HR SYSTEM AND METHOD FOR ASSESSING THE EMPLOYABILITY OF A JOB APPLICANT

SYSTEM AND METHOD FOR ASSESSING THE EMPLOYABILITY OF A JOB APPLICANT


TECHNICAL FIELD

[001] This disclosure relates generally to human resource management systems and more specifically to a system and method for assessing the employability of a job applicant.

BACKGROUND

[002] An employment interview is an important tool for learning the capabilities, experience, and interests of candidates for employment. However, numerous interviews are often necessary to find one or more qualified candidates for a job opening. This means that the interview process may take an extended amount of time. Moreover, many unqualified candidates may be interviewed during this process, which also lengthens the process needed to fill a job opening.

SUMMARY

[003] This disclosure provides an improved system and method for assessing the employability of a job applicant.

[004] In one aspect, a method, system, and computer program provide a plurality of questions to a job applicant. The questions represent standardized questions.

The method, system, and computer program receive answers to the plurality of questions from the job applicant. The method, system, and computer program determine one or more employability characteristics of the job applicant using the answers to the plurality of questions. The one or more employability characteristics identify how employable the job applicant is based on qualifications of the job applicant. [005] In a particular aspect, the one or more employability characteristics identify at least one of the job applicant's willingness to work in at least one of: different social environments, different physical environments, and different work schedules. In another particular aspect, the one or more employability characteristics identify at least one of the job applicant's use of a plurality of skills, the job applicant's competence at using the plurality of skills, the job applicant's readiness to begin employment, the job applicant's perceived employability, and the job applicant's motivations for seeking employment.

[006] Other technical features may be readily apparent to one skilled in the art from the following figures, descriptions, and claims.

BRIEF DESCRIPTION OF DRAWINGS

[007] For a more complete understanding of this disclosure, reference is now made to the following description, taken in conjunction with the accompanying drawings, in which:

[008] FIGURE 1 illustrates an example system for assessing the employability of a job applicant according to one embodiment of this disclosure;

[009] FIGURE 2 illustrates an example method for assessing the employability of a job applicant according to one embodiment of this disclosure.

DETAILED DESCRIPTION OF EXAMPLE EMBODIMENTS

[010] FIGURE 1 illustrates an example system 100 for assessing the employability of a job applicant according to one embodiment of this disclosure. In the illustrated example, the system 100 includes multiple user devices 102a-102c, a network 104, an employability assessment server 106, and a database 108. Other embodiments of the system 100 may be used without departing from the scope of this disclosure. [011] In one aspect of operation, a user uses one of the user devices 102a-102c (referred to as "user devices 102") to access the employability assessment server 106. The user may represent, for example, a potential job applicant. The employability assessment server 106 provides various questions to the user and receives answers from the user. The employability assessment server 106 uses the answers to evaluate the user's interests, skills, and other qualifications. The employability assessment server 106 also uses this information to match the job applicant to job openings. In this way, the likelihood of matching qualified job applicants to job openings increases, and the information collected or generated by the employability assessment server 106 may be used by workforce counselors or other personnel to recommend training and education for the job applicants.

[012] In the illustrated embodiment, each user device 102 is capable of communicating with the network 104. In this document, the term "each" refers to each of at least a subset of the identified items. Each user device 102 represents any suitable device, system, or portion thereof that allows a user to communicate and interact with the employability assessment server 106. For example, a user

device 102 allows a user to receive questions from and provide answers to the employability assessment server 106.

[013] In this particular example, the user devices 102 include a desktop computer, a laptop computer, and a personal digital assistant. Each of these user devices 102 communicates over a wireline or wireless connection. These user devices 102 are for illustration only. Any other or additional computing or communication devices may be used in the system 100. Each user device 102 includes any hardware, software, firmware, or combination thereof for accessing the employability assessment server 106.

[014] The network 104 is capable of communicating with the user devices 102 and the employability assessment server 106. The network 104 facilitates communication between components of the system 100. For example, the network 104 may communicate Internet Protocol (IP) packets, frame relay frames, Asynchronous Transfer Mode (ATM) cells, or other suitable information between network addresses. The network 104 may include one or more local area networks (LANs), metropolitan area networks (MANs), wide area networks (WANs), all or a portion of a global network such as the Internet, or any other communication system or systems at one or more locations. The network 104 may also operate according to any appropriate type of protocol or protocols, such as Ethernet, IP, X.25, frame relay, or any other protocol.

[015] The employability assessment server 106 is coupled to the network 104 and the database 108. In this document, the term "couple" and its derivatives refer to any direct or indirect communication between two or more elements, whether or not those elements are in physical contact with one another. The employability assessment server 106 supports the employability assessment of a

potential job applicant. For example, the employability assessment server 106 may provide employability questions to a user and receive answers from the user. The employability assessment server 106 evaluates the answers and determines one or more employability characteristics associated with the job applicant. The employability characteristics represent different indicators that identify how employable a job applicant is based on the skills, interests, and other qualifications of the applicant. The employability assessment server 106 may use the collected and/or generated information in any suitable manner. As an example, the employability assessment server 106 may attempt to match the job applicant to one or more job openings. [016] The employability assessment server 106 includes any hardware, software, firmware, or combination thereof for performing or otherwise supporting an employability assessment. As a particular example, the employability assessment server 106 may include one or more processors 110 and one or more memories 112 containing data and instructions used by the one or more processors 110. Also, the employability assessment server 106 may receive input from the users in any suitable manner, such as through the use of a web-based interface. [017] The database 108 is coupled to the employability assessment server 106. The database 108 stores various information used by the employability assessment server 106 to perform the employability assessments. For example, the database 108 may include one or more sets of employability questions 114. Each question set 114 contains one or more questions used to evaluate the interests, skills, and other qualifications of a job applicant. The employability assessment server 106 accesses and uses the questions in

the question sets 114 during an assessment of a user. The database 108 includes any hardware, software, firmware, or combination thereof for storing and facilitating retrieval of information. The database 108 also uses any of a variety of data structures, arrangements, and compilations to store and facilitate retrieval of information.

