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  • 1. TALENT JOB FIT PSYCHOMETRIC Measurement Mohamad Shurrab Co-Founder & Managing Partner
  • 2. Profiles International Assessment Suite
  • 3. Real-Life Examples PSYCHOMETRIC TEST
  • 4. Samples of XT patterns ProfilesXT sample for Finance Director
  • 5. PROFILES XT
  • 6. Job Pattern Learning Index 1 2 3 4 5 6 7 8 9 10 Verbal Skills 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning 1 2 3 4 5 6 7 8 9 10 Numerical Ability 1 2 3 4 5 6 7 8 9 10 Numerical Reasoning 1 2 3 4 5 6 7 8 9 10 Learning Index: An index of expected learning, reasoning and problem solving potential. Verbal Skills: A measure of verbal skill through vocabulary Verbal Reasoning: Using words as a basis in reasoning and problem solving. Numerical Ability: A measure of numeric calculation ability. Numerical Reasoning: Using numbers as a basis in reasoning and problem solving.
  • 7. Job Pattern – Finance Director Learning Index 1 2 3 4 5 6 7 8 9 10 Verbal Skills 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning 1 2 3 4 5 6 7 8 9 10 Numerical Ability 1 2 3 4 5 6 7 8 9 10 Numerical Reasoning 1 2 3 4 5 6 7 8 9 10 Learning Index: An index of expected learning, reasoning and problem solving potential. Verbal Skills: A measure of verbal skill through vocabulary Verbal Reasoning: Using words as a basis in reasoning and problem solving. Numerical Ability: A measure of numeric calculation ability. Numerical Reasoning: Using numbers as a basis in reasoning and problem solving.
  • 8. Job Pattern – Mr. Abc Learning Index 1 2 3 4 5 6 7 8 9 10 Verbal Skills 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning 1 2 3 4 5 6 7 He communicates above the 8 9 10 level of others. He needs to actively listen to communicate Numerical Ability 1 2 3 4 5 6 7 at 8 others 9 10 level. He feels better than others in communication. Numerical Reasoning 1 2 3 4 5 6 7 8 9 10 Using numbers, even under stress he can take decisions with no error; however he is not patient with others. He might be frustrated due to that and 5 The Pattern needs to be more understanding with others. 7 Within the Pattern 4 Out of the Pattern
  • 9. Job Pattern Energy Level 1 2 3 4 5 6 7 8 9 10 Assertiveness 1 2 3 4 5 6 7 8 9 10 Sociability 1 2 3 4 5 6 7 8 9 10 Manageability 1 2 3 4 5 6 7 8 9 10 Attitude 1 2 3 4 5 6 7 8 9 10 Decisiveness 1 2 3 4 5 6 7 8 9 10 Accommodating 1 2 3 4 5 6 7 8 9 10 Independence 1 2 3 4 5 6 7 8 9 10 Objective Judgment 1 2 3 4 5 6 7 8 9 10
  • 10. Job Pattern Energy Level – Tendency to display endurance Decisiveness – Uses available information to and capacity for a fast pace. make decisions quickly. Assertiveness – Tendency to take charge of Accommodating – Tendency to be friendly, people and situations. Leads more than follows. cooperative, agreeable. To be a team person. Sociability – Tendency to be outgoing, people- Independence – Tendency to be self-reliant, self- oriented and participate with others. directed, to take independent action and make own decisions. Manageability – Tendency to follow policies, Objective Judgment – The ability to think clearly accept external controls and supervision and work and be objective in decision-making. within the rules. Attitude – Tendency to have a positive attitude regarding people and outcomes.
