||High scores indicate those who think deeply about things, and who invest time and energy in understanding and learning. High scores correlate to good listeners. Low scores indicate a tendency to think and listen superficially. They tend to be impatient listeners who are interested in facts, figures and the bottom-line, and may make quick decisions without all the facts.
||This trait helps to identify applicants who have leadership abilities and/or are comfortable asserting their authority. Individuals who score high on this scale tend to be self-confident. There is, however, a difference between being "assertive" and "aggressive." An assertive person is firm without being abusive, coercive, obnoxious, cocky, or arrogant (which is typical of a very aggressive person). Extremely aggressive individuals could also cause complaints, turnover, and/or poor customer relations. If a person scores extremely high on this scale, it is important to determine whether the degree of assertiveness/aggressiveness is an asset or a liability.
Individuals who are very low in assertiveness do not tend to initiate conversation or speak unless they are spoken to first. These individuals also have difficulty dealing with aggressive people, controlling a conversation, or asking for a sale or money.
80-99 Position demands an extremely aggressive, forceful, take-charge individual who has a strong desire for leading and directing others (e.g., commission sales, collections, foreman, etc.).
60-79 Position requires a slightly above average to an above average amount of assertiveness, dominance and desire to control others and the situation.
40-59 Position involves interaction with others with only an average amount of assertiveness.
20-39 Position does not require much assertiveness. Occasionally it requires some voicing of ideas or problems. The position requires employees who follow more than lead.
01-19 Position does not require assertiveness. In fact, assertive behavior would be counter productive to the work environment.
|Attention to Detail
||This scale helps to identify an applicant's preference for detail work. Some positions require much more detail orientation than others (e.g., a brain surgeon needs more attention to detail than a truck driver). Depending upon the position, high detail orientation could be an asset or a liability. For example, extremely detail-oriented salespeople have a tendency to be much less productive than lower detail-oriented salespeople. However, a salesperson with no regard for detail will often have poor follow through.
Most successful executives and salespeople delegate work to those who are more inclined to have better attention to detail and follow-up to ensure that things go out "right" the first time. When these tasks are delegated properly, it allows the executives and sales force to focus on the bigger picture and more profitable tasks.
Very high scores on this scale are indicative of perfectionists who can become bogged down in details.
80-99 Position demands extreme attention to detail. It requires perfectionist tendencies for quality control and insuring that projects go out "right."
60-79 Position requires an above average attention to detail. Quality is important, but the person must not become so rigid that output is sacrificed.
40-59 Position involves an average amount of detail. This position only involves a moderate amount of precision.
20-39 Position requires little precision or attention to detail.
01-19 Position does not require any attention to detail. Position involves routine functions instead of meticulous inspection. In fact, any attention to detail would be counter productive to the goals.
||This scale is a hybrid scale which measures loyalty and work ethic. It is considered by many employers to be one of the most important of the traits. It evaluates an applicants loyalty to a company, as well as his/her attitudes toward working hard and doing a good job. It also indicates whether the applicant has the best interests of the company at heart. Low scores would tend to indicate little loyalty toward a company, and a tendency to be interested only in personal gain. Low scores may also identify a perspective of "what do I personally get out of this" whether or not it is good for the company.
(Note: There is a very small percentage of individuals who score low on this scale, and who are productive and worthwhile employees. This small group is very entrepreneurial, self-centered, and work hard as long as the company compensates them well for their efforts. This can be particularly true for sales personnel and upper level executives.)
80-99 This position demands an etremely high level of integrity, work ethics, and loyalty to the company.
60-79 This position requires an above average amount of integrity, work ethics, and loyalty to the organization.
40-59 This position involves an average amount of integrity, work ethics, and loyalty to the company.
20-39 This position does not require a great deal of integrity, work ethics, or loyalty to the company. The employee works in a secure work environment where there is strong supervision and little opportunity to abuse company privileges or company supplies.
01-19 This position does not require any degree of integrity, work ethic or loyalty to the organization.
||This scale helps to determine the applicant's level of competitiveness or desire to win or be competitive with others. High scores on this scale are particularly important in positions that require stong individual performance such as sales, management and collections. High scores tend to correlate with the person's positive belief in his/her abilities. The down side of high scorer is that they may also tend to be very critical, judgmental and lack much mercy. Consequently, highly competitive individuals often do not gravitate toward helping or support professions, such as teachers, nurses, customer service, etc. Low scores on this scale often correlate with a positive view of others and a desire to maintain good positive relations. Low scores are indicative of individuals who see themselves as peacemakers, and who may bend over backwards to avoid conflict.
80-99 Position demands extreme competitiveness. Winning (at all cost) is paramount to success.
60-79 Position requires an above average amount of competitiveness. Team involvement and/or client interaction is key, so competitiveness needs to be tempered.
40-59 Position involves only an average amount of competition.
20-39 Position does not require much competitiveness. Emphasis is more on friendliness, obedience, service and cooperation.
01-19 Position does not require any competitiveness. In fact, any competitiveness would be counter productive to this position.
|Compliance to Structure
||This scale helps to identify an applicant's desire to work within a structured environment. The amount of structure varies from company to company. Military and banking institutions tend to be on the high end of a structured environment, while most outside sales positions would be on the low end.