[018] One example of the various question sets 114 used to evaluate a job applicant is shown in Appendix A. In this example, the questions are divided into four question sets 114 (identified as sections 1 through 4 in Appendix A) . The question sets 114 are used to evaluate a job applicant's work preferences, skills and unique enhancing factors impacting employability, work readiness and perceived employability, and motivations. In particular embodiments, these question sets 114 are "standardized," meaning that the same question sets 114 are used to evaluate all job applicants regardless of the applicants' differing skills, education levels, or desired work.

[019] The question set 114 used to evaluate a job applicant's work preferences identifies the ability or willingness of the applicant to accept employment in different environments. For example, the questions in this question set 114 may represent yes/no questions asking whether a job applicant is willing to work in different social environments, physical environments, and work schedules. This question set 114 may be used to narrow the job openings for which the job applicant is qualified.

[020] The question set 114 used to evaluate a job applicant's skills and enhancing factors identifies the applicant's perceived ability to perform fundamental skills needed for any given job. This question set 114 also identifies different characteristics relevant to an applicant's prior experiences and capabilities that may

distinguish the applicant from other applicants . For example, the questions in this question set 114 may require the job applicant to rank their usage of and competence at certain skills, such as basic and interpersonal skills. The questions in this question set 114 may also ask a job applicant to identify job training, driver's licenses, foreign language capabilities, and education level. The employability assessment server 106 could provide a definition of each skill to facilitate the ranking. In particular embodiments, these questions may be asked using yes/no questions, pull down menus, and open-ended responses .

[021] The question set 114 used to evaluate a job applicant's readiness and perceived employability identifies how prepared the applicant is for employment and how the applicant has previously attempted to find employment. For example, the questions in this question set 114 may ask a job applicant to identify how confident the applicant is at applying for a job, searching for a job, and evaluating a job opening. In particular embodiments, the job applicant answers the questions in this question set 114 using a scale.

[022] The question set 114 used to evaluate a job applicant's motivations identifies the applicant's reasons for searching for employment. For example, the questions in this question set 114 may ask a job applicant to identify the importance of different motivations or factors in the applicant's search for employment, such as financial rewards, societal status, and working conditions. In particular embodiments, the job applicant answers the questions in this question set 114 using a scale.

[023] The job applicant's answers to the questions in the question sets 114 are then scored. For example, in the

first question set 114, the eiαployability assessment server 106 may determine how likely the job applicant is to work in varying social environments, physical environments, and work schedules. In the second question set 114, the employability assessment server 106 may generate three scores for each skill, two scores reflecting the job applicant's usage of and competence at the skills and a third score representing an average of the first two scores. The employability assessment server 106 may also provide a one-line or multi-line summary for each enhancing factor question, where the summary highlights the job applicant's answers. In the third question set 114, the employability assessment server 106 may average the applicant's scores in each of the different categories of questions. In the fourth question set 114, the employability assessment server 106 may average the answers for each of the various motivations . Other techniques for scoring the job applicant's answers may also be used.

[024] The results produced by scoring the job applicant's various answers may be used in any suitable manner. For example, the employability assessment server 106 may generate a report summarizing the job applicant's results. As a particular example, the report could include the job applicant's answers to the various questions and the scores calculated by the employability assessment server 106. The report could also include comments about the results, such as comments about the job applicant's ability to work in different environments, an identification of the most and least used skills, a summary of any enhancing factors, and when the job applicant should seek advice from a counselor.

[025] The reports produced by the employability assessment server 106 may be used by a number of people and

in a number of ways. For example, a job applicant, an employer, or a workforce counselor may each receive a different report, and each person may use the reports in any suitable manner. As examples, the job applicant and employers could use the applicant' s answers to the work preference question set 114 to eliminate jobs that the applicant is unwilling to accept. A workforce counselor could use the applicant's answers to the skills question set 114 to recommend supplemental job training. Example reports are shown in Appendix B.

[026] In addition, the employability assessment server 106 could use the job applicant's answers to locate job openings for which the job applicant is qualified. For example, the employability assessment server 106 could use the work preference answers to eliminate jobs the applicant is unwilling to accept. The employability assessment server 106 could also use the answers to the skill and enhancing factor questions and the motivation questions to identify jobs for which the applicant may be qualified and may be willing to accept.

[027] Although FIGURE 1 illustrates one example of a system 100 for assessing the employability of a job applicant, various changes may be made to FIGURE 1. For example, the system 100 may include any number of user devices 102, networks 104, servers 106, and databases 108.

Also, while FIGURE 1 illustrates the use of a server 106 in the system 100, the functionality of the server 106 could be implemented on other device (s), such as a desktop computer or a laptop computer. Further, while FIGURE 1 illustrates that one database 108 is coupled directly to the interview support server 106, any number of databases 108 may reside at any location or locations accessible by the server 106. In addition, the question sets 114 and

reports shown in Appendix A and Appendix B are for illustration only. Other or additional questions or question sets 114 may be used in the system 100, and other or additional reports could be generated. [028] FIGURE 2 illustrates an example method 200 for assessing the employability of a job applicant according to one embodiment of this disclosure. For ease of explanation, the method 200 is described with respect to the interview support server 106 operating in the system 100 of FIGURE 1. The method 200 could be used by any other suitable device and in any other suitable system.

