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

[email protected]

www.wingnut.com

powered by The Devine Inventory®

Printed augustus 14, 2011

Copyright © 2011 The Devine Group. All rights reserved.



Maurits Horbach


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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Maurits Horbach


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.






Maurits Horbach


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






Maurits Horbach


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






Maurits Horbach


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)






Maurits Horbach


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






Maurits Horbach


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






Maurits Horbach


MIDDLE 11 BEHAVIORS (9 of 11 are matches) HighMarginal

Needs Developed

9

Low Marginal

876543210


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








Maurits Horbach


BOTTOM 11 BEHAVIORS (6 of 11 are matches) HighMarginal

Needs Developed

9

Low Marginal

876543210


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




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Maurits Horbach


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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hiring plus maurits j horbach executive leadership 8 8 2011

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