  • 11. Job Pattern – Finance Director Energy Level 1 2 3 4 5 6 7 8 9 10 Assertiveness 1 2 3 4 5 6 7 8 9 10 Sociability 1 2 3 4 5 6 7 8 9 10 Manageability 1 2 3 4 5 6 7 8 9 10 Attitude 1 2 3 4 5 6 7 8 9 10 Decisiveness 1 2 3 4 5 6 7 8 9 10 Accommodating 1 2 3 4 5 6 7 8 9 10 Independence 1 2 3 4 5 6 7 8 9 10 Objective Judgment 1 2 3 4 5 6 7 8 9 10
  • 12. Job Pattern – Mr. Abc Energy Level 1 2 3 4 5 6 7 8 9 10 Assertiveness 1 2 3 4 5 6 7 8 9 10 Sociability 1 2 3 4 5 6 7 8 9 10 Manageability 1 2 3 4 5 6 7 8 9 10 Attitude 1 2 3 4 5 6 7 8 9 10 Decisiveness 1 2 3 4 5 6 7 8 9 10 Accommodating 1 2 3 4 5 6 7 8 9 10 Independence 1 2 3 4 5 6 7 8 9 10 He is more individualistic than a team player; Objective Judgment encourage him setting individual goals that 1 2 3 4 5 6 7 reward the 9 8 10 group. He might be frustrated by others perspectives when in a group. He need training in stress management and tolerance. 5 The Pattern 7 Within the Pattern 4 Out of the Pattern
  • 13. Job Pattern – Finance Director Top Three Interests for this Position Enterprising 1 2 3 4 5 6 7 8 9 10 Financial/Admin 1 2 3 4 5 6 7 8 9 10 People Service 1 2 3 4 5 6 7 8 9 10 Lowest Three Interests for this Position Technical 1 2 3 4 5 6 7 8 9 10 Mechanical 1 2 3 4 5 6 7 8 9 10 Creative 1 2 3 4 5 6 7 8 9 10
  • 14. Job Pattern – Finance Director Enterprising – Indicated interest in activities Technical – Indicated interest in scientific associated with persuading others and presenting activities, technical data and research. plans. Financial/Admin – Indicated interest in activities Mechanical – Indicated interest in working with such as organizing information or business tools, equipment and machinery. procedures. People Service – Indicated interest in activities Creative – Indicated interest in activities using such as helping people and promoting the welfare imagination, creativity and original ideas. of others.
  • 15. Job Pattern – Mr. Abc Top Three Interests for this Position Enterprising 1 2 3 4 5 6 7 8 9 10 Financial/Admin 1 2 3 4 5 6 7 8 9 10 People Service 1 2 3 4 5 6 7 8 9 10 Lowest Three Interests for this Position Technical 1 2 3 4 5 6 7 8 9 10 Mechanical 1 2 3 4 5 6 7 8 9 10 Creative 1 2 3 4 5 6 7 8 9 10 Distortion 5 Indicate the three highest interests of this individual. 1-4 Ignore Report 5-6 Do further probing 7-9 Good Report
  • 16. Types of reports generated Job Summary Graph Graph Report Job Profile Summary Report Placement Report Coaching Report Succession Planning Report Candidate Matching Report Job Analysis Report Individual Report
  • 17. June 16, 2009 Sample Candidate Placement The Total Person Report (for recruitment) Numeric Reasoning – Using numbers as a basis in reasoning and problem solving. 1 2Profile for Thinking Style 5 3 4 6 7 8 9 10 The Darker shading represents the Job Match Pattern for the role of Customer Service Representative. The larger box indicates this individual’s score. Confidential Learning Index – An index of expected Profile for Behavioral Traits 1 2 3 4 5 7 8 9 10 Placement Report learning, reasoning and problem solving 6 Job Pattern 3-6 Score 7 Profile for Interests potential. Energy Level – Tendency to display endurance and capacity for a fast pace. 1 2 3 4 5 6 7 8 9 10 for For the Job Match Pattern under consideration, the top three interests in descending order are: Assertiveness – Tendency to take charge Financial/Admin and People Service. The other three interests have no impact on this Enterprising, Sample Candidate Verbal Skill – A measure of verbal skill of people and situations. Leads more than 1 2 3 4 5 6 7 8 9 10 position. The top6three 7interests for Candidate in descending order are: Enterprising, People Service through vocabulary. follows. 1 2 3 4 5 8 9 10 and Creative. Ms. Sample shares two of these interest areas: Enterprising and People Service On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This Customer Service Representative Sociability – Tendency to be outgoing, people-oriented and participate with others. 1 2 Top3three 4 Interests for 7this position 10 5 6 8 9 suggests that her ability to analyze data as part of the decision making process is greater than Saturday, January 4, 2003 Verbal Reasoning – Using words as a basis in reasoning and problem solving. Manageability – TendencyEnterprising – Indicated interest 8 1 2 3 to follow 5 4 6 policies, accept external controls andassociated with 1 activities 7 2 in persuading 9 3 Sample Candidate scored outside the Numeric Reasoning – Using numbers as following areas. 10 4 1 5 26 37 48 position match pattern in the When interviewing Sample Candidate,a you in reasoningconsider solving. basis should and problem the following information: 59 6 10 7 8 9 10 1 2 3 4 5 6 7 8 9 10 the position typically requires and that she may not be sufficiently challenged to maintain her supervision and work withinothers and presenting plans. the rules. Attitude – Tendency to have a positive THINKING Job Pattern 3-6 Score 7 interest and/or level of performance. Financial/Admin – Indicated interest in 1 2 attitude regarding people and outcomes. as organizing information 3 activities such or Verbal Skill5 A measure 3 7verbal 8 4 1 26 4 59 10 On the 6 7 Numerical Reasoning scale Ms. Sample is above the job profile for this position. 