[029] The interview support server 106 identifies a job applicant at step 202. This may include, for example, the interview support server 106 determining that a user using a device 102 is attempting to access the interview support server 106. This may also include the interview support server 106 receiving authentication information from the user, such as a username and password. If the user is not registered with the interview support server 106, this may further include the interview support server 106 collecting various information about the user and setting up a user account.

[030] The interview support server 106 provides the job applicant with one or more questions related to the applicant's work preferences and receives answers at step 204. This may include, for example, the interview support server 106 providing questions asking whether the applicant is willing to work in different social environments, physical environments, and work schedules. As a particular example, this may include the interview support server 106 receiving answers to various yes/no questions.

[031] The interview support server 106 provides the job applicant with one or more questions related to the

applicant's skills and receives answers at step 206. This may include, for example, the interview support server 106 identifying different basic skills and asking the applicant to rank his or her usage of each skill and competence for each skill. As a particular example, this may include the interview support server 106 receiving answers in the form of rankings on a scale. This may also include the interview support server 106 providing a definition or description of each skill. [032] The interview support server 106 provides the job applicant with one or more questions related to the applicant's unique enhancing factors and receives answers at step 208. This may include, for example, the interview support server 106 asking the applicant whether the applicant has occupation-specific job training or certain types of driver's licenses. As a particular example, this may include the interview support server 106 receiving answers using yes/no questions, pull down menus, and open- ended responses . [033] The interview support server 106 provides the job applicant with one or more questions related to the applicant's work readiness and receives answers at step 210. This may include, for example, the interview support server 106 identifying different tasks related to work readiness or perceived employability (such as applying for a job or searching for a job) . This may also include the interview support server 106 asking the applicant to rank his or her ability to perform these various tasks. As a particular example, this may include the interview support server 106 receiving answers in the form of rankings on a scale.

[034] The interview support server 106 provides the job applicant with one or more questions related to the

applicant's motivation and receives answers at step 212. This may include, for example, the interview support server 106 identifying different motivations (such as salary and possibility of promotion) and asking the applicant to rank the importance of each motivation. As a particular example, this may include the interview support server 106 receiving answers in the form of rankings on a scale.

[035] The interview support server 106 scores the applicant's answers to identify the job applicant's employability at step 214. This may include, for example, the interview support server 106 counting the number of yes or no answers, averaging rankings, and summarizing various answers.

[036] The interview support server 106 generates one or more reports using the applicant's answers and/or the scores at step 216. This may include, for example, the interview support server 106 generating one report for the job applicant, another report for employers, and a third report for a workforce counselor. [037] The interview support server 106 matches the job applicant with one or more job openings at step 218. This may include, for example, the interview support server 106 using the applicant's answers to identify job openings for which the job applicant qualifies. This may also include the interview support server 106 offering the user an opportunity to apply for one or more of the identified job openings.

[038] Although FIGURE 2 illustrates one example of a method 200 for assessing the employability of a job applicant, various changes may be made to FIGURE 2. For example, the interview support server 106 may provide any other or additional types of questions. Also, the interview support server 106 could use the job applicant's

answers to perform any other or additional functions.

[039] It may be advantageous to set forth definitions of certain words and phrases that have been used within this patent document. The terms "include" and "comprise," as well as derivatives thereof, mean inclusion without limitation. The term "or" is inclusive, meaning and/or. The phrases "associated with" and "associated therewith," as well as derivatives thereof, may mean to include, be included within, interconnect with, contain, be contained within, connect to or with, couple to or with, be communicable with, cooperate with, interleave, juxtapose, be proximate to, be bound to or with, have, have a property of, or the like. The term "controller" means any device, system, or part thereof that controls at least one operation. A controller may be implemented in hardware, software, firmware, or combination thereof. It should be noted that the functionality associated with any particular controller may be centralized or distributed, whether locally or remotely. [040] While this disclosure has described certain embodiments and generally associated methods, alterations and permutations of these embodiments and methods will be apparent to those skilled in the art. Accordingly, the above description of example embodiments does not define or constrain this disclosure. Other changes, substitutions, and alterations are also possible without departing from the spirit and scope of this disclosure, as defined by the following claims.

APPENDIX A EMPLOYMENT PREFERENCES AND CAPABILITIES ASSESSMENT

SECTION 1 - WORK PREFERENCES

Below is a list of factors related to various work environments. These factors include social, physical, and schedule-related aspects of work. Next to each aspect of the work environment, please click "yes" if you would be willing to work under that condition. If you are not willing to work under a particular condition, please click "no".

Social Environment

Are you willing to work in a job requiring that you work...

1 with others in a team?

2 in a job that requires frequent interactions with the public

(e.g., police officer)? 3 in a job that requires frequent face-to-face interactions with others? 4 in a job that requires frequent telephone interactions with others?

5 in a situation where interpersonal conflict is frequent?

6 with sick persons (e.g., hospital)?

7 with animals?

8 in a situation in which there is contact with new people on a continuous basis? in job in which you determine your own tasks, priorities, and goals?

10 I in a job that required you to wear a uniform?

Physical Environment

Are you willing to work in a job requiring that you work...

11 in a job that requires rough, protective clothing?

12 in a job that involves heavy manual labor (e.g., physical strength) ?

13 in a job that requires the use of safety equipment?

