Pre-Employment & Personality Assessment for Senior Category Managers

Pre-Employment & Personality Assessment for Senior Category Managers

Regular price $ 149.00 Sale

A smarter, faster and better way to hire or promote category management and talent

One of the biggest challenges for CPG and retail companies is not having a pre-employment test and personality assessment to help determine if an individual has "what it takes" mentally to succeed as a category manager. This assessment provides the missing critical component to help you identify, hire and measure for elite performance beyond skills and analyze the attitudinal and behavioral characteristics necessary to succeed.

Scales:

Interpersonal Skills
Interpersonal Skills measures the degree to which the individual is friendly, people-oriented and exhibits excellent interpersonal skills. This characteristic is important for all jobs that involve interacting with customers. 10 questions

Mathematical and Logical Reasoning
Mathematical and Logical Reasoning measures the degree to which the individual is likely to reason logically and to understand and solve basic to more complex mathematical, logical and abstract problems. While research has shown that logical reasoning is important for most jobs, this ability is especially critical for jobs requiring analytical problem solving. 20 questions

Candidness
Candidness measures the degree to which the individual is likely to be candid and accurate in his/her responses and is therefore not trying to outsmart the test in an effort to present him/herself in a more favorable light. The results of this scale should be used as a “red flag” to make you aware that some candidates may be trying to “fake” the test. For example, if a candidate scores High on the behavioral scales in this assessment and he/she scores Low on Candidness, there is the chance that he was able to elevate his/her scores on the assessment by trying to make him/herself look good. High behavioral scale scores that are accompanied by Low Candidness scores warrants some additional follow-up during the interview or reference checks to confirm the candidate's behavioral scale scores are in line with his/her previous work history. 5 questions

Communication
Communication measures the degree to which the individual communicates effectively with staff and coworkers. The degree to which he/she actively listens and expresses ideas and concepts clearly and as necessary. 8 questions

Work Ethic
Work Ethic measures the degree to which the individual is likely to be hardworking, reliable, dedicated and punctual. He/she is conscientious, organized and plans ahead. 10 questions

Organization
Organization measures the degree to which the individual is organized, structured and thoughtful about his/her work. 8 questions

Influence

Influence measures the degree to which the individual enjoys the art of persuasion and has the ability to influence and lead others. 5 questions

Planning
Planning measures the degree to which the individual establishes schedules, routines and plans ahead rather than working in a more spontaneous manner.12 questions