Employment report


Sam Sample



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Report Date Tuesday 31st July 2007

Norm Group = General Population

This report has been prepared with every care and in good faith. However the interpretation arises from the sum of the candidate's choices and preferences in answering a series of self-report inventories, and should therefore be seen purely as indicative of certain trends in their attitudes at that time.

No liability can be accepted by the interpreter or by Selby & Mills Limited.

© Copyright 2004-2007 Selby & Mills Limited
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You recently asked a candidate to complete this questionnaire and the report from that completion is provided below. It is partly the result of the candidate's responses to biographic questions and partly based on their responses to psychometric questions. In both cases you should use it to explore issues further in the interview.

For an explanation of the meaning of the 10 scales which are summarised here, see the User Guide which is available on our web site. You need to be clear about the meaning of the scales if you are to be able to use this report validly and reliably.

The report presents two kinds of information: first, the 10 scale scores are provided on a 1 to 10 (or STEN) scale. If the candidate scores highly (towards 10), this indicates that, on all the scales except 'Security Risk' and 'Faking Good, they responded to the questions consistently with those people in our database who subsequently were judged to be 'effective' and 'productive' employees. Those who score at the lower end on these 8 scales raised questions about their suitability or 'fit' with the job requirements. The reverse applies to 'Security Risk' and 'Faking Good', that is a low score is preferable to a high one. In either case you should explore the areas of doubt concerning their suitability in the interview.

Secondly, we provide below those questions and responses which are indicative of queries concerning their suitability.

Finally, please remember that the assessment is not intended to be used on its own as the basis for an offer or rejection and that it is only suitable for staff with little job discretion and who are working in low margin sectors, such as retail, construction and security, probably on an hourly paid plus overtime basis


Educational Attainments  
Job Tenure  
Economic Status  
Security Risk  
Drive & Ambition  
Personal Responsibility  
Social Adjustment  
Attitude to Authority  
Attitude to Theft  
Faking Good  

Questionable Responses

The following responses to some of the questions should be examined.

Question:- During this period of 10 years, how many separate periods of employment have been for less than 2 years?
Answer:- Eight or more.

Question:- Were any of your previous jobs similar to the type of work you are now applying for?
Answer:- No.

Question:- Have you had any jobs which have involved daily contact with customers or the general public?
Answer:- No.

Question:- How did you hear about employment opportunities with this organisation?
Answer:- Via the Job Centre or an Employment Agency.

Question:- Have you ever been refused Hire Purchase, a Credit Card, or any other form of personal credit?
Answer:- Yes.

Question:- Do you have any regular personal commitments, or other activities, that might affect your availability for work at particular times or on certain days or dates?
Answer:- Yes.

Question:- Have you ever been declared bankrupt, or made a deed of arrangement or composition with your creditors, or had goods repossessed?
Answer:- Yes.

This is the end of the report.

© Copyright 2004-2007 Selby & Mills Limited