14 in a job installing components?

m a job repairing parts? m a job fabricating parts? in a job maintaining structures and systems? in a job building structures and systems? in a job where work pace is determined by machinery or equipment? in a job that requires frequent use of tools (e.g., hand tools, power tools)? in a job that requires frequent use of operating controls? in an indoor setting with exposure to very high (above 90F) temperatures? in an indoor setting with exposure to very cold (below 32F) temperatures? in an indoor setting without air conditioning (e.g., warehouse, barn) ? in an outdoor setting where you are exposed to all weather conditions? in an outdoor setting under some type of shelter (e.g., airplane hangar) ? in a job that requires you to work with large motor vehicles

(e.g., tractor, combine, backhoe, crane)? in a job that requires the use of stationary and motor equipment? in a job that requires close physical proximity to other people? in a job involving significant noise distraction (from human distractions and/or loud machinery) ? in a job where you are exposed to various contaminants

(e.g., chemicals, pollutants)? in a cramped/confined work space requiring awkward positions

(e.g., kneeling, crouching, stooping, crawling)? in a job where you are exposed to hazardous conditions and materials (e.g., radiation, high voltage electricity)? in a job that requires long periods of sitting? in a job that requires long periods of standing? in a job that requires long periods of continuous walking and/or running? in a context that requires balance (e.g., climbing ladders,

scaffolding) ?

38 M in a job that requires repetitive physical motions? s

Work Schedule

Are you willing to work in a job requiring that you work YES NO

39 in shifts during standard work hours

(e.g., 8a.m.-6p.m. ) ?

40 , m shifts during non-standard work hours

(e.g., 6p.m.-8a.m.)?

41 under seasonal employment

(e.g., holiday season, summer season)?

42 in a flexible work schedule (e.g., no set hours)?

43 in a job requiring m-state travel for work-related purposes?

44 in a job requiring out-of-state travel for work-related purposes?

45 in full-time employment?

46 in part-time employment?

47 in temporary employment?

48 in a 30b requiring weekend work?

SECTION 2 - BASIC JOB SKILLS

Consider your current job or the last job you held. Now think about the tasks you performed while on that job. With those tasks in mind, please examine the following list of basic skills and make two (2) ratings for each skill listed. First, rate the extent to which you used each basic skill in your last job by checking the appropriate box. Second, rate your level of each skill.

4^Reading comprehension

Understanding written sentences and paragraphs in work related documents

^OOral comprehension Understanding spoken instructions and communications in work related tasks

51Keyboard skills

Demonstrating capacity to operate workplace equipment (e.g., registers, computers) and knowledge of underlying principles

J'Active listening

Listening to what other people are saying and asking questions as appropriate

53Writing

Communica ting effectively with others in writing as indica ted by the needs of the audience

Supervising others Organizing work activities, providing directions, facilitating peers, accepting responsibility, and sharing rewards and resources

55

Speaking/verbal skills

Talking to others to effectively convey information

Technological literacy Understanding changing technology, employing appropria te technology, and identifies new technological skills to improve job performance .

Mathematics

Using mathematics to solve problems

Science

Using scientific methods to solve problems

Adapting to & coping with change Identifying work shifts and uncertainties, and manages transitions effectively by utilizing shift plans and necessary resources

Ability to work with others Demonstrating ability to define work group objectives, and establish roles and procedures used to accomplish goals

Seeking employment Using resources for career information to develop a career plan and actively pursue employment towards realizing that plan.

Critical thinking

Using logic and analysis to identify the strengths and weaknesses of different approaches

Active learning

Working with new material or information to grasp its implications

Learning strategies

Using multiple approaches when learning or teaching new things

Monitoring

Assessing how well one is doing when learning or doing something

Caring/empathy

Demonstrating basic respect for diversity of opinions within work groups.

Organization

Demonstrating ability to differentiate, sort, and categorize multiple pieces of information

SECTION 2 (CONTINUED) - ENHANCING FACTORS

Below are a few additional questions about your work prior experiences and capabilities. Please click the appropriate response to each question, and where necessary, type in your responses to open-ended questions.

Please indicate the type(s) of driver's license(s) you have.

69

Do you currently have reliable transportation to and from work? If so, please indicate your mode of transportation (e.g., private transportation, public bus iguag system, carpool) .

idng a if iencoc r

70Are you bi- or multi¬ lingual? If so, please indicate which language(s) you speak as well as proficiency with reading, writing, and speaking that/those language(s) . ro ic

SPANISH HIGH LOW MED

71Outside of formal education, do you currently hold any certifications and/or licenses? If so, please list specific certifications and licenses held.

72Have you completed any occupation- specific vocational training? If so, please specify both the type and amount of training you have completed (e.g., "4 weeks of computer maintenance training.") .

73Please list the highest level of education you have completed from the choices provided.

SECTION 3 - WORK READINESS/PERCEIVED EMPLOYABILITY

Consider the steps you've taken in pursuing past jobs you've held. With those steps in mind, please examine the following list and rate how confident you are in your ability to perform that task by checking the appropriate box.

How confident are you in your ability to...

APPLYING FOR JOBS participate in face-to-face job interviews

75 evaluate your own strengths and weaknesses in preparation for a job interview

76 determine work tasks you perform well that are valuable to an employer

77 prepare a resume

78 write a cover letter

79 utilize networking skills

80 talk to recruiters at occupational workshops or career fairs

MATCHING SKILLS & INTERESTS TO EMPLOYMENT OPPORTUNITIES

81 pursue occupations matching your existing skills, abilities, and interests

82demonstrate your skills and abilities

83 change jobs to one better suiting your skills, abilities, and interests

84 determine which of your skills will transfer to a new job

"assess your own need to change occupations

86 decide the types of work you are interested in doing in the future

87 determine things you must know about yourself before finding a job

88 determine which occupational characteristics (e.g., activities, setting, coworkers) are most important to you

89 determine what type of job fits you best

90 decide which occupations in your field you prefer

91 recognize your own long-term career interests

92 make logical decisions in selecting a job

93 evaluate positive and negative aspects of jobs of interest

94 locate training opportunities available in your field

JOB SEARCHING 95 use the Internet and other technology-based resources to gather job-related information 96 find information about trade associations and professional organizations

97 find job openings in your field

98 know which steps are necessary to take in finding a job

99 explore and find answers to questions you have about changing jobs

100 conduct research into occupations in which you are interested

101organize lists of available occupations

102 find and obtain information on different types of jobs and positions (e.g., public sector, private sector, internships)

EVALUATING OCCUPATIONS & JOBS 103 compare relevant information about possible occupations

104 evaluate the business goals of organizations in which you are interested

105 decide on how future jobs need to be different from past jobs

106 evaluate your personal goals for work

SECTION 4 - MOTIVATING FACTORS

Below is a list of factors people take into consideration before deciding to pursue employment. Please examine this list, and rate each consideration on how important it has been to you in seeking prior jobs by clicking the most appropriate box.

