Prevue Guide Book: Hiring Workbook for consultants, HR, and  managers
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The Prevue Assessment System provides business owners and human resource professionals with pre-employment assessment tests and succession planning reports that assist in hiring and promoting the ...

The Prevue Assessment System provides business owners and human resource professionals with pre-employment assessment tests and succession planning reports that assist in hiring and promoting the right employees.

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Prevue Guide Book: Hiring Workbook for consultants, HR, and  managers Prevue Guide Book: Hiring Workbook for consultants, HR, and managers Document Transcript

  • The Whole Person Approach Prevue™ Consultant’s Guide For Use and Interpretation Compiled and Edited by Ira S. Wolfe Success Performance SolutionsFor more information about Prevue™ Assessment and Applicant Processing Systems: Contact Ira S. Wolfe Success Performance Solutions Phone: 717.291.4640 or 410-941-2345 Email: iwolfe@super-solutions.com Website: www.super-solutions.com Copyright 2004-2012. Poised for the Future Company and Success Performance Solutions
  • TABLE OF CONTENTSWhat is Prevue™? ................................................................................................ 4Background and Development .............................................................................. 6Using Psychometric Tests Responsibly ................................................................ 7 Criteria of A “Good” Test ................................................................................... 7 Is Prevue™ A “Good” Test? .............................................................................. 9Using Prevue™ ................................................................................................... 10Interpreting Scores.............................................................................................. 11Mental Abilities Scales ........................................................................................ 12 Working with Numbers .................................................................................... 13 Working with Words ........................................................................................ 14 Working with Shapes....................................................................................... 15 General Abilities Scale .................................................................................... 16Motivation/Interests Scales ................................................................................. 17 Working with People........................................................................................ 18 Working with Data ........................................................................................... 19 Working with Things ........................................................................................ 20Personality Scales .............................................................................................. 21 Diplomatic vs. Independent ........................................................................... .. 2 2 Cooperative vs. Competitive ......................................................................... .. 3 2 Submissive vs. Assertive ............................................................................... .. 4 2 Spontaneous vs. Conscientious .................................................................... .. 5 2 Innovative vs. Conventional .......................................................................... .. 6 2 Reactive vs. Organized ................................................................................. .. 7 2 Introversion vs. Extroversion ........................................................................... 28 Self-Sufficient vs. Group-Oriented ................................................................... 29 Reserved vs. Outgoing .................................................................................... 30 Emotional vs. Stable...................................................................................... .. 1 3 Restless vs. Poised ....................................................................................... .. 2 3 Excitable vs. Relaxed .......................................................................................33 Page 2 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Social Desirability................................................................................................ 34Internal Validity Scale ....................................................................................... .. 6 3Additional Resources .......................................................................................... 