The Guardian Pre Employment Assessment

The Guardian was developed for assessment of skilled, semi-skilled, technical, and basic entry level positions where it is important that the individual hired for the job has the mental aptitudes, behavioral traits, and math skills required for the successful performance of the job.

The Guardian asks direct admission questions concerning an applicant's history as related to the job, regarding job-related theft, alcohol and drug usage.

The Guardian further measures an individual's ability to perform simple math functions, i.e., addition, subtraction, multiplication and division, as may be required on the job.

In addition, the Guardian assessment measures two mental aptitudes - mental acuity and numerical perception plus the following ten personality dimensions exhibited within an individual as they relate to the job description that the individual is being assessed for:

  • Energy - energy and drive level; how tension and stress are handled
  • Flexibility - integrity, reliability, dependability and work ethics
  • Organization - ability to plan and utilize time wisely
  • Communication - individual's desire to meet and interact with people
  • Emotional Development - level of self-confidence and ability handle pressure
  • Assertiveness - whether a person is a leader or a follower
  • Competitiveness - whether a person is team-spirited or individualistically competitive
  • Mental Toughness - ability to persevere and deal with obstacles in life without giving up
  • Questioning/Probing - desire to ask questions and probe
  • Motivation - whether the person is security motivated or recognition motivated (incentive and commission oriented)


Report Features

The Guardian assessment report contains the following segments:

  • The narrative segment, which briefly explains each aptitude and personality dimension that is being assessed and how the individual has scored in each as compared to the job classification.
  • A hiring pattern sheet which compares 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, derived based on the job description, or the person can be assessed against Candidate Resources' data base of people who are successful in those jobs.
  • Behaviorally-oriented interview questions an employer can use in a second interview situation.

* Benchmarks are the aptitudes and behavioral traits and their associated levels required by a job.

 

Click here to see a sample Guardian report.

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