Our sophisticated and proven Predictive Behavior Profile™ assessment test helps identify which job candidates will have a safer work record and be productive on the job. That includes following company rules and guidelines, emotional stability, take responsibility, company loyalty, will still be with the company after one year, and avoid risks that could lead to workers’ compensation claims and auto accidents.
The following dimensions are used to predict the best employees:
Agreeableness
High scorers tend to be cooperative, tolerant, pleasant, slow to anger, generous, while low scorers are more self-centered, argumentative, intolerant, and unhelpful to others.
Alcohol Attitudes
High scores on this scale reflect greater use of alcohol and more accepting attitudes toward alcohol use. Low scores reflect people who rarely, if ever, use alcohol.
Company Loyalty
High scorers have positive, accepting, tolerant attitudes toward their company and those in management positions. Low scorers tend to be angry, fatalistic, suspicious, and pessimistic toward their company and usually admit to complaining about their company.
Conscientiousness
Conscientiousness is one of the key dimensions in the Big Five Model of Personality. It measures conformance with societal norms, reliability, responsibility, adherence to societal/company rules and regulations. Low scorers are more likely to flout the rules, behave in self-serving ways, and be undependable.
Drug Use Attitudes
High scores on this scale reflect greater use of illegal drugs and more accepting attitudes toward those substances. Low scores reflect negative attitudes toward drug use and a disinclination to taking illegal drugs.
Emotional Stability
Emotional Stability is one of the key dimensions in the Big Five Model of Personality. It pertains to being mature, level-headed, and calm during crises. Low scorers are more likely to be moody, easily irritated, anxious, and more reactive to life stress.
Health-Mindedness
Health Mindedness is designed to tap into an individual’s concern about proper diet, exercise, and being responsible about following physician’s recommendations for maintaining optimal health. Low scorers reflect lackadaisical attitudes about activities that promote health and lack of concern about current health status.
Initiative
Initiative measures employees’ time management and effort expended on the job. Low scorers are more likely to do minimal work, only doing what is required or what they can get away with.
Integrity
This scale measures pro-social, ethical values, honesty, rule-following behavior, and adherence to societal norms for “good” conduct. Low scorers reflect greater likelihood of engaging in antisocial and delinquent acts on the job (e.g., theft, pilferage, sabotage, embezzlement, larceny, misrepresentation, falsification of information, cheating, etc.), whereas high scores reflect a respect for ethical choices.
Optimism
The Optimism scale assesses whether a person has an optimistic, hopeful outlook concerning situations, people, prospects, and the future, even in the face of difficulty and adversity. It also includes a tendency to minimize problems and persist in the face of setbacks. People high on this dimension tend to be upbeat and have positive expectations for themselves, their work, the people they work with, and their employer. People scoring low on this dimension tend to be negative, pessimistic, skeptical, fault-finding, critical, and judgmental.
Risk-taking
Risk-taking is designed to predict whether people enjoy taking risks, enjoy the thrill of putting themselves in danger. Low scorers steer clear of risks because they prefer predictability and safety; high scorers actively seek and engage in risky behaviors.
Safety-Mindedness
The Safety-Mindedness scale assesses a person’s concern for safety in the workplace and determines whether they behave in ways to create a safe working environment, free from accidents, risks, and threats to the health of employees.
STAY Inventory
The STAY Inventory looks at factors within the individual that contribute to first year turnover — for example, laziness, uncooperativeness, susceptibility to stress, lack of concern for company rules, resistance to supervision, and lack of respect for a steady job. The STAY Inventory can augment all the other things you are doing to address turnover.