37 Page 3 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • What is Prevue™?The Prevue™ Assessment is a management tool used in the selection, coaching, anddevelopment of employees. It is a scientifically designed method of measuring work-related characteristics of people. The premise behind the creation of Prevue™ is that aperson’s resume, education, appearance, and work history only reveal about 10% of thereal person; the remaining 90% (mental ability, motivation, interests, and personality) isdifficult to judge and is the most crucial in determining likelihood of success and job fit.Prevue™ Assessment is used to uncover that crucial 90% of an individual to find theiroptimum set of job responsibilities. Prevue™ accomplishes this by assessing threemain areas of personal attributes: General Abilities, Interests and Motivations, andPersonality Traits. A Cognitive Ability scale represented by a set of three Ability tests designed to assess Numerical, Verbal, and Spatial ability. An inventory of Interests that assesses occupational interest in relation to working with People, Data, and Things. A Personality assessment instrument that covers the key traits identified in the Five Factor Personality Model. These five factors are represented by four major personality dimensions (Independence, Conscientiousness, Extraversion, and Stability), each of which is represented by two “minor” scales Page 4 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • The results of these separate scales are then matched to company and/or job specificcharacteristics and an optimum match of people to job can be made.Prevue™ is an accurate, valid, and reliable psychometric assessment used for a widevariety of human resource requirements including assisting in the prediction of the jobsuitability of candidates for specific jobs, aiding the team building process, and detailingspecific information on employees training and coaching requirements. Used inconjunction with other HR practices like interviews and performance reviews, Prevue™will enhance the ability to make sound decisions regarding recruitment, selection,coaching, and promotion. By using the Prevue™ system, supervisors, managers, andHR personnel are able to match employees with jobs where the employee is the bestsuited, feels the most comfortable, is the most satisfied, and, hopefully, is the mostproductive. Page 5 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Background and DevelopmentPrevue™ Assessment was developed by in 1994 by Dr. David Bartram of Newland Parkand Associates. Dr. Bartram is the head of the Department of Psychology at HullUniversity; he is a Chartered Occupational Psychologist, a fellow of the BritishPsychological Society, and one of the worlds leading specialists in the field ofPsychometrics. He was recently honored with election to the Council of InternationalTest Commission.The construction and validation of Prevue™ was completed in the United States ofAmerica, Canada, Great Britain, Singapore, and Malaysia. Approximately 4,700employed people, in a variety of occupations, participated in the validation group. Theyworked for companies of all sizes and in government. The people in the validation studyrepresent a true cross-section of the international workforce, giving the Prevue™Assessment multiracial, multicultural and multilinguistic validity. Content, construct andjob validation studies have confirmed the reliability and validity of the Prevue™Assessment.Prevue™ Assessment is the first validated, business-orientated human resourceassessment instrument introduced in over twenty years and no other occupationalevaluation instrument has ever been as thoroughly verified. The Prevue™ AssessmentTechnical Manual provides details of numerous validation studies undertaken by Dr.Bartram and the Publisher. Page 6 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Using Psychometric TestsResponsiblyPsychometric -psychological measurement - is concerned with the appraisal of anindividual. The process of appraising people is highly complex and it has traditionallybeen a very subjective process. That is, we appraise others based on our own feelings,observations, value judgments, and life experiences. By giving the same series ofquestions or tasks to each individual being tested, psychometric testing attempts toprovide an objective method of appraisal.Criteria of a “Good” TestIf you want to use objective, psychological assessments you must be confident that thetest itself is fair and accurate: test results are only meaningful insofar as the test itself is“good” or “fair.” What are the main qualities of a good test? 1. Standardized For a test to be standardized the administration and scoring of the test are the same each and every time the test is used. The instructions are clearly written out, the physical surroundings and materials and equipment should be as similar as possible, and the test is scored by predetermined answers. Standardized tests also have established norms against which individual scores can be compared. 