Zaboo

Part 1

Qualification Questions
Job Title: Route Salesperson
Name: John Doe

1. Do you have a high school diploma or equivalent?
Yes

2. Are you legally qualified to work in the United States?
Yes

3. Would you be willing to submit to a pre-employment background check and drug screen?
Yes

4. Are you 19 years of age or older?
Yes

5. Do you have previous Sales experience?
Yes

6. Do you have previous Route Sales experience?
No

7. Do you consider yourself as having excellent organization skills?
Yes

8. Do you have a valid driver’s license?
Yes

9. Have you ever been responsible for your own sales territory?
Yes

10. Do you feel confident in your ability to generate and implement sales presentations?
Yes

Section Points: 90

Part 2

The Achiever

Assessment For: John Doe
Phone: 214-333-4444
Email: JDoe@bigisp.com

Position: Route Salesperson

Company: AAA Acme
Report Type: Sales Associate

Assessment Date: 5/7/2008

For More Information
Please Contact:

Milt Cotter
Candidate Resources
2100 Highway 360, Suite 400-B
Grand Prairie, TX 75050
972-641-5494 ext.128
mcotter@criw.com

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:1

----- Mental Aptitudes -----

Mental Acuity

Mr. Doe is above-average in Mental Acuity, indicating he is a fast thinker with above-average comprehension skills. He has good reasoning and problem-solving capabilities and is able to deliberate and make appropriate decisions on more challenging issues.

Business Terms

John has an average understanding of business terminology obtained either on the job or in a business class.

Memory Recall

Mr. Doe has a superior knowledge of events happening in the world around him and should be strongly aware of competitive trends, as well as the economy's affect on business.

Vocabulary

Mr. Doe's weak vocabulary skills could be a liability when clearly and effectively communicating with others orally or in writing. It is possible that English is his second language.

Numerical Perception

John's Numerical Perception score indicates that he has a potential vision or concentration problem. Unless corrected, any work requiring that close attention be paid to detail will be difficult for him to complete successfully. If he also has a low score in Mental Acuity, he may not have understood or followed the directions at the beginning of this evaluation.

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:2

Mechanical Interest

John shows some interest in machines and is probably willing to devote extra time to learn the technology used at work. Please note that this mental aptitude measures interest, not mechanical ability.

----- Personality Structure -----

Energy

Mr. Doe has a relatively low energy and drive level. He handles pressure well and can maintain a good degree of concentration, but may be less than effective if the project or assignment calls for a more energized approach.

Flexibility

John can be innovative and creative, but will also be concerned about the quality of the products and services provided by the company. He can generate new approaches to problems and enjoy the challenge of finding new uses for existing applications, but will also be focused on his goals and concerned that the reputation of the company is not harmed. He can be a flexible, free-thinker who adapts easily to change and is able to handle multiple demands and assignments, but also possesses good ethics and a sense of integrity.

Organization

Mr. Doe is very organized and oriented to planning his time and activities. He preplans projects and assignments to make the best use possible of the time and resources he has available to reach organizational goals and priorities, and is generally aware of priorities and project deadlines.

Communication

John enjoys working with people and is a very open, sharing collaborator. He easily and comfortably articulates his own feelings, ideas and knowledge to others. He would not be happy in an environment where he has no opportunity to interact with others.

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:3

Emotional Dev

Mr. Doe has a healthy level of self-confidence without being unrealistic and is not easily deterred if situations occur which slow down his efforts. He believes in himself, and when faced with obstacles, is patient enough to wait for results.

Assertiveness

John will express his opinions and effectively and professionally defend his decisions and ideas when challenged, but is also willing to consider the ideas of others. He will have the ability to influence others and direct their activities without appearing too aggressive or overbearing.

Competitiveness

Mr. Doe enjoys competition and is most successful when he is contributing to a group competitive effort. He has a competitive spirit and desire to win, and will work hard to help the team achieve its goals, but may avoid competition against co-workers, feeling that this type of competition could ruin good relationships with others.

Mental Toughness

John is sensitive to the needs of customers and others. He may take criticism or rejection personally, and will prefer to work in comfortable surroundings free from criticism, rejection, etc. He will interact with others with a strong degree of concern, and may at times allow emotions to take precedence over facts.

Questioning /Probing

John is trusting, but also cautious. He will ask reasonable, but direct, questions to determine the motives behind a decision or action, and will probe to better analyze a situation.

Motivation

John is easily motivated when the right rewards are offered. He has good initiative and will take risks when the potential for profit and recognition exists. He is always looking for a chance to obtain recognition for his efforts. He will be willing to put in extra hours and exert greater effort to complete a project successfully, provided he feels he will be rewarded for his efforts. Status and recognition are more important than a steady job or a stable paycheck, even if it means long hours or frequent travel.

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:4

----- Validity Scales -----

Distortion

Mr. Doe is not willing to reveal a number of his personality traits. Accuracy of the Personality Dimensions is diminished to approximately 85%. Results must be considered accordingly.