8 9 10 business procedures. – of skill This suggests that her 5 1 2 4 ability to analyze8 data 9 part of the decision making process is 6 7 as 10 through vocabulary. 3 Numerical Ability – A measure of numeric greater than the position typically requires and that she may not be sufficiently calculation ability. 1 2 3 4 5 6 7 8 9 10 challenged to maintain her interest and/or level of performance. Profiles International, Inc. Decisiveness – Uses available People Service – Indicated interest in Souks Consulting information to make decisions quickly. 1 2 3 4 1 5 26 37 48 59 10 activities such as helping people and Job Pattern 5-78 your methods for expressing complex numerical concepts to those with less 6 • Describe Score 3 7 9 10 promoting the welfare of others. Office No. 611, 6th Floor training; how frustrating can this be for you? • Describe your methods for expressing complex numerical concepts to those with less On the Verbal Skill scale Ms. Sample is When discussing trends, production values Job Matchdo you seem to understand the • below the designated Profile for this or finances Al Akaria Bldg. No. 3, Olaya Road Interests not relevant to this Position conclusions more quickly than the other than the Accommodating – Tendency to be 1 2 3 Pattern. This suggests that her ability to use a thorough vocabulary is less people involved? Describe a situation when this 4 6 7 8 9 10 friendly, cooperative, agreeable. To be a 5 Riyadh, Kingdom of Saudi Arabia Numeric Reasoning – Using numbers as team person. position typically requires and that she could have a problem with communicating ideas happened. a basis in reasoning and problem solving. 1 2 3 4 5 6 7 8 9 10 and concepts. Discussions with her should explore the possibility that based on Sample, graphs or figures that were quite • Have you ever drawn conclusions for Ms. numbers, training; how frustrating can this be for you? Creative – Indicated interest in activities 2 3 9 10 using imagination, creativity and original the position may be overly challenging and could leadbut frustration and a reduction in Describe an example. 1 4 5 6 obvious to you, to others had a hard time following? 7 8 Independence – Tendencyideas. self- to be reliant, self-directed, to take independent 1 2 3her level of performance.8 4 5 6 7 9 10 • When making budgetary decisions, can you rapidly see where resources can be reallocated or redistributed? • When discussing trends, production values or finances do you seem to understand the action and make own decisions. Technical – Indicated interest in scientific 81% match with Thinking Style Pattern for the Customer Service Representative position. 2 9 10 activities, technical data and research. • Objective Judgment – The ability to think 1 Some people read well 4 don't always remember what they have read. Do you ever 3 but 5 6 7 8 clearly and be objective in decision- 1 2 3 experience this 4 Sample Candidate has a 74% overall match for the Customer Service Representative position. 5 6 type of situation? How do you deal with it? 7 8 9 10 conclusions more quickly than the other people involved? Describe a situation when this making. Pattern Date: 1/4/2003 12:12:05 PM • Have you ever had someone become upset because you needed instructions repeated? Mechanical – Indicated interest in working How have you dealt with such a situation? with tools, equipment and machinery. 1 2 3 4 5 6 7 8 9 10 • How often do you read instructions or memos and have difficulty understanding what they happened. mean? Give some examples. 61% Behavioral Traits Pattern match for the Customer Service Representative position. Sample Candidate has a 74% overall match for the Customer Service Representative position. • Have you ever drawn conclusions based on numbers, graphs or figures that were quite When the top three interests are in common, the Job Match Percentage is greater than if The Distortion Scale Score on this assessment is 9. The Distortion Scale deals with how candid and frank the respondent was whileare fewer than three inThe range for this scale is 1 to 10, with higher there taking this assessment. common. scores suggesting greater candor. Sample Candidate has an 86% match with Interest Pattern for the Customer Service obvious to you, but others had a hard time following? Describe an example. Representative position. • When making budgetary decisions, can you rapidly see where resources can be reallocated Sample Candidate has an overall match of 74% for the Customer Service Representative position. or redistributed?