2. Objective If a test is objective, the results for an individual will be the same regardless of who is scoring the test. Page 7 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • 3. Reliable A reliable test is one that produces consistent results on repeated trials. Reliability is demonstrated through test-retest results – if a test is repeated one week later the results should be approximately equal.4. Valid A test is valid if it actually measures what it is intended to measure. Because psychological characteristics (interests, motivations, personality, etc ) can’t be measured directly, it is important to gather evidence that the test really represents what it appears to represent. Page 8 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Is Prevue™ A “Good” Test? It’s Standardized – during construction it was given to approximately 4,700 people in various occupations and it is a normative instrument. This means that the results of Prevue™ are normally distributed for the working population. On any given measurement 68% of the people tested will be in the average range, or within one standard deviation from the mean. (For comparative purposes, Prevue is a normed assessment; DISC and Myers-Brigg are considered self- reporting assessment.) It’s Objective – it has a complete set of administration and scoring guidelines It’s Reliable - tests have proven a 95% + accuracy in reliability of reporting. It’s Valid - four built-in self-validation methods make it almost impossible to fake or manipulate the results of Prevue™. Page 9 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Using Prevue™Prevue™ has three distinct sections. It measures: General Abilities How well does the individual use numerical, verbal, and spatial reasoning? Interests and Motivations Is the individual best suited for working with people, data and words, or shapes and things? Personality How independent, competitive, assertive, conscientious, conventional, organized, extroverted, group oriented, outgoing, stable, poised, and relaxed is the individual?There is also a built-in Social Desirability scale that measures the consistency of theresponses. Is the individual answering the questions truthfully (frankly) or is he or shetrying to create a good impression and give the most socially acceptable answers?By looking at an individual’s scores in each of the areas a “total view” of the person isconstructed and this information can be used in conjunction with direct observation tomake appropriate human resource decisions. Page 10 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Interpreting ScoresPrevue™ uses a “sten scale” to report standardized scores. An individual’s raw scoresfor each scale are converted to a sten score – a sten score is a standard one-tenth ofthe normal “bell” curve. 68 % 16 % 16 % Approximately 68% of test takers will have a sten score in the 4 – 7 range. This represents the average range. Approximately 16% of test takers will have a sten score higher than 7 Approximately 16% of test takers will have a sten score lower than 4 The likelihood of an extreme score (1 or 10) is approximately 2%.Prevue™ will generate an individual report that shows the person’s sten score andprovide a narrative of the type of work situations where the person would be most orleast comfortable/suited. Page 11 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Mental Abilities ScalesThe Prevue™ Assessment Mental Abilities scales tell how quickly people learn. In otherwords, how quickly can people “get it” and think on their feet.Mental abilities reveal a person’s capacity to solve problems and to assimilate newinformation. They indicate how a person thinks, how he or she might visualize solutionsand organize information, and how quickly he or she learns when presented data invarious ways.The ways in which we encounter data are grouped into three categories: Numbers,Words, and Shapes. The Mental Abilities scales measure an individual’s ability tounderstand information presented in the three ways. These three scales are thencombined to yield an overall General Abilities score. Page 12 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Working with NumbersThis scale tests the ability to perform arithmetic operations quickly and accurately.There are three types of questions in the Working With Numbers section: Arithmetic operations—(i.e., “Multiply the third figure by the first: 5, 10, 15, 20”) Number series—(i.e., “What number comes next: 4, 6, 10, 16, ...”) Number analogies—(i.e., “13 is to 26 as 7 is to ....?”)Score Explanation / Impact on Work8-10 Quick and accurate processing of numbers Readily comprehends data presented as numbers Prefers to use arithmetic or algebraic models when solving problems4-7 Average ability with numbers and good basic arithmetic skills1-3 May need more time to absorb information presented numerically May be less accurate working with numbers than other adults in the working population May need to improve basic arithmetic skills if these are requirements of the jobExample Prevue™ report: Page 13 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Working with WordsThe questions in this section focus on word fluency rather than knowledge ofvocabulary. In this way cultural differences are minimized. Three item-types are used: Hidden Words - 5-letter words are embedded in letter strings (i.e., “KREDGREENICEX”; the answer is GREEN) Anagrams - rearrange letters to form words (i.e. “GTHFI”; the answer is FIGHT). Letter sequences - one of a set of four three-letter sequences is the odd-one-out (i.e., “CBA EFG ZYX RQP”, where EFG is the odd-one-out because the others are all in reverse alphabetical order)Score Explanation / Impact on Work8-10 Easily understands written reports and instructions Will competently prepare summaries and reports Is usually the first person to speak out Easily puts thoughts into words4-7 Reasonable speed and accuracy when