107

Salary

108

Status

109

Fringe benefits (e.g., health insurance, retirement plan, company car)

110

Promotion

111

Working close to home

112

Good relationships with co-workers

113

Good relationships with supervisors

114

Challenging work activities

115

Being interested in work activities

116

Good match of jobs with personal values

117 Recognition for work

118

Making an impact on

society

119 Non-financial rewards

(e . g . , networking, reputation)

120

Creating new products & services

121

Improving existing products & services

122 Interacting with others

123

Pursuit of personal interests

124 Helping others

125 Visibility

12 6 Travel

127

Responsibility for others

128 Job security

129 Professional respect

130

Observance of national or religious holidays

131

Opportunities for continuous learning

132

Productivity

133

Company policy and administration

134

Supervision over others

135

Work conditions

136

Relationship with subordinates

137

Achievement

138

Advancement

139

Growth

APPENDIX B

Part One: Job Seeker Output

Output for Section 1: Work Preferences Work Preferences of JOE SMITH: Item - Willingness to work... Willingness

Social Factors with others in a team yes in a job that requires frequent interactions with the public (e.g., police officer) yes in a job that requires frequent face-to-face interactions with others yes in a job that requires frequent telephone interactions with others yes in a situation where interpersonal conflict is frequent no with sick persons no with animals yes in a situation in which there is contact with new people on a continuous basis yes in a job in which you determine your own tasks, priorities, and goals yes in a job that requires you to wear a uniform yes

Physical Factors in a job that requires rough, protective clothing no in a job that involves heavy manual labor

(e.g., physical strength) no in a job that requires the use of safety equipment no in a job installing components no in a job repairing parts no in a job fabricating parts no in a job maintaining structures and systems no in a job building structures and systems no in a job that requires frequent use of tools

(e.g., hand tools, power tools) no in a job that requires frequent use of operating controls no in an indoor setting with exposure to very high

(above 90F) temperatures no in an indoor setting with exposure to very cold

(below 32F) temperatures no in an indoor setting without air conditioning

(e.g., warehouse, barn) no in an outdoor setting where you are exposed to all weather conditions no in an outdoor setting under some type of shelter

(e.g., airplane hangar) no in a job that requires you to work with large motor vehicles no in a job that requires the use of stationary and motor equipment (e.g., tractor, combine, backhoe, crane) no in a job that requires close proximity to other people yes in a job involving significant noise distraction

(e.g., from, human distractions and/or loud machinery) yes in a job where you are exposed to various contaminants

(chemicals, pollutants) no in a cramped/confined work space requiring awkward positions

(e.g., kneeling, crouching, stooping, crawling) no in a job where you are exposed to hazardous conditions and materials (e.g., radiation, high voltage electricity) no in a job that requires long periods of sitting yes in a job that requires long periods of standing yes in a job that requires long periods of continuous walking and/or running no in a context that requires balance (e.g., climbing ladders, scaffolding) no in a job that requires repetitive physical motions yes

Work Schedule Factors in shifts during standard work hours (e.g., 8a.m.-6p.m.) yes in shifts during non-standard work hours (e.g., 6p.m.- 8a.m.) no under seasonal employment (e.g. holiday season, summer season) yes in a flexible work schedule (e.g., no set hours) yes in a job requiring in-state travel for work-related purposes yes in a job requiring out-of-state travel for work-related purposes yes in full-time employment yes in part-time employment yes in temporary employment yes in a job requiring weekend work yes

Social Environment Score 8 (out of 10)

Physical Environment Score 6 (out of 28)

Work Schedule Score 9 (out of 10)

Your scores on this section of the employability assessment indicate that you are willing to work in a variety of Social Environmental Conditions. You are only willing to work in ten or fewer of the different physical environmental conditions listed. Your responses also indicate that you are very flexible with regard to work schedule preferences.

This pattern of scores, indicates that when seeking employment, you will be able to work in numerous social environments and that work schedule will not be a limiting factor for you. You should carefully examine the physical environment of jobs for which you are applying to ensure these match your willingness to work under particular physical conditions.

Output for Section 2 ~ Basic Job Skills Basic Job Skills of JOE SMITH:

Construct Frequency Skill Level Composite

Reading comprehension 3 2 2.5

Oral comprehension 2 1 1.5

Keyboard skills 2 3 2.5

Active listening 1 1 1

Writing 3 3 3

Supervising others 2 3 2.5

Speaking/verbal skills 1 1 1

Technological literacy 3 3 3.0

Mathematics 2 2 2

Science 1 2 1.5

Ability to work with others 2 2 2

Seeking employment 3 2 2.5

Critical thinking 2 2 2

Active learning 3 3 3

Learning strategies 4 4 4

Monitoring 1 1 1

Caring/empathy 3 2 2.5

Organization 2 3 2.5

AVERAGE: 2.22 2.22 2.22

Rating scales:

Skill Usage l=Never 2=Infrequently 3=θccasionally 4=Frequently Skill Level I=BeIoW Average 2=Average 3=Above Average 4=Excellent

In general, you use the above skills, on average, INFREQUENTLY, and rate your skill level across these basic job skills as AVERAGE. Highest usage frequency and skill-levels (ratings of 3 or better) were observed for:

WRITING

TECHNOLOGICAL LITERACY

ACTIVE LEARNING

LEARNING STRATEGIES

Lowest usage and skill-levels (ratings of 1) were observed for: ACTIVE LISTENING SPEAKING/VERBAL SKILLS MONITORING

You may want to seek education or training to develop the skills listed in the lowest usage and skill level list.

