counted on to meet her commitments without close supervision.


ο Ms. Sample has a tendency to be a subjective thinker, to strongly emphasize personal opinions more than factual data.

ο Ms. Sample's judgment will be much more intuitive when addressing critical independent decision making responsibilities.

ο Ms. Sample's judgment has a strong tendency to become subjective when pressured.

ο Ms. Sample's thinking can be effective until she allows personal biases and opinions to replace sound judgment.


1 2 3 4 5 6 7 8 9 10


1 2 3 4 5 6 7 8 9 10



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OOccccuuppaattiioonnaall IInntteerreessttss The Interest section assesses the relative interests between the six interest areas. The top three interests for Ms. Sample are shown here, along with the top three interests for the A Demo Job Pattern -- One of 1,000+ Available position. Note that Joan shares TWO top interests with the requirements of this position. Ms. Sample scored highest in the Creative, Enterprising and People Service themes on the inventory. She is attracted to positions in which she can use her creative side in a business environment that allows for a high degree of contact with people. She appears to be drawn toward opportunities to solve problems in an innovative way. The chance to serve the needs of customers and the public in general also relates to this interest pattern. With Creative as her primary area of interest, Ms. Sample is likely to seek out activities that involve innovative thinking, expression and imagery. This area of interest is likely to be the driving force behind all of her performance. Secondly, she is motivated by the entrepreneurial world of business, as seen in her interest in the Enterprising area. Sales and leadership roles may serve to enhance her motivation on the job. Finally, her interest in People Service activities rounds out her profile. This may not be the central focus of her interests, but these activities are likely to enhance the work experience nonetheless. Notice: As discussed in the User’s Guide for this product, this job pattern approach to matching individuals to a position provides information of great value and should be an important part of the placement decision. However, the user is reminded that the results from any test should never make up more than a third of the final decision.

TOP THREE areas of interest for Joan Sample.

TOP THREE areas of interest for the position of A Demo Job Pattern -- One of 1,000+ Available.

Indicated interest in activities such as organizing information or business procedures. Financial/Admin

People Service

Indicated interest in activities using imagination, creativity and original ideas. Creative

Indicated interest in activities such as helping people and

promoting the welfare of others.

Indicated interest in activities associated with persuading others and presenting plans. Enterprising

Indicated interest in activities using imagination, creativity and

original ideas.

Indicated interest in activities such as helping people and promoting the welfare of others. Creative People Service



IInntteerrvviieeww QQuueessttiioonnss Joan Sample scored outside the position match pattern in the following areas. When interviewing Joan Sample, you should consider the following information: BEHAVIORAL TRAITS


On the Energy Level scale Ms. Sample is above the designated Profile for this Job Match Pattern. This suggests that her drive and enthusiasm is greater than the position typically requires. Discussions with her should explore the possibility the position may not be sufficiently challenging to maintain her interest and/or level of performance. ο Hard work is necessary in order to achieve. Tell me about a time when you

had to work very hard to reach your goals and be specific about what you achieved.

ο Describe for me a situation you have experienced in which you successfully motivated others to accomplish more work for a deadline.

ο Tell me about a time when you were able to provide your own motivation to produce even though you were working alone. How did you manage to motivate yourself?

ο Tell me about a time in your background when you were a driving, highly motivated worker.


1 2 3 4 5 6 7 8 9 10




Ms. Sample scored above the Profile for this position in the Assertiveness scale. She may find the environment of this position challenging in the area of how much control is appropriately exerted over others. While talking with her, determine her ability to practice greater diplomacy in her interpersonal relations. ο Tell me about a situation when you had to "stand up" for a decision you made

even though it made you unpopular. ο Tell me about a time when you were successful in challenging others' ideas.

What does this say about your ability to be assertive? ο Describe a time when you communicated something unpleasant or difficult to

say to your manager. How did you assert yourself? ο Give me an example of a time when you confronted a negative attitude

successfully, which resulted in building teamwork and morale.