dealing with written material1-3 May need more time to absorb information presented in writing May be less accurate working than other adults in the working population May need to improve basic reading and writing if these are requirements of the jobExample Prevue™ report: Page 14 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Working with ShapesThis scale tests the ability to think visually in geometric forms and to comprehend two-dimensionalrepresentations of three-dimensional objects. Four distinct item-types were designed for this test: Pattern Sequences –fill the gap in a given sequence Pattern Grids – in a cell matrix one cell left blank and the correct missing cell has to be selected Features in Common – a pair of shapes are presented and the correct answer must be selected that fits the rule defined by the given pair Shape Manipulations – perform a sequence of operations on a given shape (e.g. “rotate 90 degrees clockwise”, “make smaller” etc.) and the resultant shape is selected. Score Explanation / Impact on Work 8-10 Speaks and sees in 3-D Superior ability to mentally manipulate shapes and objects in space Finds it easy to work with plans, maps, blueprints, schematics and diagrams 4-7 Reasonable competence with spatial reasoning 1-3 May need more time to understand graphic presentations May be slower to create diagrams, maps, or schematics May be less accurate than other people when dealing with information that requires mentally manipulating shapes and objects i.e. relating plans and diagrams to actual operations Many need to improve spatial skills through hands-on training if this is a requirement of the job Example Prevue™ report: Page 15 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • General Abilities ScaleResults of the three “mental” abilities scales are combined to derive a General Abilitiesscore. General, or mental, abilities refer to an individual’s overall ability to think andreason. General ability scores represent the individual’s ability to “catch on” orunderstand underlying principles and use reason to make judgments.General Abilities also tell how challenged – or bored – an individual will be in a job.Individuals who might be overly challenged require longer training periods, moresupervision and coaching and tend to make more mistakes or miss deadlines anddetails when workloads increase or the complexity of the job increases. Individuals whoare bored may not stay with the position or the company resulting in higher turnovercosts.Example Prevue™ report: Page 16 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Motivation/Interests ScalesThe Motivation/Interests scales indicate whether a person has a desire to work withpeople, data, or things. These scales reveal a person’s voluntary attentiveness andwillingness to interact with these three major factors in the workplace.People Factor Prefer interaction with human beings May also deal with animals on an individual basis as if they were human.Data Factor Prefer information, knowledge, and conceptions, related to data, people, or things, obtained by observation, investigation, interpretation, visualization, and mental creation. Data are intangible and include numbers, words, symbols, ideas, concepts, and oral verbalization.Things Factor Prefer inanimate objects as distinguished from human beings, substances or materials; and machines, tools, equipment, work aids, and products. A thing is tangible and has shape, form, and other physical characteristicsNOTE: It is important to remember that the evaluation of a person’s motivations andinterests is a measure of aptitude in that area not ability. Page 17 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Working with PeopleThis scale measures a person’s interest in human relations and his or her motivation toassociate with others.Score Explanation / Impact on Work8-10 A “People Person” – likes a lot of contact with people Likely to do well in complex social tasks such as mentoring, negotiating, and persuading Likely to be dissatisfied with solitary occupations that do not allow for social interaction4-7 Acceptable interest in working with people Normal willingness to deal with others Would not be happy working on their own for extended periods of time1-3 Prefers Working alone Well equipped for work in isolation Little need for the company of othersActivities that require a high interest in Working with People include: Mentoring Diverting Negotiating Persuading Instructing - Consulting Speaking - Signaling Supervising Serving - AssistingExample Prevue™ report: Page 18 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Working with DataThis scale indicates a person’s interest in information and inclination to manipulate oranalyze statistics, symbols, facts, and figures.Score Explanation / Impact on Work8-10 Needs to work with information Usually not content in positions that do not involve data- related tasks4-7 Moderate interest in facts and figures Acceptable willingness to use information Not put off by working with numbers1-3 Does not prefer to work with information Least likely to enjoy working with statistics, records, or accountsActivities that require a high interest in Working with Data include: Synthesizing Computing Coordinating Copying Analyzing Comparing