I mentioned last week that the Achiever Assessment Report measures six dimensions of mental aptitude. They are mental acuity, business terms, memory recall, vocabulary, numerical perception, and mechanical interest.
Why do you want to know this?
If you are responsible for hiring in your organization, you want to fully understand the performance ability of your candidates before you hire them. And I will repeat this again because I believe it is so important: You want to be positive that the person you are hiring is the right fit for the job. You do not want to hire someone with low knowledge of business terms to oversee strategic planning, for example. You would also want to know the numerical perception of someone working in data entry or bookkeeping.
Here is the breakdown of the six mental aptitudes and what they mean.
- Mental Acuity: This dimension reveals information about the candidate’s problem-solving and reasoning ability. It also measures learning speed. Does the position you are hiring for require the candidate to think and adapt quickly, or will the person be performing the same task each day?
- Business Terms: Is the candidate knowledgeable about basic business jargon? Is this important to the position?
- Memory Recall: The ability to retain information determines a person’s level of awareness. Will the candidate be responsible to remember new information on a regular basis such as names or events?
- Vocabulary: This dimension assesses general vocabulary skills. Does the position require high verbal fluency and effective communication skills?
- Numerical Perception: Will the candidate be working with numbers? This score will tell how the candidate will perform in such tasks.
- Mechanical Interest: Is the candidate interested in basic mechanics? Do they have basic knowledge of mechanical terms?
Each job has a level of intellectual demand necessary for optimal performance. Do you want to know this information about your candidate before you hire? The individual’s personality is equally as important. Will the candidate fit into the culture of your organization? Does the person need to be customer-service oriented?
Next week, I will be discussing the 10 personality traits the Achiever Assessment Report analyzes and how this information can ensure you hire the right person.
If you are the CEO or COO of a business responsible for hiring, we want to help you move your organization in the direction of its goals. E-mail firstname.lastname@example.org before Feb. 25 for one free achiever assessment.
Michael Gidlewski is President of West Chester-based Achievement Unlimited, Inc., as well as a growth catalyst and motivational speaker. He works with motivated business owners and entrepreneurs to clearly define the elements of what they dearly want their businesses and lives to look like, then helps them connect all the moving parts that make up those visions to consistent action and habits. Michael can be reached at 610-793-6609 or via e-mail at email@example.com.