  • 18. Coaching Report Coaching Comments Coaching Comments Confidential Sample Candidate scored outside the position match pattern in the following areas. Coaching Report When working with Sample Candidate, you might consider the following: Numeric Reasoning – Using numbers for as THINKING a basis in reasoning and problem solving. 1 2 3 4 5 6 7 8 Coaching Comments 9 10 Sample Candidate Verbal Skill – A measure of verbal skill 1 2 3 4 5 6 7 8 9 10 through vocabulary. Customer Service Representative Numeric Reasoning – Using numbers as 1 2 3 4 5 6 8 9 10 Job Pattern 3-6 Score 75-7 a basis in reasoning and problem solving. 7 Job Pattern Score 3 On the Verbal Skill scale Ms. Sample is below the designated Profile for this Job Match Monday, January 6, 2003 Pattern. This suggests that her ability to use a thorough vocabulary is less thanJob Pattern 3-6 the Score 7 On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. position typically requires and that she could have a problem with communicating ideas On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. and concepts. Discussions with her should explore the possibility that for Ms. Sample, This suggests that her ability to analyze data as part of the decision making process is the position may be overly challenging and could lead to frustration and ability to analyze data as part of the decision making process is her level of performance. This suggests that her a reduction in greater than the position typically requires and that she may not be sufficiently greater than the position typically requires Practice patience and acceptance when communicating with Ms.sufficiently level of performance. • and that she may not beto Sample, who requires and/or challenged maintain her interest challenged to maintain Profiles International, Inc. and/or instruction to belost in your instructions with her,•follow avoid miscommunications, when Candidate is expressing complex numerical her interest level of performance. a straightforward and structured • Do not become concrete and succinct. To information, coach her on proper communication techniques that emphasize a common Souks Consulting line of communication. level of expression. th Office No. 611, 6 Floor • When giving verbal instruction to her do not make the communication too lengthy. Breakin processing numerical information, than is required • Ms. Sample is far more proficient • To avoid miscommunications, when Candidate is expressing complex numerical Al Akaria Bldg. No. 3, Olaya Road down complex instructions into individual goals. Have her report back to you after for this position. She may experience frustration if not sufficiently challenged, but if little accomplishing one goal to receive the next one. Be very procedural. information, coach her on proper communication techniques that emphasize a common Riyadh, Kingdom of Saudi Arabia • opportunity exists to practice this skill, then focusing on her motivational level may be To achieve the best results from communications with Candidate, review instructions after appropriate. they have been given, focusing on a step-by-step understanding of the information. level of expression. • Ms. Sample is very capable at assimilating data to make decisions, but may be frustrated by a lack of challenge in this area. Address frustrations and provide ways to challenge her • Ms. Sample is 12:12:05more proficient in processing numerical information, than is required rapidly see where resources can be Pattern Date: 1/4/2003 far PM abilities. • When making budgetary decisions, Candidate can for this position. She may experience frustration if not sufficiently challenged, but may require outside assignments to make use of this reallocated or redistributed, but if little ability and avoid a lack in motivation. opportunity exists to practice this skill, then focusing on her motivational level may be appropriate. • Ms. Sample is very capable at assimilating data to make decisions, but may be frustrated by a lack of challenge in this area. Address frustrations and provide ways to challenge her abilities. • When making budgetary decisions, Candidate can rapidly see where resources can be reallocated or redistributed, but may require outside assignments to make use of this ability and avoid a lack in motivation.
  • 19. Succession Planning Report Confidential Placement Report Succession Planning Report for Sample Candidate Customer Service Representative Saturday, January 4, 2003 Profiles International, Inc. Souks Consulting Office No. 611, 6 th Floor Al Akaria Bldg. No. 3, Olaya Road Riyadh, Kingdom of Saudi Arabia Position Job Match Percentage Pattern Date: 1/4/2003 12:12:05 PM Hardware Engineer…………………………….. 90% Software Engineer……………………………… 86% Network Engineer……………………………….. 82% Programmer……………………………………….. 82% Electrician………………………………………….. 81% Communication Engineer …………………….. 80%
  • 20. Customization The Job Pattern of Profiles Products can be customized by: Organization Position Department Manager Geography, or any combination of these factors Empirical data can be used to develop a pattern that will tell you how well a job candidate matches your successful salespeople.
