There is one other area that is crucial using assessments to get to know the attitudes and behaviors of the prospective employees that are predictive of their conduct on the job, their work habits and how to coach them successfully.

Targeted Largest Employee Group

Finally, there is a comprehensive assessment tool for the largest group of employees: the hourly, entry level, office and general labor groups. It works well with first line supervisory positions and lower/midlevel management positions. The HireSafe MultiPanel Attitudinal Assessment System is adaptable as an executive level assessment instrument.


Background

Due diligence requires companies to develop as much information about potential employees as quickly as possible to make a rapid but prudent hiring decision. We help by expanding the amount of "intelligence" that can be known about the individual in a very short amount of time.

Our vision is to enable any hiring authority, from any location, to administer an overt integrity assessment that has been custom-tailored for that particular position and receive the results instantly. Through the use of our assessments in position profiling, the likelihood of matching candidates to the position and developing an effective coaching/development strategy is enhanced. Generally speaking, our assessments are not intended for executive level or professional hiring purposes, but are an excellent fit for the general workplace environment.

From the perspective of content, our focus is on overt integrity instruments, or attitudinal and behavior oriented, workplace-related assessments to aid companies in the initial pre-employment aspect of the selection, development and retention of good employees. We believe that good employees start with good hires.

Technologically, we focus on interactive, real-time communications, which are powered by one-to-one database driven technologies and development strategies to enhance our competitive offerings.

HireSafe MultiPanel Workplace Integrity & Attitudinal Assessment System

Think of it as a Mental Background Check!

Sixteen Dimension Assessments
Ubiquitous Access with Real Time Results

The HireSafe MultiPanel Assessment System was designed with every employer in mind. Prospective employees can take the assessment over an Internet connection or over the telephone. Reports are generated immediately, and can be accessed by the hiring authority as soon as the telephone is hung up or the last question has been answered on the Internet.


Reports That Make a Difference

With the HireSafe MultiPanel Internet Reporting System you get the numbers, color graphs and written comments that focus on the Action Orientation of the individual and Coaching Tips -- a valuable tool provided with each of the eight positive indicators to help picture how the applicant might fit in to your work environment. Telephone reports are succinct, fast and like all HireSafe assessment products -- available immediately. See a sample report below.

THE POSITIVE INDICATORS

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• Assertiveness:

  In understanding how an individual will interact with and work with others, it is beneficial to identify how assertive he or she is in work related relationships. A person who is assertive is disposed to, or characterized by, bold or confident actions. Highly assertive people place a higher value on getting the job done than in preserving the status quo. We measure confidence, perception of their success, ability to admit mistakes and prioritizing their objectives above the demands of others. 
  

• Influence:

  Certain jobs, such as sales, require that an individual be comfortable with influencing others in making decisions. The Influence dimension looks at an individual’s attitudes towards influencing behavior and interest as well as a need for recognition. The influence dimension helps quantify the impact of recognition by others on the applicant and their warmth toward others.
  

• Steadiness / Dependability:

  The dependability panel measures an individual’s attitude toward the quality of their work, loyalty, self-discipline and results orientation at work.
  

• Attention to Detail (Gestalt):

  Two characteristics that are at opposite ends of the spectrum are Attention to Detail and Work Pace. Attention to Detail reflects an individual’s desire to be complete, precise and perfectly, often at the expense of getting a job done quickly. In positions where precision is required, Attention to Detail is a highly desirable characteristic. Persons who score high are often perceived as perfectionists.
  

• Work Pace (Kinesthetic):

  Work pace, or "kinesthetic" measures an individual’s inclination towards working quickly, in a fast paced environment, sometimes with less regard for attention to details. In positions where work is fast-paced or speed counts, a high score in Work Pace is a highly desirable characteristic. Persons who score low in Work Pace will experience more stress if placed in work environment requiring a fast work pace. We recommend that both the Attention to Detail and Work Pace panels be administered together, with the higher score being considered the dominant behavior.
  

• Customer Service:

  Successful companies understand the importance of taking good care of the customer. The customer service panel focuses on the applicant’s attitude toward helping and taking care of the customer. A high score indicates someone who values going above and beyond for customers.
  
  

• Energy:

  Positions that require long hours and sustained levels of intensity benefit from high energy workers. This dimension measures the applicant’s reported level of energy and the value they place on working overtime. High energy people typically work late, take work home with them and may be involved in numerous volunteer committees and functions.
  

• Supervisor Attitude:

  The supervisor panel focuses on the applicant’s attitude toward helping and working with the supervisor. This is also an indicator regarding whether an individual will respond well to close supervision and who values going above and beyond for their managers or supervisors.

THE NEGATIVE INDICATORS

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• Theft / Honesty:

  The applicant’s attitude towards workplace theft is a strong indicator for future conduct on the job and the likelihood that he or she will engage in theft once hired.
  

• Drug Avoidance:

  By assessing the applicant’s attitude toward the use of illegal drugs in the workplace, the employer can identify potential problem areas in prospective employees who believe in the use of illegal drugs at work or approve of drinking on the job.
  

• Violence / Emotion:

  This panel identifies attitudes in prospective employees who have acted with violence in the workplace or believe such actions are acceptable.
  

• Diversity:

  Measuring the applicant’s attitudes toward racial, ethnic and gender diversity in the workplace helps to quantify the likelihood that he or she will react negatively if they work in a diverse work environment.
  

• Risk / Safety:

  Worker’s compensation claims are affected by employee attitudes toward risk, safety and their attitude toward authority in the workplace. This panel measures and quantifies these attitudes in the applicant and quantifies the likelihood that what they find acceptable in themselves and others can create safety problems and injuries in themselves and others. NOTE: Validated for workers with less than 2 years college education.
  

• Tenure:

  Not all potential employees are interested in staying with a company, nor do they value working with a company for an extended period of time. This panel measures the applicant’s attitude toward staying or quitting a job soon after being hired. NOTE: Validated for workers with less than 2 years college education.
  

• Dependability:

  Dependability here measures the applicant’s attitude toward showing up for work on time and consistently.
  

• Customer / Supervisor Views:

  This panel quantifies the applicant’s attitude toward supervision, with an emphasis on identifying antagonistic or negative reactions to supervision in a workplace environment. A negative score here indicates a higher potential for conflict with supervisors.