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1. control It is important to emphasize that this scale does not assess nor should it be used to assess for the presence of a mental or psychological impairment or disorder or an applicant s general physical or psychological health The candidate answered the questionnaire statements similarly to individuals whose work performance has been characterized by behaviors such as poor judgment impulsivity and difficulty in dealing with frustration Long Term Job Commitment This scale assesses the likelihood that an applicant will be involved and will make a long term commitment to the job The candidate answered the questionnaire statements similarly to individuals whose work performance has been characterized by behaviors such as a lack of involvement in the job a lack of long term goals or a lack of commitment to doing a high quality job F WORD ERI Admin and Scoring Methods Fax Sample Reports Sample Fax Report C2 doc pdf 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 SUGGESTED FOLLOW UP INTERVIEW QUESTIONS Asking the following questions during your next interview with the candidate will help you to gain a more complete understanding of the applicant BEFORE you make a hiring decision Be sure to write down the candidate s answers to each of the questions Just about everyone has tim2. revealing the existence nature or severity of a disability as defined under the Americans With Disabilities Act ADA and EEOC regulations 3 The decision to hire or not hire a specific applicant should not be based solely on the applicant s ERI scores Hiring decisions should be based on a review of ALL information collected during the conduct of the total selection process In addition because of the variability inherent in any type of scores small differences in results should never be the basis for making decisions about candidates or for comparing candidates 4 Laws regarding questionnaires such as the ERI vary from state to state Users are responsible for the monitoring of any such laws The following results are based upon the analysis of the candidate s pattern of responses to the 81 item questionnaire If you have questions regarding any aspect of administration scoring or interpretation of the ERI please call ERIP technical support at 617 367 8400 or if outside the 617 area 800 438 2772 F WORD ERI Admin and Scoring Methods Fax Sample Reports Sample Fax Report C2 doc pdf 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number Position Date Scored 05000121 Food Server 12 29 99 15 59 14 The following results are based upon the analysis of the candidate s pattern of responses to the 81 item questionnaire Likelihood of Unreli
3. 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 SAMPLE PREFERRED PROFILE STANDARD COMPREHENSIVE REPORT C In order to maximize proper use accuracy confidentiality and security Bay State Psychological Associates Inc BSPA requires that only properly trained and authorized individuals have access to ERI documentation materials and results To ensure all of these requirements it is necessary that the administration scoring interpretation and use of ERI results be restricted to those individuals in your organization who 1 Have read and have been fully trained to administer score interpret and use the ERI according to the Procedures and Instructions contained in the ERI User s Manual as well as any subsequent revisions or updates which may have been sent to you by BSPA 2 Have been authorized by your organization to make use of ERI procedures and results Limitations To The Use Of The ERI 1 The ERI was developed and validated to be used as a pre employment assessment tool It is to be used for the assessment of new job applicants Under no circumstances should the ERI be administered to current employees or used for any purpose other than as an aid in the pre employment selection process 2 The ERI is not designed to reveal nor should it be used for the purpose of
4. WORD ERI Admin and Scoring Methods Fax Sample Reports Sample Fax Report C2 doc pdf 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 Begin by telling the reference the type of position for which the applicant is being considered Then tell the reference These are some of the characteristics which are important for the job for which Mr Ms X is applying Do you know of any cause for concern with respect to each of the following characteristics Ability to consistently exercise sound judgment Ability to work under pressure Ability to follow through with job assignments on time Compliance with company policies and procedures Productive and conscientious job performance Could you please give me an example of his her work performance that demonstrates any of these qualities If Mr Ms X did not have problems with following through on job assignments and or exercising sound judgment on the job I would appreciate you telling me If Mr Ms X did not have problems with working under pressure and taking personal initiative and responsibility for doing a good job I would appreciate you telling me If poor job performance and poor productivity were not a problem with Mr Ms X I would appreciate your telling me Ask for Details If customer service is a
5. able Behavior Highest ZONE 1 ZONE 2 ZONE 3 ZONE 4 SCALE A B A B rreedom From Disuptwe MUUUUUUUUUUUUUUUUU Alcohol Olea U e M Courtesy Emotional Maturity E U Conscientiousness Trustworthiness Job Commitment Company s Preferred Profile F Applicant s Profile Es F WORD ERI Admin and Scoring Methods Fax Sample Reports Sample Fax Report C2 doc pdf 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 SCALES OUTSIDE THE PREFERRED PROFILE Courteous Job Performance This scale assesses the likelihood that an applicant s interactions with customers will be characterized by a high level of courtesy and commitment to service The candidate answered the questionnaire statements similarly to individuals whose work performance has been characterized by behaviors such as being cynical avoiding pressure and hard work or having difficulty in relating comfortably to strangers Emotional Maturity This scale assesses the likelihood that an applicant s work performance will be characterized by mature behavior and that it will not be disrupted by personality traits such as irresponsibility poor judgment difficulty in working cooperatively with others poor frustration tolerance or poor impulse
6. es when customers get to them What kind of situations can cause you to feel this way How do you usually respond how would you respond when this happens How do you deal how would you deal with situations in which a customer is rude or abusive to you Just about everyone has times when the pressure gets to them and they find it difficult to relax What kind of situations can cause you to feel this way What do you usually do when you feel this way What kinds of things at work get you the most frustrated When this happens how do you deal with the situation Please give a specific example where this happened What is the most interesting exciting job you have ever had Ask for details regarding who where when and what made it so interesting What kind of personal challenges do you look for in a job At the end of your interview with the applicant be sure to ask the following I would like to speak with the person who was your supervisor at one or two of your previous jobs Is that okay with you If not ask for the reasons Be sure to get the name of each person company name and phone number SUGGESTED FOLLOW UP REFERENCE CHECK QUESTIONS Asking the following questions during your reference checks with the candidate s past supervisors will also help you to gain a more complete understanding of the person BEFORE you make a hiring decision Be sure to write down the candidate s answers to each of the questions F
7. lso a part of the position for which the applicant is applying ask the following question If customer service is not an important part of the position skip to the next question These are some of the other characteristics which are important for the job for which Mr Ms X is applying Do you know of any cause for concern with respect to each of the following characteristics Demonstrating courtesy constant politeness and a positive attitude toward customers Presenting a genuine friendly and outgoing manner Remaining courteous even during difficult confrontations with customers Do you know of any situation that would be a cause for concern with Mr Ms X regarding trustworthiness on the job Ask for Details If trustworthiness was not a problem with Mr Ms X I would appreciate your telling me Did Mr Ms X ever receive a warning or reprimand while employed by you Details Under what conditions did Mr Ms X leave your company Details After you have reviewed the ERIP results along with the candidate s answers to the follow up interview questions and the past supervisor s answers to the follow up questions you should weigh all of the information you have available to you as part of deciding whether or not you want to hire the applicant F WORD ERI Admin and Scoring Methods Fax Sample Reports Sample Fax Report C2 doc pdf
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