ASSESSMENT

REPORT
Vacancy: Account Manager

This report contains all relevant information of the candidate that applied
to the vacancy and completed the Harver assessment.
On this page the total matching score, personal information and the selection
of assessment modules used can be found.

The next page provides an overview

of all the candidate scores and matching information on the different modules.
This is followed by more in-depth information concerning the results
of the candidate on each individual module.

36%

Total Matching Score

t. test

Assessment Modules:
Personal Information

Personality Test
First Name: test
Cultural Fit
Last Name: test
Multitasking
City: Sivas
SJT
Email address: furkantestfirefox@jlb.nl
Open Questions
Phone Number:
Brain Game

Registration Date:
16/04/18

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 INTRODUCTION TO THE SCORES

Matching score explained Interpretation of Norm referenced scores

The total matching score is an indication of how close the candidate Some of the assessment module scores are norm-referenced.
matches the requirements of the vacancy based on their performance This means that the candidate score on a module is compared
on the different testing modules of the assessment. to the score achieved by a large group of people: the norming group.
Based on this comparison a standardised norm score is calculated.
Each module has its own matching score that is calculated,
depending on the module, either by:
To get an idea of the meaning of this score, look at the ‘bell curve’
below.
1. taking the absolute raw score or norm-referenced
score (see the section: interpretation of norm-referenced For instance: a matching score of 50 means that the candidate
scores below) of the candidate on the test module. is exactly average compared to the norming group. 50% of people
The better the performance on the test, the higher achieve a lower and 50% of people achieve a higher score.
the matching score.
Another example: if a candidate has a score of 70 he or she has
a score higher then 84% of the norming group. This means they
2. comparing the candidate module score with the are part of the top 16% on that specific module.
benchmark value (see the section: benchmarking below).
The closer the score of the candidate is to the benchmark As can be seen in the ‘bell curve’, most people score around
value, the higher the matching score. the average of 50 and the more the scoring is towards the extremes,
the smaller the group of people who have achieved a similar score
If there are multiple modules within the assessment flow,
this matching percentage is averaged with the matching percentages
of other modules resulting in the total matching percentage.

Benchmarking
Some of the testing modules require the setting of a benchmark.
The benchmark value represents the ideal score of the ideal
candidate. The vacancy owner, the individual that setup the Harver
assessment for the vacancy, set these benchmark values during
the assessment setup, either by choosing the benchmark based on
their own estimation, based on
industry standards or based on actual
performance data of existing employees.

2 , 5 % 1 3 , 5 % 3 4 % 3 4 % 1 3 , 5 % 2 , 5 %

0 1 0 3 0 5 0 7 0 9 0 1 0 0
M at ch
i n g S co
r e

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 36%

Total Matching Score

t. test

SJT - SITUATIONAL JUDGEMENT TEST COGNITIVE ABILITY

13% 29%
Medium
High

13% 32% 33% 24%

SJT1 Numerical Cognitive Logical
Reasoning Spatial Ability Reasoning

MULTITASKING CULTURAL FIT

Benchmark

0% 42% 22%

Candidate
28% 8%

22% 23% 25% 30%
0%
Visual Task

Switching
0%
Alphanumerical

Task Switching
Clan
Adhocracy Market Hierachy

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 Additional Questions

When are you available to start working?

29/4/2018

How did you hear about JLB?

LinkedIn

Open Questions

What gives you energy and why?

test

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 60%

Module Score

Description Benchmarking
The following HEXACO job analysis scales are used to define The benchmark has been set by the vacancy owner; the individual
the characteristics of a vacancy: who setup the Harver assessment for the vacancy. On each scale the
benchmark value has been set to the position that most closely
Task Orientation (Individual - Teamwork): resembles the vacancy and organization, indicated by the blue dots.
To what extend are interactions with others and teamwork
integral to the job?
Score calculation & Interpretation
Processes (Stable - Changing): The candidate scores on the HEXACO personality test have been
Do the processes within the organization remain stable translated to scores on the job analysis scales indicated by the black
or continuously change? dots.

Customer Focus (Selling - Service): The matching score gives an indication on how close the candidate
Is customer handling more focused on service or selling? score matches the job analysis benchmark value.

Work Situations (Calm - Stressful):

To what extend do employees have to be able to cope
with stressful situations within the job?

Work Orientation (Details - Big Picture):

Is it more important for the employee to focus on details
or the bigger picture?

Organizational Focus (Cooperation - Competition):

Does the organization emphasizes more on cooperation
or competition among the members of work teams?

Benchmarking

Candidate

Task Orientation

Individual Teamwork
Process

Stable Changing
Customer Focus
Selling Service

Work Situation
Calm Stressful

Work Orientation
Details Big Picture

Organizational Focus
Cooperation Competition

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 70%

Module Score

Description Market penetration and stock are the definitions of success.