On the Manageability scale Ms. Sample is below the designated Profile for this Job Match Pattern. This suggests that her willingness to follow standard procedures is less than the position typically requires and that she could have a problem with the capability to perform in this area. Discussions with her should determine her potential for frustration within the constraints of this position. ο It is pretty realistic to say that no job is a complete "bed of roses". Tell me

about a time when you were able to express your opinions in spite of disagreements or objections.

ο What is the role of management, in your own words? ο When things go badly at the office, who deserves the blame and why? ο Describe the results of a past conflict with a supervisor. How did it happen,

whose "fault" was it, and how was it resolved?


1 2 3 4 5 6 7 8 9 10


1 2 3 4 5 6 7 8 9 10




On the Attitude scale Ms. Sample is below the designated job profile for this position. This suggests that her general response to others will be pessimistic compared to the most successful individuals in this position. Discussions with her should explore the possibility that for Ms. Sample, the position may be overly challenging and could lead to frustration and a reduction in her level of performance. ο What role have you played in the recent past in which your team was

unmotivated and how did you resolve the problem? ο Describe the last time you experienced a big change in the workplace, like a

new set of regulations, for example. How did you feel about those changes? ο Tell me about a high stress situation when it was desirable for you to keep a

positive attitude. What happened? ο Describe for me a specific time when your attitude had an effect on a customer

or client.


1 2 3 4 5 6 7 8 9 10




On the Decisiveness scale, Ms. Sample is above the designated Job Match Pattern for this position. This suggests that she may act without a thorough understanding of the related details. Discussions with her should determine the extent of her spontaneity in decision-making, and consider if her effectiveness could be enhanced by more deliberation. ο What was the toughest work related decision you ever had to make? What

were the circumstances involved and the consequences afterward? ο When a surprise or unforeseen crisis occurs at work, what is your typical plan

of action? ο Many situations at work will require fast thinking and speed in making

decisions. Give me an example of a situation in which you were especially skillful in making a decision quickly.

ο Describe a situation in which you had to take immediate action in a crisis involving human life or severe financial consequences.


1 2 3 4 5 6 7 8 9 10




On the Accommodating scale Ms. Sample is below the designated Profile for this Job Match Pattern. This suggests that her patience with the opinions of others in the group is less than the position typically requires and that she could have a problem with the capability to resolve differences of opinion in an accommodating way. Discussions with her should explore the possibility that for Ms. Sample, the position may be overly challenging and could lead to frustration and a reduction in her level of performance. ο What is your viewpoint about co-workers that never speak their mind? ο Give me an example of a time when another person really tried your patience.

Specifically, talk about a time when you were angry or frustrated. ο When a co-worker is wrong about a work issue, what is the best way to

discuss the issue with him or her? ο When is it appropriate to hold back and "keep our thoughts to ourselves", if

ever?


On the Independence scale Ms. Sample scored comparably to most people. However, her score is above the designated Profile for this particular Job Match Pattern. This suggests that her self-reliance is greater than the position typically requires but that she should have no problem with the capability to work under supervisory guidance. Discussions with her should explore the possibility the position may not be sufficiently challenging to maintain her interest and/or level of performance. ο In what ways are change and innovation productive? Or unproductive? ο Describe a situation when you encouraged change or adaptation, despite the

resistance of co-workers. ο Describe a recent situation in which you experienced some sort of

organizational change at the workplace. How did you feel about that change? ο When a supervisor has a new idea, how do you confront any potential

concerns over its effectiveness?


1 2 3 4 5 6 7 8 9 10


1 2 3 4 5 6 7 8 9 10




On the Judgment scale Ms. Sample is below the designated job profile for this position. This suggests that her decision-making process is less objective than the position typically requires and that she could have a problem with the pragmatic nature of the job. Discussions with her should explore the possibility that for Ms. Sample, the position may be overly challenging and could lead to frustration and a reduction in her level of performance. ο Describe a high-pressure situation you had to handle at work. Tell me what

happened, who was involved and what you did in terms of problem solving. ο Describe the process involved when you have to make a decision under

pressure. ο What sources of information do you typically use in reaching a decision at

work? ο It is often important to use a common sense approach in making a decision.