The importance of this scale is related to turnover. For example, individuals with low compliance to structure tend to be very unhappy in highly structured companies. Likewise, institutions or companies that require rigid structures will see high turnover when they hire less structured individuals. In addition, turnover occurs in low structured environments when highly structured inividuals are hired.
Further this scale can help in deciding who the candidate should be assigned to when there are multiple managers with different management styles. For example, it would make more sense to place an employee who is compliant with a controlling manager. Likewise, it would be more appropriate to place a low compliant individual with a less controlling manager.
80-99 This position demands absolute compliance to structure. The organization has very specific rules and regulations with a very specific line of control and authority. Strict compliance to company rules is a must. There is no tolerance for non-compliance.
60-79 This position requires close adherence to corporate rules and regulations but might allow some leniency in special cases.
40-59 This position requires an average amount of adherence to corporate policies and structure, but allows some flexibility in determining the best way to do the job.
20-39 This position does not require much adherence to corporate policies and procedures. The work atmosphere is very loose.
01-19 This position has no clear guidelines established. It is up to the individual to function on his/her own.
||The pupose of this scale is to determine an applicant's orientation toward dealing with the public. Many types of industries have found customer service to be extremely important to maintaining and growing their customer base. This scale could help determine whether the applicant would be helpful and courteous with customers or clients.
80-99 Position demands a very high customer service orientation. It is vital for this position to maintain outstanding customer relations even when dealing with difficult people.
60-79 Position requires an above average amount of customer service. Maintaining good relations is important, but not at all cost.
40-59 Position involves some customer contact. However, the individual is not primarily involved with customer interface.
20-39 Position requires an extremely limited amount of customer contact.
01-19 Position does not require any customer contact or communication.
||This scale identifies the applicant's level of energy. Some positions are suited better by high energy, while others are suited better by lower energy. For example, physical jobs (i.e., construction, wait staff, etc.) are better served by those who can maintain a vigorous schedule and a higher work pace. High energetic individuals can work on a project with little need for rest or relaxation. However, individuals with high energy may also become restless and bored in environments where the work pace is at a much slower pace. For example, when a programmer has excessively high energy, drive and stamina, it is often difficult for him/her to remain seated at a computer to program. They need to get up and move around and sometimes may distract other programmers, which brings down office productivity as a whole.
Other positions are better suited for a slower paced individuals. These are positions which require considerable analysis or precision. Positions which require concentration and high productivity are perhaps served best by those who score moderately on this scale.
80-99 This position demands an extremely high level of physical or mental activity. It requires someone who is capable of working long hours and maintaining a vigorous schedule.
60-79 This position requires an above average amount of physical or mental activity for prolonged periods of time.
40-59 This position involves an average amount of physical or mental activity most of the time, but there may be some periods that are slower or busier than others.
20-39 This position involves very little expenditure of physical and mental energy.
01-19 This position is neither physically or mentally demanding.
||This scale measures two issues: time management and common sense. In positions which require individuals to work on their own without much direction or decision-making support, it would be appropriate to look for high scores on this scale. Low scores tend to indicate that the individual may be wishful, overly optimistic, unrealistic or naive. Low scores are also indicative of those who do not have a strong sense of priority or time urgency. However, this does not always mean that the individual will not be a "good" employee. It simply means that he/she does not have a good internal compass to point him/her in the right direction. In such cases, their success in the work place is determined by how well they are managed. For example, they often need to be kept under pressure deadlines, and have their goals clearly spelled out by management. Without pressure, clear goals, and management closely following up they may vascillate in their performance.
80-99 This position demands an extremely goal oriented person. This person needs to be very focused on goal-achievement and possess good time management skills, and may not have much direction from others.
60-79 This position requires an above level of self-direction, purpose, and time management skills.
40-59 This position involves an average amount of self-direction. This person should have some ability to manage his/her time, set goals, and possess a sense of urgency.
20-39 This position involves very little need for self-direction. Corporate goals are clearly spelled out, and there is a supervisor who will closely monitor the employee to ensure that the goals are met.
01-19 This position does not involve any need for self-direction, motivation or ability to set priorities.
||This scale measures an individual's desire to work with machinery, tools, and/or hands. Construction, trucking, auto parts stores, wharehouse, and maintenance companies have found this scale to effectively identify those applicants which gravitate toward their types of businesses.
High scores indicate a "high liking" or high vocational interest in working with machinery, tools, or doing manual labor. Low scores tend to indicate a dislike for or low vocational interest in working with machinery, tools and their hands.
80-99 This position is physically demanding and requires employees who have an aptitude for working with their hands, tools or machinery.
60-79 This position requires an above average amount of time spent working with tools, machinery or manual labor.
40-59 This position may require some degree of manual or machinery related work.
20-39 This position requires very little physical labor or use of tools or machinery.
