Truck Driver Assessment Report

Candidate:
Jim Crofter

Date:
04/11/2012

www.resourceassociates.com

To Improve Productivity Through People.

 Truck Driver Assessment Report
Candidate: Jim Crofter
Date: April 11, 2012

Date: 04/11/2012 Prepared For: NAME

Prepared by: John Lounsbury, Ph.D. & Lucy Gibson, Ph.D., Licensed Industrial-Organizational Psychologists
The following pages represent a report based on the results of a psychological assessment. The profile presented below
summarizes key results in each area compared against general population norms (indicated by the descriptors Low,
Below Average, Average, Above Average, and High) and with norms for high performers in the type of job for which the
candidate is applying (indicated by the shaded areas). The candidate's score is indicated by the diamond symbol : u

ALL RESULTS SHOULD REMAIN STRICTLY CONFIDENTIAL

Below Above
Low Average Average Average High
Accommodating u
Agreeableness u
Comfort with Procedure u
Company Loyalty u
Customer Service Orientation u
Detail Mindedness u
Emotional Stability u
Introversion u
Long Tenure Potential u
Teamwork u
Tough Mindedness u
Work Drive u

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 Truck Driver Assessment Report
Candidate: Jim Crofter
Date: April 11, 2012

Test Percent Correct This score is considered to be:

Score

Basic Math Skills 80% Correct Above Average

Explanation of this “Percent Correct” Aptitude Score

The scoring for tests like this one is based on a “percent correct” calculation which is total number of
correct answers divided by total number of questions on the test. The candidate has ample time to
complete each question, so it is possible to achieve a 100% score.

Lower scores suggest the candidate will make a high number of errors on the job. Their basic skills in this
topic area are probably lacking. If hired, you need to consider on-the-job training in this topic area.

Higher scores suggest the candidate is less likely to make mistakes of this type on the job. Their skills are
adequate to good, so they can probably improve accuracy as they practice tasks on the job - especially if
you give them feedback about errors as they occur during job performance.

We offer the following guideline:

0% to 50% correct 51% - 70% correct 71% to 85% correct 86% to 100% correct

Low Score Below Average Above Average High Score

Most companies are simply trying to weed out candidates who would have the most trouble handling job
tasks of this nature. If that is the case, you need to think about what is the lowest “Percent Correct” score
you will tolerate. If errors are not particularly costly to your operations, then you may be able to accept
candidates who score in the Below Average range.

Some companies are trying to enhance the overall quality of their workforce with the use of standardized
aptitude testing. If this is the case for your company, then we advise that you accept candidates in the
Above Average or High categories. If errors of this nature cause very serious problems in your company,
then you should only hire people who score in the High category.

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 Truck Driver Assessment Report
Candidate: Jim Crofter
Date: April 11, 2012

Aptitude Assessment
Percentile Range
0- 10- 20- 30- 40- 50- 60- 70- 80- Top
10% 19 29 39 49 59 69 79 89 10%
Mechanical Reasoning X
Explanation of Aptitude Scores In This Table:

The aptitude scores in this table reflect percentile rankings -- not percent correct on the test. For example,
if a person scores 80-89%ile on a specific test in this report, it means that they scored at least as well or
better than 80-89%ile of the norm group, but not as high as about 10-20%ile of the norm group. So, higher
scores are better than lower scores.

The Overall Cognitive Aptitude is an average score (an average for the standardized scores) for all of
the separate aptitude tests given to this candidate.

The lower the Overall Cognitive Aptitude score, we predict that the candidate will have difficulty learning new
information and making decisions. For example, if they are well experienced in their occupation, they may
be able to continue to perform well practiced tasks adequately, but have difficulty learning new things. As
such, they will need additional training time and more support from supervisors. People who produce lower
Overall Cognitive Aptitude scores generally prefer tasks that call for specific responses rather than ones
requiring insightful solutions. They are also slower in processing information and are often easily
overwhelmed by complex problems, especially ones they have not dealt with before.

