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Hiring Plus Maurits J Horbach Executive Leadership 8 8 2011
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Transcript of Hiring Plus Maurits J Horbach Executive Leadership 8 8 2011
HiringPlus Report™
Organization:
Name:
Job:
Date:
Maurits Horbach
Horbach Reinforcement
Executive Leadership
8/08/2011
7755 Montgomery Road, Suite 180
Cincinnati, Ohio 45236
Tel 513.792.7500 Fax 513.793.8535
www.wingnut.com
powered by The Devine Inventory®
Printed augustus 14, 2011
Copyright © 2011 The Devine Group. All rights reserved.
HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
The information contained in this report should not be used as the sole discretionary source of information about the individual.
Close attention and consideration should be given to the candidate's resume, job application, references, education and/or
training, drug screen, job interview, previous job experience(s) and personal performance during the interviewing process.
About the Assessment:
The Devine Inventory® has been in use for over 40 years and provides information targeting 33 different behavioral areas and
designated competencies for this job position.
Devine Inventory HiringPlus Report™ Contents:
- The Devine Inventory® Behaviors: Thirty-three behaviors and their definitions
- Maurits Horbach: At a Glance: The customized Optimized Cutoff Score is determined from correlation studies of the
organization’s performance factors related to scores of incumbents. Recommendations are provided in relationship to how
well the candidate matches the Success Profile. Also included is a summary of the individual’s matches to the Success
Profile, plus a graphical chart displaying competency results.
- Competency Breakouts: Detailed display of behaviors and percentile scores that comprise the competency result, along
with an explanation of the results.
- Behavior Summary: Graphical display of behaviors, scores and matches to the Success Profile.
- Devine Inventory® Profile: Detailed display of the individual’s scores on a 0-9 scale, with explanation of the meaning of
each score.
- Tailored Behavioral Interview Questions: Suggested interview questions for the hiring manager to further probe the
applicant’s needs development (1, 2) or marginal (0, 9) areas.
The Success Profile: This report will help you evaluate Maurits Horbach’s match to the Success Profile™ which has been created
specifically for the Executive Leadership position with your organization.
1. First, the 33 behaviors are ranked according to their importance to fulfilling job requirements within the culture of your
organization. The behaviors are ranked and presented in 3 pages of 11 behaviors each, with the first page of primary
importance, the second page of secondary importance, etc.
2. The second component designates the required behavioral strength. The desired range of behavioral development
scoring is designated within the overall 0 - 9 scale for each behavior.
Note: A Success Profile should only be prepared in consultation with a Certified Devine Inventory Expert.
Behavior Match Considerations:
- A score is considered a match if it is in the desired success profile range or higher as long as it is not a "High Marginal" (9)
score.
- Behavior scores that fall below the desired Success Profile range should be carefully reviewed as they can represent
potential detractors to successful job performance.
- If the score is in the "High Marginal" (9) area, development is also needed.
- If a behavior has two scores (split score), it is not considered a match unless both scores are a match. The split score
indicates that variances exist in the behavior pattern based on circumstances.
Understanding Maurits Horbach's DI HiringPlus Report™:
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Copyright © 2011 The Devine Group. All rights reserved.
HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
The Devine Inventory® Behaviors
DefinitionBehavior
Affiliation Supporting the organization's goals and directives.
Assertiveness Being assertive and taking charge.
Authority Relationships Demonstrating cooperation and respect for leaders.
Closure Agreeing upon and completing courses of action with others.
Communications Giving and receiving information.
Competitive Style Obtaining advantage through team or individual effort(s).
Concentration Focusing and avoidance of distractions.
Conflict Management Weighing in on and resolving differences.
Creativeness Envisioning new options, either practical or theoretical.
Decisiveness Choosing a course of action with speed and ease.
Detail Orientation Attention to facts and experiences making one a competent and skilled expert.
Ego Gaining respect and demonstrating confidence.
Emotional Composure Maintaining professionalism and poise.
Empathy Sensing what others are feeling and responding to their needs.
Goal Orientation Ambition and desire to be the best.
Influence Gaining acceptance of ideas.
Initiative Taking action without being told.
Instructiveness Coaching, teaching or sharing information with others.
Intensity The amount of pressure and stress one feels.
Learning Advancing knowledge, skills and abilities.
Listening Seeking to understand what others are saying.
Mobility Accommodating to requirements for moving about and/or travel.
Negotiating Bargaining effectively for a strongly held position.
Planning Thinking and organizing strategies, for either near or long-term.