01-19 This position does not involve any physical labor or use of tools or machinery.
||This trait measures an individual's understanding of metals, how they are processed, and how to work with them. In addition, this trait also tests an individual's ability to do calculations and measurements regarding metal products.
||This scale measures an individual's tendency toward independence or self-reliance. Some positions are best suited with employees who are hesitant to exercise iniative or make decisions without first checking for approval. Other companies have found that they require individuals who can operate on their own without much support. These companies experience "bottle neck" conditions when they hire dependent (those scoring low on resourcefulness) employees.
80-99 This position demands an extremely high level of independence, self-reliance, and self-direction. Employees need to function well on his/her own without any real support.
60-79 This position requires an above average amount of resourcefulness. Employees need to be able to function autonomously, but willing to accept some direction and decisional support. For example, on major decisions they would request assistance from their superior.
40-59 This position involves an average amount of resourcefulness or self-direction.
20-39 This position involves very little need for resourcefulness.
01-19 This position does not involve any need for independence, self-reliance or resourcefulness. In fact, employees are discouraged to show any initiative of their own.
||This scale helps to identify an applicant's propensity to work safely. Is the applicant a risktaker who loves excitement and doing dangerous activities. In positions where safety is important, those who score low on the scale may tend to endanger themselves and those around them by disregarding safety rules and guidelines. With rising costs in Worker's Compensation, insurance and legal suits, this scale could be an asset to lowering liability.
80-99 This position demands an extremely high level of safety. The position involves physical risk and hence needs employees who work safely.
60-79 This position requires an above average amount of safety and carefulness.
40-59 This position involves an average amount of safety orientation.
20-39 This position involves very little need for safety, because the job is "safe."
01-19 This position does not involve any physical risk, and consequently is not concerned with safety issues.
||This scale measures an applicant's desire to be involved in a sales profession. This scale does not measure sales skills. It simply measures whether the individual would be happy in sales. Low scores on this scale normally indicate those who do not like to sell or are reluctant to do so. On an inside sales position, those with higher scores on this scale as a whole out sold those with low scores.
80-99 This position demands an extremely motivated individual who is extremely enthusiastic about sales work.
60-79 This position requires an above average amount of sales activities (e.g., prospecting, qualifying, setting appointments, talking to customers about products or services, etc.).
40-59 This position involves some sales activities, but does not require the individual to do much prospecting, cold calling, generating calls, etc. (Some mature sales managers could score at a moderate to low level on this scale, but still be excellent closers. These individuals feel that they already paid their "dues" and are no longer salemen, and now view themselves as managers or executives.)
20-39 This position involves little or no selling.
01-19 This position does not involve any sales activities what so ever.
||This scale evaluates an individual's attitude toward honest, integrity or stealing. The Department of Treasury released a startling statement approximately 15 years ago. They said that one third of all employees are hardcore thieves (i.e., they will go out of their way to steal). Another third of the workforce are softcore thieves (i.e., they will steal if others are or that security is very laxed). Only one third of the work population is honest. These are scary statistics.
High scores on the scale normally indicate those who are honest, do not tolerate stealing, and feel that honesty is the best policy. Low scores, on the other hand, tend to indicate individuals who are more likely to steal and abuse company property than higher scoring individuals.
There are however, a small percentage of respondants who "fake good" on this scale. That is they answer in an "honest manner" but are high security risks. For example, pathological liars can even pass lie detector tests. Consequently, when applicants score in the 95th to 99th percentile on this scale, it is always prudent to wonder whether they are in fact as honest as they suggest. Ask yourself whether there is there a pattern of integrity? Did they also score high on Company Orientation? Are they involved in high moral organizations or clubs. Do you have a gut feeling that they are just faking good on this scale?
80-99 Position demands an extremely high level of honesty, trust and security. The position requires someone who can be trusted to handle cash or work with company property with little or no supervision.
60-79 Position requires an above average amount of honesty, trust, and security.
40-59 Position involves an average amount of honesty, trust or security.
20-39 Position involves very little need for honesty. The company either has little that can be stolen or there are such tight security measures that there is little opportunity for theft.
01-19 Position does not require or involve any real need for honesty. The individual in this position has a great deal of supervision and very little access to property. The work environment is very structured and controlled.
||This scale measures a candidate's ease and enjoyment at relating to others. High scores are indicative of those who are outgoing. Low scores are indicative of those who are shy, quiet and reserved. Social comfort is an important scale to consider when the position requires interaction with clients, customers, prospects, and/or the public in general. High scores on this scale could be counter productive, when the need to socialize is so great that the individual wastes his/her time as well as those around him/her. Likewise, low scores may indicate shy individuals who would not feel comfortable dealing with the public or may reserve information that may be important to other members of the company because of shyness.
80-99 This position demands an extremely friendly, outgoing and sociable person. The position requires constant interaction with the public. It may also require the individual to initiate telephone calls and conversations on a regular basis.
60-79 This position requires an above average amount of social interaction with clients, customers or employees. This position requires a great deal of interaction with people and comfort at doing so.
40-59 This position involves an average amount of social interation with others. The person should feel reasonably comfortable relating to and responding to questions posed by customers or other employees.
20-39 This position involve very little social interaction.
01-19 This position does not require or involve any real need to communicate with peers, customers or clients.