CompilingExample Prevue™ report: Page 19 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Working with ThingsThis scale measures a person’s interest in machinery tools, and equipment. It showsthe level of motivation to perform “hands-on” work.Score Explanation / Impact on Work8-10 Enjoys working with things Willingness to design, develop, and modify equipment4-7 Reasonable mechanical inclination and aptitude1-3 Little interest in, and aptitude for, mechanical work Should probably avoid complicated machinery and any electronic devices that require careful handlingActivities that require a high interest in Working with Data include: Setting Up Operating - Manipulating Precision Working Tending Controlling Feeding-Off-bearing Driving-Operating HandlingExample Prevue™ report: Page 20 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Personality ScalesPrevue™ evaluates key personality characteristics using four of “Big Five” personalityfactors: Independence, Conscientiousness, Extroversion, and Emotional Stability. Innumerous studies, these personality factors show highly valid and reliable correlationwith job performance and preference. Prevue™ covers the four main personalitydimensions and includes two minor scales for each to provide a greater depth ofunderstanding. There is also a built-in Social Desirability scale that acts as an internalvalidation measure. The personality traits are set up on a continuum with one trait atthe low end (1) of the scale and the opposite trait at the high end (10). Page 21 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
  • Diplomatic vs. IndependentThis is an Independence Scale that measures how an individual approachesleading and interpersonal conflict.Diplomatic: Diplomats are generally likable and good-natured. They areconsiderate, cooperative and good at pulling people together through persuasion.They sometimes choose to avoid conflict and controversy to preserverelationships.Independent: Independent people are single minded and determined to win.They are confident, hardheaded and make autocratic leaders. They take chargeand get things done, although they can be insensitive to the needs of thosearound them. Diplomatic Independent• Good-natured • Driven• Likeable • Hard-headed• Compassionate • Skeptical• Non-assertive • Proud• Retiring • Rational• Sensitive to the needs of others • Assertive• Pull people together through • Other people’s lack of drive irritating persuasion • Good at getting things done• Avoid conflict and controversy • Insensitive to others around them• May have a tough time saying no • May tune out others even when they• Uncomfortable with confrontation and are speakingconflict • Not good team players Page 22 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Cooperative vs. CompetitiveThis is an Independence Scale that measures how an individual works in a teamenvironment.Cooperative: Those who cooperate are noncompetitive, desiring to make theircontributions to achievement as members of a team. They will forego their ownsuccess to help others. In fact, they may allow others to win rather thandisappoint their opponent.Competitive: Competitive people strive hard to reach their goals. They areinterested in personal achievements and play to win at any cost, sometimesusing others to get what they want. Cooperative Competitive• Non-competitive • Puts own success first• May shy away from any challenge • Plays hard to win at any cost• It’s not who wins, but playing that • Keeps score ALWAYS even when counts inappropriate• Make contributions as members of • Second place is the first place for team losers• Forego own success to help others • Interested in personal achievements• Team players • May use others to get what they want• Unconcerned about winning or losing • Does not accept defeat easily• Salespeople leave money on the • Managers don’t manage – let people table get away with things• Takes a laissez-faire attitude of • May keep trying to win even after the managing others game is over• May allow others to win Page 23 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Submissive vs. AssertiveThis is an Independence Scale that measures how an individual interacts withothers.Submissive: People who are submissive are tactful, seeking to avoidcontroversy and diffuse aggression. They would rather avoid conflict thanconfront it.Assertive: Assertive people are outspoken because they know their own mindsand are not afraid to say so. They seek to be group leaders. They can createconflict through their sometimes controversial and unpopular opinions. Submissive Assertive• “Successful if people would just tell • “Successful if people would just listen me what to do” to me”• Passive • Needs to control what’s going on• Non-assertive • Outspoken• Retiring • Not afraid to speak their mind• Diplomatic • Seek to lead groups• Tactful • Create conflict through their• Avoid conflict and diffuse aggression sometimes controversial and• Peacemaker unpopular opinions• Compliant • Aggressive• Have a difficult time saying no and • May talk too much setting limits. • Not afraid to confront others or take a• May not speak even if they have controversial stand something valuable to contribute Page 24 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Spontaneous