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The following information is based on research on the
Evaluation of Service Potential Survey, in accordance with the American
Psychological Association standards. The information below is intended to
supplement other selection methods. Applications, interviews, reference
checks and other tools should also weigh in the selection process.
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Based on the applicant’s overall responses to the survey items
the following observations and recommendations are:
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- No hire is recommended.
- Potential for poor customer service.
- Will not be responsive to training.
- Likely to be absent or tardy.
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Real life outcomes predicted here.
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Based on the applicant’s internal scale score, you can expect the
following behaviors and traits:
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- Adequate polish and professionalism
- Usually adapts
- Some potential to grow
- Typical of others in tardiness/absenteeism
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Impact of training is assessed. Work record and performance forecasted.
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Based on the applicant’s external score, this applicant is likely to
show the following:
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- Sober, cheerless
- Makes tough situations worse
- Seldom listens to customers
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Training needs spelled out. Impact on customers or coworkers is defined.
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Interview questions to ask this applicant:
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- Why did you think being on time for work means being in the building?
- Why do you get the supervisor to solve a problem?
- Why do you believe your supervisor is most responsible for your work?
- Give me an example of when you think it is okay to bend the rules.
- Why do you think living in the district is more important than experience?
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By covering these in the initial interview, you increase your accuracy of the interview process.
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