Presentation Style Holding others' attention while presenting.
Response to Change Modifying work practices to accommodate new direction.
Schedule Orientation Creating and meeting time Affiliations.
Self Responsibility Taking personal accountability.
Sociability Building a network of relationships.
Structure Creating order and staying organized.
Task Completion Staying with a task until it has been thoroughly accomplished.
Time Competency Managing time efficiently.
Vitality Maintaining energy and stamina.
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HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
Maurits Horbach: At a Glance
OVERALL JOB FIT
83
10 20 30 40 50 60 70 80 90
Poor Questionable Good Excellent
Overall Job Fit is Excellent. Any Primary
Competency factors which fall below the desired
ranges should be carefully evaluated in the
interview process.
BehaviorMatch™
25 10 9 6
Total Matches Top 11 Behaviors Middle 11 Behaviors Bottom 11 Behaviors
Average number of matches for this Success Profile is 19.
Competencies
1 20 40 60 80 99
Managing Relationships
Problem Solving
Hiring
Stress Tolerance
Delegating
Leadership Effectiveness
Strategic Thinking
Coaching Effectiveness
Interviewing
Recruiting
Accountability
Goal Setting
Time Management
Self Awareness
Supervising
98
97
97
95
90
88
88
88
87
85
84
78
61
57
5
Percentiles
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P a g e 4 o f 1 1 Printed augustus 14, 2011
Copyright © 2011 The Devine Group. All rights reserved.
HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
98% Managing Relationships (Establishes effective work relations; willingly and skillfully manages conflicts)
(Mid) Negotiating (4) (Mid) Emotional Composure (3) (Mid) Empathy (5)
Listening (4) Communications (5) (Mid) Competitive Style (5)
Conflict Management (6)
97% Problem Solving (The aptitude to assess a situation and envision solutions which meet the client's unique
needs.)
Listening (4) Planning (7) Creativeness (6)
(Mid) Emotional Composure (3) Learning (7)
97% Hiring (Follows standardized process to search for talent that aligns with company's needs.)
Planning (7) Structure (4) Time Competency (6)
(Mid) Competitive Style (5) (Mid) Closure (3) (Mid) Communications (5)
95% Stress Tolerance (Reacts to duress in a balanced manner needed to sustain performance levels)
Consistently maintains emotional composure; approaches difficulties with optimism.
Learning (7) Response to Change (6) Vitality (8)
Decisiveness (6) Emotional Composure (3) () Intensity (3)
90% Delegating (Thinks and plans to assign workload to subordinates proactively rather than reactively.)
Planning (7) (Mid) Self Responsibility (8) (Mid) Task Completion (3)
(Mid) Competitive Style (5) () Detail Orientation (1) (Mid) Intensity (3)
88% Coaching Effectiveness (Instructs others so they learn and develop skills needed to achieve objectives)
Listening (4) Sociability (5) Instructiveness (5)
Empathy (5) Learning (7) Communications (5)
Creativeness (6) Influence (8)
88% Leadership Effectiveness (Achieves with distinction, persevering despite resistance and influencing others)
Influence (8) Initiative (5) Conflict Management (6)
Decisiveness (6) Goal Orientation (7) Assertiveness (7)
Closure (3) Competitive Style (5)
88% Strategic Thinking (Develops broad, long-ranged objectives and plans that meet contingencies)
Understands business conditions and develops long-term objectives for results.
Structure (4) Goal Orientation (7) Listening (4)
Planning (7) Concentration (4) Creativeness (6)
() Detail Orientation (1)
Competency Breakouts
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HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
87% Interviewing (Organizes structured interview process to qualify candidates’ fit with the role.)
Listening (4) Presentation Style (6) Structure (4)
Assertiveness (7) Communications (5) Learning (7)
85% Recruiting (Continuously seeks top talent to add to their sales team.)
Vitality (8) Schedule Orientation (4) Time Competency (6)
Goal Orientation (7) Intensity (3) Sociability (5)
84% Accountability (Follows up and holds employees accountable for completion of assigned work)
Closure (3) Concentration (4) () Empathy (5)
Negotiating (4) Planning (7) Conflict Management (6)
Goal Orientation (7) Influence (8)
78% Goal Setting (Establishes and achieves challenging goals through ambition and execution skills)
Negotiating (4) Planning (7) Time Competency (6)
Goal Orientation (7) Initiative (5) Intensity (3)
Closure (3) Competitive Style (5) Creativeness (6)
61% Time Management (Effectively uses time so priority issues receive appropriate focus and effort)
Time Competency (6) Planning (7) Schedule Orientation (4)
Structure (4) Concentration (4) Decisiveness (6)
(Mid) Detail Orientation (1)
57% Self Awareness (Displays self-knowledge of strengths and needs to identify resources where there are gaps)
Self-Insight Rating (57,00)
5% Supervising (Consistently monitors and follows-up to ensure employees deliver on obligations)
Structure (4) Task Completion (3) Intensity (3)
Negotiating (4) Schedule Orientation (4) Closure (3)
Affiliation (1) Detail Orientation (1)
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Copyright © 2011 The Devine Group. All rights reserved.
HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
Behavior Scores
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Strengths Satisfactory Opportunities High Marginals Low Marginals
45% 45%
6%
0%3%
Behavior Summary
Strengths
Assertiveness (7)þConflict Management (6)þCreativeness (6)þDecisiveness (6)þEgo (6)þGoal Orientation (7)þInfluence (8)þLearning (7)þMobility (8)þPlanning (7)þPresentation Style (6)þResponse to Change (6)þSelf Responsibility (8)þTime Competency (6)þVitality (8)þ
Satisfactory
Closure (3)
Communications (5)þCompetitive Style (5)þConcentration (4)þEmotional Composure (3)
Empathy (5)þInitiative (5)þInstructiveness (5)þIntensity (3)
Listening (4)þNegotiating (4)
Schedule Orientation (4)þSociability (5)þStructure (4)þTask Completion (3)
Opportunities/Marginals
Affiliation (1)
Authority Relationships (0)
Detail Orientation (1)
þ = is a match with Success Profile
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HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
Devine Inventory® Profile
TOP 11 BEHAVIORS (10 of 11 are matches)High
MarginalNeeds
Developed
9
Low Marginal
876543210
Satisfactory Strengths
l
þ GOAL ORIENTATION (7) Periodically evaluates and
upgrades his or her abilities and skills to reach higher goals. ▬▬▬▬self-satisfied/ complacent
never satisfied
l
þ PLANNING (7) Emphasizes problem prevention and
establishing strategies that get results. ▬▬▬▬reactionary dwells on future
l
þ ASSERTIVENESS (7) Accepts others as equals; respectfully
considers others' opinions and ideas; strives to create
productive relationships.
▬▬▬▬dominated aggressive
l
þ SELF RESPONSIBILITY (8) Almost always agrees to help
and actively looks for ways to demonstrate his/her Affiliation. ▬▬▬▬dodges blame burdened
l
þ COMPETITIVE STYLE (5) Selectively volunteers to compete,
thereby drawing in others who lack confidence. ▬▬▬group dependent relentless push to win
l
þ INITIATIVE (5) Will gladly accept new tasks after thoroughly
evaluating them. ▬▬▬direction required oversteps boundaries
l
þ TIME COMPETENCY (6) Optimizes his or her time to
complete tasks effectively, even if unanticipated problems
arise.
▬▬▬wasteful rigidly manages time
l
þ RESPONSE TO CHANGE (6) Values the opportunity to
develop capability of handling different roles and
responsibilities.
▬▬▬justifies status quo enamored with change
l
þ EGO (6) Has confidence coping with adversity; quickly puts
things in a positive perspective. ▬▬▬self- deprecating engineers recognition
l
þ CONFLICT MANAGEMENT (6) Conveys a desire to win, but
not at the expense of honesty and fairness. ▬▬▬retreats orchestrates advantage
l
EMOTIONAL COMPOSURE (3) Dramatically expresses
feelings and opinions, but not as a tool of persuasion. ▬▬▬volatile controlled/ un- demonstrative
is a match with Success Profile l participant's score desired range based on Success Profile participant's self scoren ▬þ
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HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
MIDDLE 11 BEHAVIORS (9 of 11 are matches) HighMarginal
Needs Developed
9
Low Marginal
876543210
Satisfactory Strengths
l
þ INFLUENCE (8) Believes that ideas expressed convincingly,
openly and honestly have a good chance of materializing. ▬▬▬▬passive forces ideas
l
CLOSURE (3) Works with some degree of determination in
pursuit of an objective articulated by higher authority. ▬▬▬false start/ vacillates
non-productive push on others
l
þ CREATIVENESS (6) Generates new ideas and has a positive
attitude toward alternative approaches. ▬▬▬unimaginative inventive/ impractical
l
þ DECISIVENESS (6) Strives to make timely decisions without
sacrificing standards of evaluation. ▬▬▬▬agonizes risky/ impulsive
l
NEGOTIATING (4) Is confident and fair-minded when
considering others' views in bargaining situations. ▬▬▬▬avoids/ retreats win at any cost
l
þ SCHEDULE ORIENTATION (4) Balances various activities
well and is able to accommodate last-minute schedule
changes.