  • 21. Profiles International Assessment Suite
  • 22. Assessment Focus Employee moral and job performance taking into consideration: Problem Teamwork Solving Quality Initiative of Work Productivity
  • 23. Assessment Focus Measuring key behavioral factors and impact on business. Provides information making employee more valuable and productive. Understanding how an individual could be understood, motivated and managed.
  • 24. Reports generated Graphic Summary Management Report Personal Report
  • 25. Profiles International Assessment Suite
  • 26. Assessment Focus Helping team leaders get the most from members of the team. Showing team strengths and potential problem areas. Designed to put people together, build a team, and achieve goals. Helping team leaders and members become more effective. Optimizing team’s potential for exceptional performance
  • 27. Profiles International Assessment Suite
  • 28. Measures 5 key qualities of successful salespeople Predicts performance in 7 critical sales behaviors SALES COMPETI- DRIVE TIVENESS SELF ENERGY RELIANCE PERSISTENCE
  • 29. Customization for Sales Person General Job Match Percent Competitiveness • Reserved • Persuasive • Non-confrontational • Confident • Cooperative • Assertive Low High Self-Reliance • Welcomes support • Independent • Appreciates the • Individualistic need for procedures Persistence • Flexible • Persevering • Good Sensitivity • Unwavering • Limited follow-thru • Emotionally tough Energy • Systematic • High endurance • Steady paced • Spontaneous • Patient • Fast paced Sales Drive • Relaxed • Success oriented • Unassuming • Outcome focused • Process focused • Internally driven
  • 30. Customization for Sales Person General Job Match Percent 93% Competitiveness • Reserved • Persuasive • Non-confrontational • Confident • Cooperative • Assertive Low High Self-Reliance • Welcomes support • Independent • Appreciates the • Individualistic need for procedures Persistence • Flexible • Persevering • Good Sensitivity • Unwavering • Limited follow-thru • Emotionally tough Energy • Systematic • High endurance • Steady paced • Spontaneous • Patient • Fast paced Sales Drive • Relaxed • Success oriented • Unassuming • Outcome focused • Process focused • Internally driven
  • 31. Profiles International Assessment Suite
  • 32. Assessment Focus Assessment and development for Managers & Executives. Leveraging Leadership and Management Competitive Advantage Organizational and professional development. Management and leadership career. Help managers become more effective.
  • 33. Measures 8 Management & Leadership Competencies in 18 Skill Sets Others on t Instills Trus n at i ctio m ens to y e el f or t es y Dir iv ga ibilit ct In fe le es Ef De pons s List es vi d es at s to Re justs ances oc Pro ent ic mitm un Pr Ad umst m m s Co c Cir Com Display Thinks Creatively Seek Improvement Mot Build ivat s es S Fa Re Persona Cu ucc c lati o ns l ess ilit lti Works va fully at A Wo e hip ch te Sus Te s Takes rks In Tal ie cc am ve di e vid nt es Ef f Compe s ua s icie Re Actio l s nt l ult tently y n
  • 34. The Process Manager receive Web Based feedback from the Assessment Boss full circle of people whom he interacts. Peers Subordinate The Ratee Survey Information All input is provided by processed by respondents is Profiles Service Center. Self completely confidential.