Output for Section 2 (continued) : Additional Experiences/Enhancing Factors Section

Additional Experiences & Enhancing Factors of JOE SMITH:

Drivers Licenses: STANDARD AND COMMERCIAL DRIVER'S LICENSES Transportation: PRIVATE TRANSPORTATION Language: YES

SPANISH

MODERATE READING PROFICIENCY

LOW WRITING PROFICIENCY

HIGH SPEAKING PROFICIENCY Certifications & Licenses: NO Occupation-Specific Training: YES

"2 YEARS OF TRACTOR-TRAILER DRIVING TRAINING" Education: SOME HIGH SCHOOL

In general, you have additional occupational enhancing factors in the areas of foreign languages and occupation-specific training. PROFICIENCY WITH SPANISH LANGUAGE and "2 YEARS OF TRACTOR-TRAILER DRIVING TRAINING" may distinguish you from other job-seekers without these additional experiences. You report having SOME HIGH SCHOOL as your educational level.

Output for Section 3: Work Readiness/Perceived Employability Work Readiness/Perceived Employability of JOE SMITH:

Construct Confidence

Applying for Jobs: CONFIDENT

Matching Skills and Interests to Employment

Opportunities: VERY CONFIDENT

Job Searching: NOT AT ALL CONFIDENT

Evaluating Occupations and Jobs: CONFIDENT

In general, you are very confident in your ability to Match his Skills and Interests to Employment Opportunities. You are confident in your ability to Apply for Jobs and Evaluate Occupations and Jobs, and you are not at all confident in your Job Searching ability. You may want to seek support and resources from a workforce counselor in this area.

Output for Section 4: Motivating Factors Motivating factors of JOE SMITH:

Construct Importance

Financial rewards: IMPORTANT

Status: IMPORTANT

Interpersonal relationships: NOT IMPORTANT

Intrinsic motivation & challenge: SLIGHTLY IMPORTANT

Impact of work/responsibility for others: NOT IMPORTANT

Job-personal values & beliefs match: SLIGHTLY IMPORTANT

Working conditions: MODERATELY IMPORTANT

In general, FINANCIAL REWARDS and STATUS are the primary factors motivating your job search. IMPACT OF WORK/ RESPONSIBILITY FOR OTHERS and INTERPERSONAL RELATIONSHIPS are least important to you in seeking employment. You may want to seek employment emphasizing FINANCIAL REWARDS and STATUS, and not pursue employment focusing on IMPACT OF WORK/RESPONSIBILITY FOR OTHERS and INTERPERSONAL RELATIONSHIPS.

Part Two: Employer Output

Output for Section 1: Work Preferences Work Preferences of JOE SMITH: Item - Willingness to work- Willingness

Social Factors with others in a team yes in a job that requires frequent interactions with the public (e.g., police officer) yes in a job that requires frequent face-to-face interactions with others yes in a job that requires frequent telephone interactions with others yes in a situation where interpersonal conflict is frequent no with sick persons no with animals yes in a situation in which there is contact with new people on a continuous basis yes in a job in which you determine your own tasks, priorities, and goals yes in a job that requires you to wear a uniform yes

Physical Factors in a job that requires rough, protective clothing no in a job that involves heavy manual labor

(e.g., physical strength) no in a job that requires the use of safety equipment no in a job installing components no in a job repairing parts no in a job fabricating parts no in a job maintaining structures and systems no in a job building structures and systems no in a job that requires frequent use of tools

(e.g., hand tools, power tools) no in a job that requires frequent use of operating controls no in an indoor setting with exposure to very high

(above 90F) temperatures no in an indoor setting with exposure to very cold

(below 32F) temperatures no in an indoor setting without air conditioning

(e.g., warehouse, barn) no in an outdoor setting where you are exposed to all weather conditions no in an outdoor setting under some type of shelter

(e.g., airplane hangar) no in a job that requires you to work with large motor vehicles no in a job that requires the use of stationary and motor equipment (e.g., tractor, combine, backhoe, crane) no in a job that requires close proximity to other people yes in a job involving significant noise distraction

(e.g., from human distractions and/or loud machinery) yes in a job where you are exposed to various contaminants

(chemicals, pollutants) no

in a cramped/confined work space requiring awkward positions

(e.g., kneeling, crouching, stooping, crawling) no in a job where you are exposed to hazardous conditions and materials (e.g., radiation, high voltage electricity) no in a job that requires long periods of sitting yes in a job that requires long periods of standing yes in a job that requires long periods of continuous walking and/or running no in a context that requires balance (e.g., climbing ladders, scaffolding) no in a job that requires repetitive physical motions yes

Work Schedule Factors in shifts during standard work hours (e.g., 8a.m.-6p.m.) yes in shifts during non-standard work hours (e.g., 6p.m.- 8a.m.) no under seasonal employment (e.g. holiday season, summer season) yes in a flexible work schedule (e.g., no set hours) yes in a job requiring in-state travel for work-related purposes yes in a job requiring out-of-state travel for work-related purposes yes in full-time employment yes in part-time employment yes in temporary employment yes in a job requiring weekend work yes

Social Environment Score 8 (out of 10)

Physical Environment Score 6 (out of 28)

Work Schedule Score 9 (out of 10)

JOE SMITH'S scores on this section of the employability assessment indicate that he/she is willing to work in a variety of Social Environmental Conditions. He/she is only willing to work in ten or fewer of the different physical environmental conditions listed. His/her responses also indicate flexibility with regard to work schedule preferences.

