One of the keys to successful hiring lies in the interviewing process. When employers utilize the Achiever as a part of the applicant screening process, an advantage is achieved through the Achiever’s unique capacity to compare a job candidate to successful performers in a respective job. An interviewer can easily view the Achiever results reflected on the score sheet and see how the candidate’s scores align with the job requirements as depicted by the dots and brackets (the benchmark). This enables the interviewer to focus on those mental aptitudes and personality dimensions for which the candidate’s scores on the Achiever fall outside of the desired benchmark for the job. Scores out of the benchmark range are important for the interviewer to focus on since they represent areas in which the candidate has scored differently than individuals who perform the job successfully.

One of the goals of the interviewing process is to determine whether a candidate is aware of his or her weaknesses and is deploying compensating mechanisms to overcome them. One of the most obvious examples involves those who are weak in organization and utilize a day-timer or some other mechanism to keep themselves organized and making the most effective use of their time.

Following are a few tips to use when interviewing candidates relative to the job requirements with the advantage of the Achiever results. A review of an Achiever score sheet will be helpful. Click here to see a score sheet.

MENTAL APTITUDES

• Mental Acuity: Think of the common job functions. The more complex the job functions and duties, the higher the score in Mental Acuity needs to be.
• Business Terminology: Is a strong knowledge of general business terminology important to successfully perform the job?
• Memory Recall: Current events awareness indicates a desire to keep up with what is going on in the world. Is this trait critical for successful job performance?
• Vocabulary: General English vocabulary impacts an individual’s ability to effectively communicate at a high level. If such communication is important in the job, then a high score is needed in Vocabulary.
• Perception: Is the ability to quickly and accurately handle numeric data critical to job success. If so, a high score in Perception is required.
• Mechanical Interest: Interest, not aptitude, is measured here. Is an interest in mechanical functions and/or devices required by the job?

PERSONALITY DIMENSIONS

• Energy: Jobs that require energy and activity necessitate a lower score, while desk oriented jobs typically require a higher score. A good balance is represented by the middle scores, but the job requirements should dictate the best range of scores.
• Flexibility: Does the job require spontaneity and adaptability to rapidly changing circumstances? If yes, then lower scores are desired. Jobs that are highly structured and rule oriented require higher scores.
• Organization: Probably the most highly compensated for Dimension. Normally low with higher a Mental Acuity Score. Relates directly to the job requirements.
• Communication: Does the job require regular contact with customer or prospects? If yes, then higher scores are needed. Should be directly related to the requirements of the job.
• Emotional Maturity: Think in terms of Ego strength as directly related to the job requirements.
• Assertiveness: Does the job require an ability to lead or direct others? If yes, higher scores are needed here.
• Competitiveness: Again highly related to the job requirements and functions.
• Mental Toughness: The mental attitude of the individual vs. life, encompassing the job experience and environment. An important measurement when considering whether the candidate will be required to challenge thoughts, ideas, concepts and words.
• Questioning/Probing: Consider the need in the job of the individual to question and probe information presented to them then relate that need to this score.
• Motivation: Does the job require monetary compensation tied to performance? Frequent travel or changing dynamics? If yes, then higher scores are needed. All of the personality dimensions require careful consideration in terms of job requirements, but this is especially true of Motivation. A poor match in this dimension virtually guarantees turnover.

SUMMARY

• This approach insures one of the most important criteria for any assessment: Job Relativity.
• In the benchmarking process and the consideration of job requirements relative the mental aptitudes and personality, every effort is made to establish that the Achiever is job related. For this reason, the Achiever boasts a 40 year history of helping employers match candidates to jobs.
• The Achiever provides behaviorally based, job relevant interview questions to assist in the interviewing process.