vs. ConscientiousThis is a Conscientiousness Scale that measures how an individual reacts tochange.Spontaneous: People with spontaneity are flexible and unpredictable and theywork well in changing, challenging situations. When problems arise, they oftenadopt creative and unorthodox solutions.Conscientious: Conscientious individuals are neat, tidy and detail-conscious.They follow rules and abide by standard practices and procedures so you canalways depend on them. They are always well prepared through careful planning. Spontaneous Conscientious• Flexible • Well-organized, deliberate• Unpredictable • Traditional• Easy-going • Respectful• Responsive • May appear straight-laced• Concerned with the overall picture• • Concerned with rules and high Work well in changing, challenging standards situations • Follows through on boring routines• Offer creative and unorthodox • Forward planning solutions • Well-prepared through careful• May become uncomfortable when planning forced to use analysis for sustained • Considers all the details periods • Dedicated• More likely to act out of the ordinary • Dependable• (Combined with high stability, may • May over-analyze or over-complicate live by their own rules) situations Page 25 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Innovative vs. ConventionalThis is a Conscientiousness Scale that measures how an individual approachesnew situations or tasks.Innovative: Innovators are not bound by rules and "the way things have alwaysbeen done." They would rather explore new routes than take the well-traveledpath; often viewing established rules, policies and procedures as obstacles toprogress.Conventional: Those with conventional traits will do their work in a meticulousand reliable manner. They are trustworthy, structured and intent on doing things"the right way." Innovative Conventional• Open to new experiences • Rule-bound• Always trying to find a better way to • Sticks strictly to rules and policies do things • Concerned with moral values• Casual attitude toward rules • Meticulous• May view established rules, policies, • Reliable and procedures as obstacles to • Trustworthy progress • Structured• May lose focus • Do things “the right way”• May not stay with a project long • Pays attention to one thing at a time enough to take care of the details or for sustained periods complete the work • May suffer from “tunnel vision”• More likely to think spontaneously• Approaches to projects may differ each time Page 26 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Reactive vs. OrganizedThis is a Conscientiousness Scale that measures how an individual approachesplanning and structure.Reactive: People who are reactive seldom plan, choosing to react tocircumstances as they arise. They take a broad view of events and leave detailsto others. Their work areas often appear disorganized.Organized: The marker of an organized person is a controlled and carefullyplanned and arranged environment. They plan carefully to meet deadlines, butdislike situations where they must improvise, "think on their feet," or engage inunstructured debate. Reactive Organized• Seldom take the time to plan • Detail conscious• React to circumstances as they arise • Your write it down, they write it down• Prefers to just jump in and get started too• Leave details to others • Forward planning• Work areas often disorganized • Do not like thinking on their feet• Expedient • Need time to prepare• Engage in unstructured debates • Controlled• May fail to meet deadlines or show for • Carefully planned and arranged appointments environment• May make decisions without • Plan to meet deadlines adequate information • Dislike improvisation • Orderly • Systematic • Considers all options before deciding Page 27 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Introversion vs. ExtroversionThis is an Extroversion Scale that measures an individual’s social preferencesIntroversion – Introverts prefers one’s own company. They are quiet andreserved and prefer to stay in the background.Extroversion – Extroverts are energized by other people and busy places. Theyare outgoing and talkative and enjoy being the center of attention. Introversion Extroversion• Prefers to stay in the background • Enjoys being the center of attention• Prefers one’s own company • Sociable• Quiet • Energetic• Reserved • Outgoing• Mild-mannered • Talkative• Content to be alone in quiet, familiar • Enjoys the stimulation of being with surroundings people• Subdued • Impulsive• Compliant • Seek out people for fun, excitement,• Avoids group activity company and stimulation • High spirited Page 28 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Self-Sufficient vs. Group-OrientedThis is an Extroversion Scale that measures an individual’s desire to be aroundother people and work with other people.Self-Sufficient: An introvert prefers the company of a few close friends and iscontent to be alone. They choose quiet, familiar surroundings.Group-Oriented: An extrovert enjoys the stimulation of being with people,especially if given the opportunity to be the center of attention. They like exciting,lively places. Self-Sufficient Group-Oriented• Likes own company • Seeks out people and busy places• Prefers quiet places • “The more the merrier”• Enjoys working