Tell me about a time when your common sense paid off for you. OCCUPATIONAL INTERESTS Administrative duties are preferred most by those who match the Interest Pattern for this position. However, the activities associated with the Financial/Administrative theme are not among Ms. Sample's primary three interest themes and may not motivate her as much.


1 2 3 4 5 6 7 8 9 10

Financial/Admin – Indicated interest in activities such as organizing information or business procedures.

1 2 3 4 5 6 7 8 9 10



ο What is most frustrating for you about doing paperwork or keeping records organized?

ο If you work for extended lengths of time on detailed paperwork, how do you maintain your focus for the task at hand?

ο How do you feel about work that requires lots of administrative details? ο How do you encourage yourself to keep interested when working with

numbers and data, especially in a records-keeping role?



Confidential

Candidate Matching Report

For the

A Demo Job Pattern -- One of 1,000+ Available




800-808-6311

805-934-5956


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A Demo Job Pattern -- One of 1,000+ Available This report provides a comparison of selected candidates to the A Demo Job Pattern -- One of 1,000+ Available position. This information will help organize your interviews when more than one candidate is being considered for the same job. The Job Match Percent shown for each candidate represents their match to the position. The highest Job Match score is 95%. Please select candidates from this list and print their Placement Report. This report will provide interview questions and information for use in the interview. Please note that this report does not measure or consider candidates’ education, training, or experience, nor does it consider job skill requirements. Candidates Job Match Percent

Bob Sample 81% Rick Sample 67% Joan Sample 66% Joey Sample 62% Maria Sample 60% Marc Sample 45% Jason Sample 38%

NOTICE: As discussed in the User’s Guide for this product, this job pattern approach to matching individuals to a position provides information of great value and should be an important part of the placement decision. However, the user is reminded that the results from any test should never make up more than a third of the final decision.


Graphic Summary A Demo Job Pattern -- One of 1,000+ Available

Thinking Style

4 5 6

5 6 7

5 6 7

4 5 6

3 4 5

Behavioral Traits

3 4 5

4 5 6

5 6 7

7 8 9

6 7 8

2 3 4 5

6 7 8

2 3 4 5

6 7 8 9

Occupational Interests

Top three interests for this position

Lowest three interests for this position

Learning Index

Verbal Skill

Verbal Reasoning

Numerical Ability

Numeric Reasoning

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgment

Interests Ranking

Financial/Admin

People Service

Creative

Enterprising

Technical

Mechanical

The Job Matching process for Interests is concerned with the top three interests of a Job Match Pattern and how closely a candidate’s top three interests match. The three top i t t f thi P tt i di t d d k d f t t b tt


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This position will require: Learning Index Employees who can train within normal limits and yet may

occasionally require closer attention when learning new material.

Verbal Skill Employees who communicate within normal expectations and are also comfortable communicating the more complex aspects of their routine functions.

Verbal Reasoning Employees who interpret routine communications effectively with an ability to analyze more complex verbal information.

Numerical Ability Employees who utilize basic calculations effectively with little responsibility for complex data or sophisticated numerical analysis.

Numeric Reasoning Employees who can make decisions based on basic numerical data and who understand the basic implications of charts and graphs that explain such data.

Enterprising This is not one of the top three interests for this position.

Financial/Admin Employees who are highly motivated by administrative duties or financial information processing.

People Service Employees who are highly motivated by a position that offers the opportunity to help others or provide some facilitative service.

Technical This is not one of the top three interests for this position.

Mechanical This is not one of the top three interests for this position.

Creative Employees who are motivated by innovation, yet also possess less creative interests.