  • 35. The Process for the University Assessee receives Web Based feedback from the Assessment Dean / Dpt Head full circle of people whom he interacts Peers Students Admin Staff & other Profs Professor Survey Information All input is provided by processed by Self respondents is Profiles Service completely Center confidential
  • 36. The Reports generated Multi-Rater Feedback Report Comparison Report Organizational Management Analysis Report The Skill Builder
  • 37. Multi-Rater Feedback Report
  • 38. Multi-Rater Feedback Report Executive Overview All Observers Rating 5 Self Rating 4 S A 3 S A 2 S A AS Favorable 1 Zone 0 3.5 – 4.25 A GAP A S S S S A A
  • 39. MULTI-RATER FEED BACK SYSTEM REPORT 8 CHECKPOINT SKILL CLUSTERS Eight Management Competencies Current Rating 1 2 3 4 5 Some Never Seldom times Usually Always Self 3.50 Boss 3.00 Direct 3.00 Peers 2.75 All 2.80 Favorable Zone
  • 40. MULTI-RATER FEED BACK SYSTEM REPORT COMPETENCY ANALYSIS Skill Groups GAPS
  • 41. MULTI-RATER FEED BACK SYSTEM REPORT DEVELOPMENT SUMMARY Identified Strengths Areas for Development
  • 42. Comparison Report Executive Overview Previous Checkpoint Current Checkpoint 5 5 4 4 S S A 3 S A 3 S A A 2 AS 2 S AS S 1 1 0 0 A A A GAP A S S S S S S S S A A A A 0 1 2 3 4 5 0 1 2 3 4 5 Not Applicable Never Seldom Sometimes Usually Always Not Applicable Never Seldom Sometimes Usually Always 3.63 3.54 3.76 3.41 All Observers Self All Observers Self
  • 43. Organizational Management Analysis Examines Organization’s culture. Align management groups with Organization’s goals and objectives. Analysis of organizational development priorities. Defines organizational training needs. SAMPLE Report
  • 44. Profiles International Assessment Suite
  • 45. How does it work 1 Identify Strengths & Development Areas 2 5 Link Training Need Post Implementation Analysis to Skill Assessment Builder Series 3 4 Create Learning Monitor Progress Experience through Exercises
  • 46. Development Areas • Listening Skill Team Building • Information processing Working Efficiently • Communication Skills Competence Development Click for • Trust Building Taking Action Sample • Relationship Building Achieving Results • Delegation Responsibility Development of Individuals • Adjusting to Circumstances Motivation • Creative Thinking Commitment • Directing Ability Seeking Improvement
  • 47. Profiles International Assessment Suite
  • 48. Assessment Focus Recruiting, Screening and Training Customer Contact Staff. Matches the Percentage of Agreement with your Organization’s Customer Service Policies and Attitudes.
  • 49. Reports generated Placement Report Degree of alignment between customer service perspective and expectations of the company. Guideline for Interviewing Candidates. Simulation questionnaires regarding the issue in question CSP Coaching Report- For training and coaching employees. Individual Report - Helps employees increase awareness of customer service skills and become better employees.
  • 50. Placement Report TRUST 1 2 3 4 5 6 7 8 9 10 TACT 1 2 3 4 5 6 7 8 9 10 8 Behavioral Characteristics EMPATHY 1 2 3 4 5 6 7 8 9 10 CONSCIENTIOUSNESS 1 2 3 4 5 6 7 8 9 10 CONFORMITY 1 2 3 4 5 6 7 8 9 10 FOCUS 1 2 3 4 5 6 7 8 9 10 COURTESY 1 2 3 4 5 6 7 8 9 10 FLEXIBILITY 1 2 3 4 5 6 7 8 9 10 JOB MATCH = 78% 78%
  • 51. Placement Report Interpretation score is below pattern CONSCIENTIOUSNESS 1 2 3 4 5 6 7 8 9 10 - Lack of precision and follow through of the candidate or, - Level of meticulousness that exceed employer’s expectations Suggested Interview Questions Would you describe your level of precision in your work to be sufficient to satisfy a customer? Is there such a thing in your opinion, as too much perfection when following directions? How could a person’s level of precision and follow through be both an advantage and a disadvantage in customer service? How so?
  • 52. MULTI-JOB Job Match for career counseling Career Planning Promotion Succession Planning Mr. Ahmed has scored the following percentage fit for the following jobs; Sales Manager 81% Customer Service Manager 75% Showroom Manager 73% Marketing Manager 61% Business Development Manager 55% After Sales Support 44% Training & Dev’t. Motivation Team Building
  • 53. MULTI-CANDIDATE Job Match Report Career Planning Promotion Succession Planning The following candidates have scored the following percentage fit for the Job of Customer Service Manager; Ahmed 81% Jamal 75% Adam 73% Sahel 61% Omer 55% Rashid 44% Training & Dev’t. Motivation Team Building
  • 54. For more: http://profilesarabia.blogspot.com/ Email: mohamad@profilesarabia.net Mohamad M. Shurrab – Co-Founder & Managing Partner