The cultural fit module compares the candidates’ preference Competitive prices and market leadership are important.
The organizational style is based on competition.
for an organizational culture with the actual organizational culture
on the following four dimensions:
Hierarchy Culture:This is a formalized and structured work
environment. Procedures decide what people do. Leaders are proud
Clan Culture: working environment is a friendly one. People of their efficiency-based coordination and organization. Keeping
have a lot in common, and it’s similar to a large family. The leaders or the organization functioning smoothly is most crucial. Formal rules
the executives are seen as mentors or maybe even as father figures. and policy keep the organization together. The long-term goals
The organization is held together by loyalty and tradition. There is are stability and results, paired with efficient and smooth execution
great involvement. The organization emphasizes long-term Human of tasks. Trustful delivery, smooth planning, and low costs define
Resource development and bonds colleagues by morals. Success is success. The personnel management has to guarantee work
defined within the framework of addressing the needs of the clients and predictability.
and caring for the people. The organization promotes teamwork,
participation, and consensus.
Benchmarking
During the OCAI module setup, the vacancy owner has set the bench
Adhocracy Culture: is a dynamic and creative working environ -mark, resulting in the actual organizational culture expressed through
-ment. Employees take risks. Leaders are seen as innovators and risk
takers. Experiments and innovation are the bonding materials within the different dimensional values of the OCAI.
the organization. Prominence is emphasized. The long-term goal is
to grow and create new resources. The availability of new products Score calculation and interpretation
or services is seen as success. The organization promotes individual In the cultural fit diagram the color distribution of the OCAI
initiative and freedom.
dimensions of both the organization and the candidate are visible.
This distribution gives insight into the overlap and differences of
Market Culture:This is a results-based organization that emphasizes
finishing work and getting things done. People are competitive and the cultural match between candidate and organization.
focused on goals. Leaders are hard drivers, producers, and rivals at
the same time. They are tough and have high expectations. The matching score is calculated based on this difference. The higher
The emphasis on winning keeps the organization together. this score the closer the candidate resembles the organizational
Reputation and success are the most important. culture.
Long-term focus is on rival activities and reaching goals.

Benchmark

42% 22% 28% 8%

Candidate

22% 23% 25% 30%

Clan Adhocracy Market Hierachy

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0%

Module Score

Description Score calculation and interpretation

The Multitasking module consists of two subtests:
1. Visual task switching: challenges the ability to quickly compare
an object from the short-term memory to a new object on color
and shape characteristics.
The score on both subtests is calculated by subtracting the number
of incorrect responses from the correct responses and calculating a
norm-referenced test score. For the interpretation of norm-referenced
test scores please see section: interpretation of norm-referenced test
scores.

2. Alphanumerical task switching: challenges the ability to The resulting matching score indicates how quickly the candidate is
quickly switch between two different alphanumerical rules: either able to switch between tasks in rapid succession.
recognizing if a number is even or uneven, or recognizing if a
letter is a vowel or a consonant.

Benchmarking
The multitasking test score is a norm-referenced score without
a benchmark value. The candidate score directly results
in the matching score.

0%
0% 0%
Visual Task Alphanumerical
Switching Task Switching

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 13%

Module Score

Description Score calculation and interpretation

The Situational Judgement Test confronts candidates with a number
of (video) situations which are relevant to the vacancy. The candidate
is asked to respond to each situation by choosing from a set of three
predefined responses of what response they think is ‘best’ and what
response they think is ‘worst’.
Benchmarking
The correct responses (what is a ‘best’ and what is a ‘worst’ response)
have been setup by the vacancy owner during the setup the SJT
module
The SJT score is the percentage of correctly chosen responses by the
candidate on the different situations. If the SJT test consists of multiple
SJT scenario’s, the separate results are visible in the graph below the
total SJT score as well.
This SJT matching percentage gives an indication of the amount of
procedural and job specific knowledge the candidate has in relation
to requirements of the vacancy.

13%
13%
SJT1

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 29%

Module Score

Description Benchmarking
The Cognitive Ability Test is a cognitive ability test that challenges There are two configurations of the Cognitive Ability Test available,
candidates on the following abilities: both catering towards a different vocational level:

Numerical reasoning: inductive reasoning and the ability Medium: questions and norming group are configured
to recognize patterns for logical operations on numbers. for secondary vocational level.

Cognitive spatial ability: the perceptual & spatial efficiency High: questions and norming group are configured
of the operation of the visuospatial and executive components for higher vocational & academic level.
of working memory.

Logical Reasoning: general problem solving ability, abstract
reasoning and the ability to quickly perceive new relationships
and patterns.
Score calculation and interpretation
The total norm-referenced score on the Cognitive Ability Test gives
an indication of the general cognitive ability compared to the chosen
level. For the interpretation of norm-referenced test scores please
see the the section interpretation of norm-referenced test scores.

29%

Medium
High

32% 33% 24%

Numerical Cognitive Logical
Reasoning Spatial Ability Reasoning

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Disclaimer
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privileged and only for the information of the intended recipient
and may not be used, published or redistributed.
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