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
- 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)
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.
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