- Is the
behavioral profile the same as a personality test?
- Does our
behavioral design change throughout our lifetime?
- Is testing
legal for hiring?
- How can your
accuracy be so high when there are only 24 questions?
- When you say
91% accurate, what exactly do you mean? How can your assessment be
validated?
- What are these
assessments used for besides hiring?
- Can you measure
intelligence and honesty with your Behavior or Values assessments?
- Do I need to show
the assessment to a candidate I do not hire?
- What do your
assessments cost?
- How long does it
take to process the reports?
- I have heard there
are 16 behavioral types that comprise 95% of the population?
- You don't use graph
three as some other companies. Isn't that a weakness or flaw in your
assessments?
- Which behavioral
style is best?
- Will this report
tell me if a person is clinically depressed, manic-depressive, psychotic, or
severely neurotic?
- What is the
population break down of the different styles?
- Why do you use
value assessments when the behavioral assessment looks so complete?
- What is the
main difference between Behavior, Values, and Attributes?
Personality is very complex and has so
many component parts that no instrument can accurately measure it. Our
assessments measure behavior and the associated emotions. We look at how a
person behaves at work, their masked behavior versus their natural or core
style. Our assessments give extraordinary insights but we would not be correct
in identifying them as personality tests. There are no REAL personality tests.
People may call them by that name but they only measure specific areas, not the
entire DNA of human psychology.
Our natural style tendencies are fairly
well fixed from childhood. Most people remain relatively constant in their
behavioral model. Sometimes a personal catastrophic event can impact the
behavioral design. Most people never vary to any great degree from their
original behavioral profile.
First of all, assessments are not tests.
There are no right or wrong answers. Second, the answer is YES. When used in
accordance with prescribed EEOC guidelines they are appropriate.
The computer assembles the report based
on the respondents answers to the MOST LIKE and to LEAST LIKE questions. From
this preliminary evaluation, the mathematical capability of our software allows
us to produce the high degree of accuracy by analyzing almost 40,000 behavioral
and emotional variations.
Only the respondents can validate our
accuracy. We have polled thousands of participants and arrived at a composite
91% accuracy.
Building high performing teams, conflict
interventions, developing sales people, sales teams and selecting future leaders
from within a company. They are also the most integral part of any mentoring or
coaching program. The most important use of the assessment is the use as an
operations manual for each person that has been assessed. The report describes
how to communicate, motivate and manage the employee or coaching participant. It
also tells the employer-coach what the "ideal work/job" is, to
maximize the success of the new hire or potential new supervisor-manager.
No, to measure intelligence or honesty,
you would need to use some other instruments.
It is our understanding you do not have
a legal obligation. We also believe that a person you do hire may request to see
the assessment and in that case you would be mandated to do so. (This is an
opinion. To ensure your legal rights, check with professional legal counsel in
your state.) We suggest you do not weight our assessments more than 33% of your
entire hiring criteria. It is also a good idea to inform the candidate in
advance of this policy, and better yet, give it to them in writing.
Our answer is to ask you a question:
What does a hiring mistake cost you? We believe our assessments cost less than
1% of what it costs if you make a mistake.
We place the reports back on your desk,
via e-mail, in approximately one minute after your respondent completes them.
You may have heard that statement but as
behavioral analysts we cannot find any validation to support this hypothesis.
Our research does validate 54% of the population can be placed into the 16
styles model. The balance of the population must be forced into a style which
resembles one of the 16 but is not an accurate fit. We use 384 styles, giving
our assessments precise accurate behavioral definition.
Exactly the opposite is true. Graph
three has never been validated and cannot be. We are bound by strict empirical
methods in keeping with the highest standards of behavioral research. We do not
utilize any tool that has not been validated and has not withstood the rigors of
strict scientific methodologies.
There is no best, worst, or average.
Each person is a compendium of the different styles. Some components are
stronger than others, some are less predominant. We depict how a person will act
behaviorally. We do not make value judgments on that behavior. It's not good or
bad, it's "behavioral diversity." We CAN predict which behavioral
styles are better suited to handle specific jobs and careers.
The answer is an unequivocal NO. These
assessments depict normal behavior. We are not assessing abnormal behavior. We
do not attempt to do any kind psychological analysis of dysfunctional behavior.
We do predict stress levels, disappointment, burnout and numerous other
behavioral adaptations related to the work environment.
The Dominant Director=18%
The Socializer-Influencer style=28%
The Steady-Structured style=40%
The Compliant-Rules-Driven style=14%
Yes, it's true, the behavioral
assessment we produce is extremely comprehensive and produces a high degree of
predictive reliability. However, the real driver of all humans is their
Attitudes-Values. By measuring the values, we can predict what motivates people. The values drive the entire predictive analysis. No
behavioral assessment will provide a high degree of predictable reliability
without being integrated with a values assessment. It isn't about how you look,
dress and talk. The true measure is your passion. What is driving you? We know
how to find those answers. Our assessments lead the entire world in this dual
technology.
Behavior - How you do your job.
Values - Why you do your job.
Attributes
- What an individual can contribute to the job.
Example: In a sales position, an
individual has the ideal Behavior and Value styles, but still is not performing at a
superior level. What's missing? Attributes Index™ describing
individual skills for the targeted job.
HRA Solutions