Equivocation

He has scored within our acceptable equivocation range.

This report is confidential and is an opinion based on test results and other available data. In the selection process it may count up to one third (1/3) of the decision process along with the interview, reference check, education and experience.

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:5

Score Sheet

Sales Associate

Mental Aptitudes
		1 2 3 4 5 6 7 8 9
MENTAL ACUITY	Slow Learn	[......X...]	Fast Learn
BUSINESS TERMS	Uninformed	X	Knowledgeable
MEMORY RECALL	Unaware	X	Aware
VOCABULARY	Limited	X	Strong
NUMERICAL PERCEPTION	Imprecise	X [..........]	Accurate
MECHANICAL INTEREST	Indifferent	X [..........]	Interested
Personality Dimensions
		1 2 3 4 5 6 7 8 9
ENERGY	Restless	[......X]	Calm
FLEXIBILITY	Flexible	[X.........]	Rigid
ORGANIZATION	Disorganized	[.........X]	Planful
COMMUNICATION	Reserved	[...X...]	Interactive
EMOTIONAL DEV	Impatient	[......X]	Tolerant
ASSERTIVENESS	Cooperative	[...X...]	Authoritative
COMPETITIVENESS	Team Player	[...X......]	Individualist
MENTAL TOUGHNESS	Sensitive	X [..........]	Tough
QUESTIONING /PROBING	Trusting	[......X...]	Skeptical
MOTIVATION	Security	[......X...]	Recognition
Validity Scales
		1 2 3 4 5 6 7 8 9
DISTORTION	Frank Answer	[................] X	Exaggerates
EQUIVOCATION	Choose Alter.	[......X.........]	Choose Middle

STANINE: The STANINE is a system of measurements which divides the population into nine parts.

NOTE: Areas with dots and brackets ([........]) are of primary importance with the dots and brackets reflecting the most desirable range for an individual to score in to have those characteristics. Areas without dots and brackets are secondary areas that provide additional information regarding the individual.

AREAS OF CONCERN -

Scores of 1 OR 2 in any of the following dimensions:
Energy, Flexibility, Emotional Development OR Mental Toughness are areas of concern.

Section Points: 90

Part 3

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:10

Interview Questions

Introduction

Following are the interview questions which an interviewer may choose to use in the candidate interview process.

These interview questions are generated to establish basic traits critical for all employees.

The interview questions that follow are for a candidate who has prior work experience. In the event the candidate does not have prior work experience, the questions may need to be modified by the interviewer to fit the situation.

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:11

Interview Questions for Energy

Energy - Measurement of the individual's energy and drive as it relates to handling assignments and projects.

---------x----------	---------x----------	---------x----------	---------x----------	---------x----------
Very strong evidence skill is not present	Strong evidence skill is not present	Some evidence skill is present	Strong evidence skill is present	Very strong evidence skill is present

Probes

Interpretive Guides

Tell me about a time, in your former job, when you procrastinated and failed to complete a project on time. What were the circumstances and what was the outcome? What did you learn from this situation?

Did the candidate admit to ever having a problem due to procrastinating? Was the candidate able to resolve the issue without serious ramifications occuring? Does it appear the candidate learned from his or her mistake?

Describe for me a stressful situation in your last job which you handled better than others. Why do you feel you handled the pressure better? Do you tend to handle most stress and pressure in this manner?

Did the candidate disclose coping skills he or she possesses in order to deal with pressure? Does the candidate claim to typically handle pressure better than most? Regarding the situation the candidate described, was it a good example of exemplary stress-coping skills? Did the candidate mention that he or she is involved in action-oriented activities such as sports, exercise, etc., which would help control stress?

How much of the time, in your former job, did you move around versus the amount of time you spent sitting still, perhaps behind a desk? Which do you prefer?

Will the candidate typically work behind a desk or in a stationary position, or does the position call for an extremely high energy level? Did the candidate mention that he or she can handle either type of job responsibilities?

Tell me how you were best motivated to complete tasks in a timely manner in your previous position. Are you usually able to discipline yourself to reach deadlines, or do you appreciate outside pressure?

Does the candidate require pressure from others in order to complete work on time? Is the candidate able to set personal deadlines and reach them. Does the candidate appear to be "laidback?"

	Possible Points	Points Scored
Question #1	6	6
Question #2	5	5
Question #3	3	3
Question #4	8	7

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:12

Interview Questions for Organization

Organization - Measurement of the individual's desire to organize assignments and projects to better utilize time and resources.

---------x----------	---------x----------	---------x----------	---------x----------	---------x----------
Very strong evidence skill is not present	Strong evidence skill is not present	Some evidence skill is present	Strong evidence skill is present	Very strong evidence skill is present

Probes

Interpretive Guides

How did you keep yourself organized in your previous job? Did you plan on a daily, weekly or monthly basis? What planning tools, if any, did you utilize?