This pattern of scores indicates that when seeking employment, this person will be able to work in numerous social environments and that work schedule will not be a limiting factor. However, the nature of the physical environment may be a limiting factor for this person.

Output for Section 2 - Basic Job Skills Basic Job Skills of JOE SMITH:

Construct Frequency Skill Level Composite

Reading comprehension 3 2 2.5

Oral comprehension 2 1 1.5

Keyboard skills 2 3 2.5

Active listening 1 1 1

Writing 3 3 3

Supervising others 2 3 2.5

Speaking/verbal skills 1 1 1

Technological literacy 3 3 3.0

Mathematics 2 2 2

Science 1 2 1.5

Ability to work with others 2 2 2

Seeking employment 3 2 2.5

Critical thinking 2 2 2

Active learning 3 3 3

Learning strategies 4 4 4

Monitoring 1 1 1

Caring/empathy 3 2 2.5

Organization 2 3 2.5

AVERAGE: 2.22 2.22 2.22

Rating scales:

Skill Usage l=Never 2=Infrequently 3=Occasionally 4=Frequently Skill Level l=Below Average 2=Average 3=Above Average 4=Excellent

In general, JOE SMITH uses the above skills, on average,

INFREQUENTLY, and rates his/her skill level across these basic job skills as AVERAGE. Highest usage frequency and skill-levels (ratings of 3 or better) were observed for:

WRITING

TECHNOLOGICAL LITERACY

ACTIVE LEARNING

LEARNING STRATEGIES

Lowest usage and skill-levels (ratings of 1) were observed for: ACTIVE LISTENING SPEAKING/VERBAL SKILLS MONITORING.

Output for Section 2 (continued) : Additional Experiences/Enhancing Factors Section

Additional Experiences & Enhancing Factors of JOE SMITH:

Drivers Licenses: STANDARD AND COMMERCIAL DRIVER'S LICENSES Transportation: PRIVATE TRANSPORTATION Language: YES

SPANISH

MODERATE READING PROFICIENCY

LOW WRITING PROFICIENCY

HIGH SPEAKING PROFICIENCY Certifications & Licenses: NO Occupation-Specific Training: YES

"2 YEARS OF TRACTOR-TRAILER DRIVING TRAINING" Education: SOME HIGH SCHOOL

In general, JOE SMITH has additional occupational enhancing factors in the areas of foreign languages and occupation-specific training. PROFICIENCY WITH SPANISH LANGUAGE and "2 YEARS OF TRACTOR-TRAILER DRIVING TRAINING" may distinguish him/her from other job-seekers without these additional experiences. He/she reports having SOME HIGH SCHOOL for educational level.

Output for Section 3: Work Readiness/Perceived Employability Work Readiness/Perceived Employability of JOE SMITH:

Construct Confidence

Applying for Jobs: CONFIDENT

Matching Skills and Interests to Employment

Opportunities: VERY CONFIDENT

Job Searching: NOT AT ALL CONFIDENT

Evaluating Occupations and Jobs: CONFIDENT

In general, JOE SMITH is very confident in his/her ability to Match his Skills and Interests to Employment Opportunities. JOE SMITH is confident in his/her ability to Apply for Jobs and Evaluate Occupations and Jobs, and is not at all confident in Job Searching ability.

Output for Section 4: Motivating Factors Motivating factors of JOE SMITH:

Construct Importance

Financial rewards: IMPORTANT

Status: IMPORTANT

Interpersonal relationships: NOT IMPORTANT

Intrinsic motivation & challenge: SLIGHTLY IMPORTANT

Impact of work/responsibility for others: NOT IMPORTANT

Job-personal values & beliefs match: SLIGHTLY IMPORTANT

Working conditions: MODERATELY IMPORTANT

In general, FINANCIAL REWARDS and STATUS are the primary factors motivating JOE SMITH'S job search. IMPACT OF WORK/RESPONSIBILITY FOR OTHERS and INTERPERSONAL RELATIONSHIPS are least important to him/her in seeking employment.

Part Three: Workforce Counselor Output

Output for Section 1: Work Preferences Work Preferences of JOE SMITH: Item - Willingness to work... Willingness

Social Factors with others in a team yes in a job that requires frequent interactions with the public (e.g., police officer) yes in a job that requires frequent face-to-face interactions with others yes in a job that requires frequent telephone interactions with others yes in a situation where interpersonal conflict is frequent no with sick persons no with animals yes in a situation in which there is contact with new people on a continuous basis yes in a job in which you determine your own tasks, priorities, and goals yes in a job that requires you to wear a uniform yes

Physical Factors in a job that requires rough, protective clothing no in a job that involves heavy manual labor

(e.g., physical strength) no in a job that requires the use of safety equipment no in a job installing components . no in a job repairing parts no in a job fabricating parts no in a job maintaining structures and systems no in a job building structures and systems no in a job that requires frequent use of tools

(e.g., hand tools, power tools) no in a job that requires frequent use of operating controls no in an indoor setting with exposure to very high

(above 90F) temperatures no in an indoor setting with exposure to very cold

(below 32F) temperatures no in an indoor setting without air conditioning

(e.g., warehouse, barn) no in an outdoor setting where you are exposed to all weather conditions no in an outdoor setting under some type of shelter

(e.g., airplane hangar) no in a job that requires you to work with large motor vehicles no in a job that requires the use of stationary and motor equipment (e.g., tractor, combine, backhoe, crane) no in a job that requires close proximity to other people yes in a job involving significant noise distraction

(e.g., from human distractions and/or loud machinery) yes in a job where you are exposed to various contaminants