Energy Level Employees who respond to demands on their time and effort but who are most effective in a more relaxed environment.

Assertiveness Employees who are somewhat willing to lead others, but most comfortable when given the chance to take direction from others.

Sociability Employees who are moderately social, motivated by the opportunity to present their ideas and suggestions and are encouraged by the opportunity to work in a team environment.

Manageability Employees who respond enthusiastically to a highly structured environment that requires one to work under the direct supervision of management.


Attitude Employees who demonstrate a positive attitude, yet are not required to resist the expression of frustration in order to achieve success in their work.

Decisiveness Employees who are capable of making timely responses but are quite comfortable using a methodical approach to make decisions.

Accommodating Employees who can appropriately accommodate the needs of customers and co-workers, and also appreciate the occasional need to take a personal position that is different than the group's position

Independence Employees who demonstrate some level of independence, but function best when provided supervision and structure.

Objective Judgment Employees who utilize data in order to make deliberate decisions based on the logical application of objectivity and practicality.


Confidential

Succession Planning Report

for

Bob Sample




800-808-6311 805-934-5956


SSuucccceessssiioonn PPllaannnniinngg Career pathing or succession planning is important to employee satisfaction as well as to positive organizational growth. Knowing where people may fit in the future can also help you design your training for them. Assessments USA & Canada has developed customized Job Match Patterns for several positions in the organization. This list shows how Bob Sample matches the Job Match Patterns for these different positions. The overall percent match reflects his Thinking Style, Occupational Interests and Behavioral Traits combined. You should select appropriate positions from the Job Match Patterns listed here and generate reports for Bob that are specific to those positions. These reports will provide very detailed information about Bob to include coaching comments and interviewing ideas for succession planning. Please note this report does not measure or consider the candidate’s education, training, or experience, nor does it indicate job skill requirements. A perfect job match is 95%. Position Job Match Percent

LOAN OFFICER 87% LOAN COUNSELOR 87% FOOD SERVICE MANAGER 85% FUNERAL DIRECTOR 84% COMMUNITY/SOCIAL SERVICE SPECIALIST 84% CHILD/FAMILY/SCHOOL SOCIAL WORKER 84% TRAVEL AGENT 84% CHILD CARE WORKER 83% HUMAN RESOURCE MANAGER 83% DENTAL HYGIENIST 82% COUNSELOR 82% SUPERVISOR, RETAIL SALES 82% APPRAISER, REAL ESTATE 81% ARCHITECTURAL DRAFTER 81% RESERVATION TICKET AGENT 81% EDITOR 80% CREATIVE WRITER 80% COPY WRITER 80% BUDGET ANALYST 80% DESKTOP PUBLISHER 79% ADVERTISING/PROMOTIONS MANAGER 79% FLIGHT ATTENDANT 79% GENERAL/OPERATIONS MANAGER 79% CUSTOMER SERVICE REPRESENTATIVE 79% FINANCIAL EXAMINER 78%


ACCOUNTANT 78% AUDITOR 78% CREDIT ANALYST 78% FINANCIAL ANALYST 78% GOVERNMENT SERVICE EXECUTIVE 77% CHIEF EXECUTIVE 77% CASHIER 76% FLORAL DESIGNER 76% Agency Fiscal Officer 76% AIRLINE PILOT/COPILOT/FLIGHT ENGINEER 76% LANDSCAPE ARCHITECT 75% CARPENTER, CONSTRUCTION 74% ACTUARY 74% FIRE FIGHTER 73% FOREST FIRE FIGHTER 73% ARCHITECT 73% GRADER/BULLDOZER/SCRAPER OPERATOR 71% COOK, RESTAURANT 68% COMPUTER HARDWARE ENGINEER 68%

NOTICE:

As discussed in the User’s Guide for this product, this job pattern approach to matching individuals to a position provides information of great value and should be an important part of the placement decision. However, the user is reminded that the results from any test should never make up more than a third of the final decision.

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