Does the candidate tend to plan daily, leaving little room for changes, interruptions or other situations which might alter his or her plans? Does the candidate utilize a variety of planning tools which might result in his or her being inflexible towards changing plans?

What percentage of your previous job was detail-oriented versus the percentage which required you deal with other people? Which did you prefer and why?

Is the percentage of detail-oriented versus people-oriented tasks approximately the same in this position as the candidate's last position? Will the position involve a higher degree of the type of work the candidate prefers?

Tell me about a time when you planned a project or task in advance and then were forced to change your plans at the last minute. How did that make you feel?

Do changes to his or her schedule frustrate the candidate? Is the candidate able to adapt his or her schedule to meet changing needs?

Tell me about a time when you would have done better by "winging" it, rather than sticking with your planned course of action.

Did the experience teach the candidate the necessity of being flexible? Was the candidate able to resolve the problem in an appropriate manner?

	Possible Points	Points Scored
Question #1	9	8
Question #2	3	3
Question #3	5	5
Question #4	5	5

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:13

Interview Questions for Mental Toughness

Mental Toughness - Measurement of the individual's ability to work long hours in a high-pressure environment meeting critical deadlines, as well as the individual's sensitivity and ability to exhibit empathy towards others.

---------x----------	---------x----------	---------x----------	---------x----------	---------x----------
Very strong evidence skill is not present	Strong evidence skill is not present	Some evidence skill is present	Strong evidence skill is present	Very strong evidence skill is present

Probes

Interpretive Guides

Tell me about a time you became very disappointed or discouraged in your past job. What caused these feelings and how did you get past them?

Does it appear the candidate is easily discouraged or disappointed? What coping skills did the candidate exhibit in order to deal with this situation? Is this type of scenario likely to occur in the position for which the candidate is applying?

Describe a time, in a prior job, when you were unjustly criticized. What were the circumstances and how did you react?

Can the candidate handle criticism appropriately? Were the steps the candidate took when unjustly criticized mature and appropriate? Does the candidate appear to understand the difference between constructive criticism and non-constructive criticism?

Tell me about the most unpleasant work environment you've been in thus far. What made the working environment so unpleasant?

Was the work environment unpleasant because of certain people, or because of surroundings, i.e., temperature, lack of privacy, etc.? Are these environmental factors present in this position? Is the candidate capable of dealing with a moderate amount of unpleasantries?

Tell me about a time when you allowed emotions to play too large a part in a decision you made at work. What was the outcome of the decision? What did you learn from this experience?

Does it appear the candidate is overly emotional? Does the candidate understand the problems associated with making decisions based too much on emotion? Was the candidate able to resolve the problem and if so, were the steps he or she took appropriate, logical and mature?

	Possible Points	Points Scored
Question #1	9	9
Question #2	6	6
Question #3	4	4
Question #4	5	5

Name:John Doe	Date:5/7/2008
Company: AAA Acme	Page:14

Interview Questions for Motivation

Motivation - Measurement of the individual's achievement orientation and internal motivation to initiate changes and take risks in order to advance.

---------x----------	---------x----------	---------x----------	---------x----------	---------x----------
Very strong evidence skill is not present	Strong evidence skill is not present	Some evidence skill is present	Strong evidence skill is present	Very strong evidence skill is present

Probes

Interpretive Guides

In your prior job, what was the biggest change you were faced with and how did you adapt to that change?

Does the candidate seem to thrive on change? Does it appear the candidate has good skills to cope with change?

Give me an example of a time you took a risk and won. How did your accomplishment make you feel? How do you believe you would have felt if you had taken that risk and failed?

Is the candidate a big risk taker? Does it appear the risks the candidate has taken are reasonable and calculated, or does the candidate appear to be somewhat impetuous? Does it appear the candidate is able to accept occasional failure?

Other than money, describe what really motivated you in prior jobs to do more than you were expected to do.

Does the candidate appear to understand what motivates him or her and if so, are these factors reasonable and available in this position?

What type of compensation plan have you most enjoyed in the past - straight salary, commission only, draw plus, etc. What most attracts you to this type of compensation plan?

In this position, will the candidate be on the same type compensation plan as the one he or she most enjoyed in the past. If not, could the compensation plan be structured to better meet the candidate's needs?

	Possible Points	Points Scored
Question #1	7	5
Question #2	6	5
Question #3	9	9
Question #4	3	3

Employer Added Questions

Question What percentage of your day do you devote to new leads versus servicing existing clients?

Question Describe how you increased the product presence where the client initially expressed no inclination to such

Question _______________________________________________________________________________________

_________________________________________________________________________________________________

	Possible Points	Points Scored
Question #1	5	5
Question #2	3	3
Question #3	0	0
Question #4	0	0
Question #5	0	0
Question #6	0	0
Question #7	0	0
Question #8	0	0
Question #9	0	0
Question #10	0	0

Section Points: 88

Aggregate Score: 268
Possible Points: 300