(chemicals, pollutants) no

in a cramped/confined work space requiring awkward positions

(e.g., kneeling, crouching, stooping, crawling) no in a job where you are exposed to hazardous conditions and materials (e.g., radiation, high voltage electricity) no in a job that requires long periods of sitting yes in a job that requires long periods of standing yes in a job that requires long periods of continuous walking and/or running no in a context that requires balance (e.g., climbing ladders, scaffolding) no in a job that requires repetitive physical motions yes

Work Schedule Factors in shifts during standard work hours (e.g., 8a.m. -6p.m. ) yes in shifts during non-standard work hours (e.g., 6p.m.- 8a.m.) no under seasonal employment (e.g. holiday season, summer season) yes in a flexible work schedule (e.g., no set hours) yes in a job requiring in-state travel for work-related purposes yes in a job requiring out-of-state travel for work-related purposes yes in full-time employment yes in part-time employment yes in temporary employment yes in a job requiring weekend work yes

Social Environment Score 8 (out of 10) Physical Environment Score 6 (out of 28)

Work Schedule Score 9 (out of 10)

JOE SMITH'S scores on this section of the employability assessment indicate that he/she is willing to work in a variety of Social Environmental Conditions. He/she is only willing to work in ten or fewer of the different physical environmental conditions listed. His/her responses also indicate flexibility with regard to work schedule preferences.

This pattern of scores indicates that when seeking employment, this person will be able to work in numerous social environments and that work schedule will not be a limiting factor. However, the nature of the physical environment may be a limiting factor for this person.

You may want to counsel JOE SMITH to reconsider the types of physical conditions he/she is willing to work under because it may be difficult to find a job within the limited parameters he/she indicated.

Output for Section 2 - Basic Job Skills Basic Job Skills of JOE SMITH:

Construct Frequency Skill Level Composite

Reading comprehension 3 2 2.5

Oral comprehension 2 1 1.5

Keyboard skills 2 3 2.5

Active listening 1 1 1

Writing 3 3 3

Supervising others 2 3 2.5

Speaking/verbal skills 1 1 1

Technological literacy 3 3 3.0

Mathematics 2 2 2

Science 1 2 1.5

Ability to work with others 2 2 2

Seeking employment 3 2 2.5

Critical thinking 2 2 2

Active learning 3 3 3

Learning strategies 4 4 4

Monitoring 1 1 1

Caring/empathy 3 2 2.5

Organization 2 3 2.5

AVERAGE: 2.22 2.22 2.22

Rating scales:

Skill Usage l=Never 2=Infrequently 3=0ccasionally 4=Frequently Skill Level l=Below Average 2=Average 3=Above Average 4=Excellent

In general, JOE SMITH uses the above skills, on average,

INFREQUENTLY, and rates his/her skill level across these basic job skills as AVERAGE. Highest usage frequency and skill-levels (ratings of 3 or better) we're observed for:

WRITING

TECHNOLOGICAL LITERACY

ACTIVE LEARNING

LEARNING STRATEGIES

Lowest usage and skill-levels (ratings of 1) were observed for: ACTIVE LISTENING SPEAKING/VERBAL SKILLS MONITORING.

You may want to make JOE SMITH aware of educational and training opportunities for ACTIVE LISTENING, SPEAKING/VERBAL SKILLS, and MONITORING so that he/she can strengthen these skills before applying for jobs, depending on the level of job he/she is looking for.

Output for Section 2 (continued) : Additional Experiences/Enhancing Factors Section

Additional Experiences & Enhancing Factors of JOE SMITH :

Drivers Licenses : STANDARD AND COMMERCIAL DRIVER' S LICENSES Transportation: PRIVATE TRANSPORTATION Language : YES

SPANISH

MODERATE READING PROFICIENCY LOW WRITING PROFICIENCY HIGH SPEAKING PROFICIENCY

Certifications & Licenses: NO Occupation-Specific Training: YES

"2 YEARS OF TRACTOR-TRAILER DRIVING TRAINING" Education: SOME HIGH SCHOOL

In general, JOE SMITH has additional occupational enhancing factors in the areas of foreign languages and occupation-specific training. PROFICIENCY WITH SPANISH LANGUAGE and "2 YEARS OF TRACTOR-TRAILER DRIVING TRAINING" may distinguish him/her from other job-seekers without these additional experiences. He/she reports having SOME HIGH SCHOOL for educational level.

You may want to counsel JOE SMITH on his job options given his level of education and additional skills.

Output for Section 3: Work Readiness/Perceived Employability Work Readiness/Perceived Employability of JOE SMITH:

Construct Confidence

Applying for Jobs: CONFIDENT

Matching Skills and Interests to Employment

Opportunities: VERY CONFIDENT

Job Searching: NOT AT ALL CONFIDENT

Evaluating Occupations and Jobs: CONFIDENT

In general, JOE SMITH is very confident in his/her ability to Match his Skills and Interests to Employment Opportunities. JOE SMITH is confident in his/her ability to Apply for Jobs and Evaluate Occupations and Jobs, and is not at all confident in Job Searching ability.

You may want to identify resources that will assist JOE SMITH in his/her job searching efforts.

Output for Section 4: Motivating Factors Motivating factors of JOE SMITH:

Construct Importance

Financial rewards: IMPORTANT

Status: IMPORTANT

Interpersonal relationships: NOT IMPORTANT

Intrinsic motivation & challenge: SLIGHTLY IMPORTANT

Impact of work/responsibility for others: NOT IMPORTANT

Job-personal values & beliefs match: SLIGHTLY IMPORTANT

Working conditions: MODERATELY IMPORTANT

In general, FINANCIAL REWARDS and STATUS are the primary factors motivating JOE SMITH'S job search. IMPACT OF WORK/RESPONSIBILITY FOR OTHERS and INTERPERSONAL RELATIONSHIPS are least important to him/her in seeking employment.