▬▬▬won't commit over commits
l
þ VITALITY (8) Is able to remain alert and full of energy for
periods beyond the norm. ▬▬▬▬fatigued compulsive energy
l
þ LEARNING (7) Shares information with others and admits
when he or she lacks knowledge. ▬▬▬resists relentless pursuit
l
þ CONCENTRATION (4) Prepares well for a meaningful
examination of the facts while staying focused on objectives. ▬▬▬unfocused/ distracted
tunnel vision/ over focused
l
þ COMMUNICATIONS (5) Cooperatively participates in
discussions to develop needed information. ▬▬▬▬restrictive talks randomly
l
þ PRESENTATION STYLE (6) Enjoys sparking the interest of
listeners through use of dramatic techniques. ▬▬▬▬stiff overly dramatic
is a match with Success Profile l participant's score desired range based on Success Profile participant's self scoren ▬þ
Devine Inventory® Profile
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HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
BOTTOM 11 BEHAVIORS (6 of 11 are matches) HighMarginal
Needs Developed
9
Low Marginal
876543210
Satisfactory Strengths
l
AFFILIATION (1) Prefers the freedom to think independently
rather than feign bureaucratic responses. ▬▬▬entrepreneurial loyalty to org. at all cost
l
þ STRUCTURE (4) Responds positively to
administrative/organizational changes and works with others to
improve systems.
▬▬▬disorganized rigidly organized
l
TASK COMPLETION (3) Understands the importance of follow
through. Inclined to ask others to assist in follow-up activities. ▬▬▬depends on others
sets unrealistic standards
l
þ LISTENING (4) Seems to listen, but is occasionally distracted
and misses parts of the message. ▬▬▬selectively tunes out
suspicious/ over attentive
l
þ MOBILITY (8) Is ready to travel at a moment's notice; believes
that travel broadens one's outlook on life. ▬▬▬▬stationary wasted motion/ on-the-go
l
AUTHORITY RELATIONSHIPS (0) Desires freedom to differ
with authority; may challenge direct orders. ▬▬▬challenges/ resistant
blind loyalty
l
þ EMPATHY (5) Projects sensitivity and a willingness to help
others through actions. ▬▬▬impersonal overly sensitive
l
þ SOCIABILITY (5) Engages in friendly exchanges with others
on a recurring basis. ▬▬▬choosy/ selective contrived friendliness
l
DETAIL ORIENTATION (1) Pays general attention to technical
facts; can pinpoint and disregard unimportant details. ▬▬▬▬disdains details trivial pursuit of details
l
þ INSTRUCTIVENESS (5) Initiates the transfer of information to
others that will benefit from it. ▬▬▬withholds/ self-protective
over shares/ preaches
l
INTENSITY (3) Speaks deliberately and tries to avoid stressful
methods of communicating. ▬▬▬laid back over stressed
is a match with Success Profile l participant's score desired range based on Success Profile participant's self scoren ▬þ
Devine Inventory® Profile
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HiringPlus Report™
Horbach Reinforcement
Maurits Horbach
Executive Leadership
Affiliation (1)
Tell me about a time when your job, assignment or goals were changed mid -year. How did you feel about the change?
How did you go about that transition? Were there ideas you did not agree with?
On some jobs it is necessary to act strictly in accordance with policy. Give me an example when you were expected to
act in accordance with policy even when you did not agree with the policy or it was not convenient for you. What did you
do?
Authority Relationships (0)
Tell me about a time when you were given a directive with which you were not in total agreement or was otherwise
difficult to implement. Did you say anything to your superiors?
Describe times when you have had to differ with authority and directly challenge the orders of management. How did you
do this? What happened? Would you describe yourself as more entrepreneurial and free with expression of your ideas?
Give me an example.
Detail Orientation (1)
How do you go about learning what you need to know to get started on a new project or to make important decisions .
How do you prioritize your work week?
Describe a project where you had to gather and analyze details before moving forward on the assignment? How did you
decide which facts and information were important and which were not? What did you do to stay on track?
Tailored Behavioral Interview Questions
The following are behavioral interview questions designed to further probe the applicant's needs development (1,
2) or marginal (0, 9) areas.
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