The higher the Overall Cognitive Aptitude score, the more we predict that the candidate will learn quickly,
pick up a lot of new information on their own without needing to be trained, handle a large information load
easily, make decisions in an efficient manner, and show a great deal of insight about how to solve new and
complex problems.

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 Truck Driver Assessment Report
Candidate: Jim Crofter
Date: April 11, 2012

INTERVIEW QUESTIONS

After reviewing the assessment results for this candidate, you may want to conduct a structured
interview to further explore and clarify some specific concerns. The interview questions listed below
reflect areas of concern raised by the assessment results. You should keep asking questions until
you have gained confidence in your assessment of the candidate. You can use some or all of these
questions when interviewing the candidate. You will probably want to customize these questions to
best fit your style and what you already know about the candidate as well as the job for which s /he is
being considered. Most of these are behavioral description items which ask the candidate to
describe specific behavior on the job. Some additional probes which you might want to use with
individual questions are:

* When did this take place?

* What factors led up to it?
* What were the outcomes?
* What did others in the organization say about this?
* How often has this type of situation arisen?

COMPANY LOYALTY

● We've all had the experience of hearing co-workers grumble about the company or its management.
What type of experiences have you had? Tell me about one of them: what were the complaints, why
were people upset, what was the situation. What did you say / how did you react to the conversation ?
(Listen for whether the candidate's comments promoted positive or negative attitudes.)
● In a previous job, when someone in the public would ask you about your company, what type of things
would you say? (You'd like to hear that the candidate took the opportunity to create positive impressions
about the company.)
● When you get upset about a work-related problem. Who do you typically talk to? Tell me about a time
when you were aggravated or upset about a problem at work (maybe a team issue or something about
company policies), what did you tell him or her? (Listen for someone who would badmouth the
company in public.)

CUSTOMER SERVICE

● No matter how hard you try, some customers are rude, annoying, or impossible to please. Describe the
most difficult customer you have had to deal with and what efforts you made to accommodate him or
her.
● Describe a situation where you went above and beyond your job description to make a customer
satisfied. [Probes: What did you do? What was the outcome? How often has this type of thing happened
in the last year?]
● Tell me about a time when you had to reconcile competing demands from the customer with company
demands or needs.
● Tell me about a time when a customer gave you a difficult problem to solve.
● There are limits to how far an employee should go to try to satisfy customer demands and requests .
Describe the criteria you use to decide when that limit has been reached.

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 Truck Driver Assessment Report
Candidate: Jim Crofter
Date: April 11, 2012

EMOTIONAL STABILITY

● Tell me about a time when you had to keep on working despite having some problem or concern
weighing on your mind. [Probes: How long did it go on? How was it resolved? How often has this kind of
thing happened in the last six months?]
● Stress is a natural part of most work environments these days. Describe a situation where some
significant form of stress has impacted you on your job and how you dealt with it.
● Describe a situation where you learned to live with something stressful at work.

TEAMWORK

● Describe some ways that you have helped a group of coworkers achieve an important goal or outcome.
● Tell me about a time when you needed to work collaboratively with another department or group to
achieve a common goal.
● It is hard for some people to work independently. Describe how easy or difficult it is for you to work
independently or carry out assignments where you don’t consult with others.
● Give some examples of ways that too much emphasis on teamwork in a company can lead to lowered
effort by individual employees or a loss of individual initiative .

TOUGH-TENDER-MINDED

● Describe a time when you made an important decision based primarily on an objective analysis of facts
and data. (Compare the candidate’s answer on this question with answers to the next question in terms
of level of detail and enthusiasm.)
● Describe a time when you made an important decision based on your personal feelings, values, and
intuition.
● Describe a situation where you dealt with an employee (or peer) who was consistently negative in
meetings or when interacting with other employees. What did you do? What were the results?
● Describe a time when someone at work responded emotionally to something you said or did. How did
you respond? What was the result?

The information contained in this report is Resource Associates, Inc. business information intended only for the use of the
individual or entities named above. If the reader of this report is not the intended recipient you are hereby notified that
any dissemination, distribution or copying of this report is strictly prohibited. If you have received this report in error,
please notify us immediately at (800) 840-4749 or by sending E-mail to [email protected].

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