The Achiever

The Achiever encompasses aptitudes and behaviors required in a job. The Achiever report can be based on your organization’s job description, 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 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 desirable 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 Candidate Resources’s 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 developing in, based on the following five elements of leadership:

example

Planning 80%

Organizing 76%

Directing 65%

Staffing 73%

Controlling 90%

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

example

    • Developing rapport 75%

    • Identifying a need or desire 85%

    • Presenting the product/service to fill 89%

    • Prospect's needs 76%

    • Dealing with objections 43%

    • Closing the sale 66%

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.


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