HireRite from : Work Related Behavior And Attitudinal Characteristics

Company Name: ABC Inc
Company Number:123456789
Applicant Name: Test Number One
Applicant Unique Number: 9999999122
Tracking Number:
Report Created: Oct 13, 2001
Panels Included: 10

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Proper Use: All category responses require further exploration with the applicant to make an appropriate hire. This should not be the sole basis for a decision as to the suitability of the applicant for a position. Based on the answers from the applicant, he/she may reflect the following behaviors at work:

Attitude Toward Theft/Dishonesty: (Positive) The applicant believes that someone who is dishonest is not acceptable.

Attitude Toward Drug Usage in the Workplace: (Positive) Regarding drug usage, the applicant believes that workers who use drugs are not acceptable.

Influence: (Below Average) Having influence with others is below average in importance to this individual. Being well liked, sensitive, warm, caring, initiating conversations, receiving recognition and tolerance for others are not as important to this person. There may be a tendency to be less open or verbal in communications.

Attention to Detail: (Below Average) (Gestalt) The applicant reports a below average level of attention to detail on job-related tasks. Accuracy, being careful and making sure a task is done well is not an important value to this person.

Customer Service Attitude: (Below Average) Some positions benefit from employees who believe in building strong relationships with customers and being helpful. This applicant reports that they are below average in this area. People who demonstrate a below average score in customer service attitude often feel it is not as important to go above and beyond for their customers, do extra things for them and may be described by their customers as caring and warm. The lower the score, the fewer of these characteristics will be demonstrated.

Assertiveness: (Below Average) The applicant reports a below average level of assertiveness in a work environment. People with a below average level of assertiveness do not value being forceful with others, telling others “no,” being directive, intense or not admitting mistakes at work. Being below average in assertiveness is not a negative indicator -- unless the position requires a strong degree of assertiveness. A lack of dominance, lowered sense of urgency to resolve problems immediately, a desire to preserve the status quo or a stronger sense of caution when considering new ventures are valuable assets when properly utilized and understood. People who are not assertive may also find it easier to function on teams, value getting along with others more highly, and/or be more willing to admit they made a mistake more easily when compared to others who are highly assertive.

Energy: (Below Average) The applicant reports they are below average in energy in a work environment. Positions that require long hours and sustained levels of intensity might be difficult for this applicant over time. Consideration for the lower energy levels of the applicant (when compared to high energy workers) should be considered if a high level of work intensity is required for the position. Persons who score below average in energy generally see themselves as working less than 50 hours per week, not intense as others and feel that others get the job done sooner or better than they do.

Influence: (Below Average) When coaching an individual with a below average desire to influence and persuade, it is helpful to realize that this person does not believe it is important for them to influence others or to seek recognition. This individual may not realize the value that some others place on social interaction before reaching a decision. If the position requires significant people contact, it would be good to explore the potential impact this would have on job satisfaction with the applicant.

Attention to Detail: (Below Average) (Gestalt) This individual scores below average in paying attention to detail. When considering the best method for coaching, care should be given to ensure a proper match between expectations for detail work and the natural inclinations of this individual. If the job requires a high level of attention to detail, the applicant may not perform to the level of expectations, or do well in comparison to others who place more value on attention to detail. Be sure to compare this score with the Work Pace (Kinesthetic) score. Someone who scores average or higher in Work Pace (Kinesthetic) and has, as this applicant, a below average score in attention to detail will demonstrate a strong desire to get the work done quickly and attention to detail will not be valued nearly as much. If both Attention to Detail and Work Pace are below average, the individual will tend to work at a slower pace and not pay close attention to detail.

Assertiveness: (Below Average) Below average assertiveness indicates that this person will tend to not demonstrate assertive behaviors on the job. This is an advantage if the position requires a lot of teamwork, would not benefit from someone questioning the status quo or where a direct approach is not required or beneficial. It may be difficult to say “no” to work assignments that someone with higher assertiveness would object to doing. While this can be seen as a compliant approach, it can also generate conflict when unnecessarily overburdened. Intensity, external demonstrations of confident behavior and forcefulness in work situations will not be the normal approach for people with this profile. Placing them into a position where their success demands such behavior can generate conflict and decrease job satisfaction.

Energy: (Below Average): People with below average energy can be very successful employees. “Below average in energy” is a comparison to high energy people -- not an indication that they do not have any energy at work. Specifically, it indicates such things as not seeing themselves as having worked overtime hours on a consistent basis or not being above average (compared to others) in intensity. Coaching managers on setting realistic expectations for work is a key. It may create conflict if the position or manager demands overtime or exceptional levels of intensity. In a team environment, there is potential for conflict with high energy people over the use of time. Low energy people may not see the same value in working overtime that high energy people do, nor will they necessarily feel that they function well in a consistent overtime environment.

Diversity: Do you feel uncomfortable working with others of different races?

Diversity: Should a woman be allowed to do the same job as a man and get paid the same?

Assertiveness: Give me an example of how you have persuaded others on the job to adopt your idea. (Interpersonal skills, understanding that others arrive at decisions differently)

Assertiveness: When you are faced with a situation that to get the job done you had to “bend” or “break” a company policy, how have you handled it? Can you give me an example? (Problem solving approach, attitude toward conscientiousness, sense of independence)

Assertiveness: When you have had to work with others in a team environment and had to reach a decision, how did you handle it when others would drag their feet, want more facts and figures or seem to want to socialize rather than make a decision? (Level of understanding of other people being different in their approach to decision making, depth of use of interpersonal skills on the job.)

(Individual caution statements are highlighted in red. If there are no caution statements, then none will print.)

Reporting Scales: Green = Best/Exceptional, Blue = Above Average, Magenta = Average, Red = Caution/Below Average