alone for long periods • Strong need for other people of time • Depend on the support,• No need to work with others (although encouragement, and social approval they can work with others) of others• Uses own ideas • Needs involvement• Reflective • Seeks approval• May not work well with other people • Likes being part of a team, but may• Prefers personal space not be interested in being the leader Page 29 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Reserved vs. OutgoingThis is an Extroversion Scale that measures an individual’s degree ofgregariousness and risk taking.Reserved: People described as reserved find everyday life stimulating and feelno need to seek further excitement. They are not bored by repetitive tasks andtend to live quiet orderly lives.Outgoing: Outgoing people enjoy taking risks and accepting challenges anddoing stimulating things. They dislike repetitive tasks and like being with otherpeople for the stimulation they provide. Reserved Outgoing• Quiet • Enjoy taking risks• Mild-mannered • Want to be center of attention• Avoids risk • Accepts challenges• Enjoy everyday life • Dislikes repetitive tasks• No need to seek excitement • Seeks spotlight• Not bored by repetitive tasks • Not always a good listener• Live quiet, orderly lives• Cautious• Conservative• Prefers privacy Page 30 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Emotional vs. StableThis is an Emotional Stability Scale that measures how an individual approachessetbacks and how resilient he or she is during stressful times.Emotional: Emotional people are sensitive, mostly to their own feelings ofanxiety, suspicion, guilt and irritability. They are fearful of new people and newsituations.Stable: Those who are described as stable are generally untroubled and calm.They face problems and unforeseen circumstances without suffering unduestress, remaining relaxed and secure. They are untroubled by criticism. Emotional Stable• Sensitive to even subtle interpersonal • Relaxed or environmental cues • Calm• May have a tendency to be overly • Unruffled reactive • Not easily worried by people or• Easily upset adverse events• Irritable • Able to leave worries behind• Feelings of guilt • Untroubled and calm• Fearful of new people and new • Face problems without undue stress situations • Self-controlled• Lose track of thoughts by focusing on • May show little awareness of what is less relevant thoughts or feelings going on outside of their immediate• May not be able to keep up with their tasks or personal world own thoughts Page 31 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Restless vs. PoisedThis is an Emotional Stability Scale that measures how an individual copes withadversity.Restless: Restless people are easily upset, irritable and prone to lose theirtempers. They view the world as basically hostile and threatening.Poised: People with poise shrug off criticism and cope with most adversesituations without becoming upset or irritated. They accept that few thingsproceed in life without a few things going wrong. Restless Poised• Everything is about me – fear • Okay when things go wrong• Easily distracted from their main tasks • Not easily distracted by interruptions, by interruptions and are able to keep their focus on• Easily upset their main task.• Prone to lose temper • Shrug off criticism• View the world as hostile and • Takes life in stride threatening • Cope with adverse situations without• Unable to remain calm becoming upset or irritated• Handles rejection poorly • Realistic• Difficulty coping with setbacks and • Self-assured personal criticism • May fail to recognize the need to adjust performance Page 32 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Excitable vs. RelaxedThis is an Emotional Stability Scale that measures how an individual reacts tostressful situations.Excitable: Excitable people become tense and anxious in stressful situations.They have trouble trusting and having confidence in their colleagues, beingsuspicious of the motives of others.Relaxed: Relaxed people are well prepared to cope with stressful situations.They accept people at face value and are seldom bothered when things gowrong. Excitable Relaxed• Anxious • Able to leave worries behind• Suspicious of others who they don’t • Well prepared to cope with stressful know well situations• Tense and anxious in stressful • Accept people at face value situations • Seldom bothered when things go• Suspicious of others wrong• Non-trusting • May be at risk to be exploited by• Emotional others• Chicken-little – the Sky is Falling • Trusting • Rip Van Winkle Page 33 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Social DesirabilityThe Social Desirability Scale measures the consistency of responses to thepersonality questions and provides a dimension of validity for the test results. Itgives insight into how straightforward the candidate has been. Social Desirabilitydoes not measure an actual personality trait but it indicates possible behavior.Social Desirability - Frank: When people are overly frank, they have eitherpresented an overly negative picture of themselves or they are lacking in anumber of socially acceptable attributes.Social Desirability - Socially Desirable: When people try to present themselvesas overly socially acceptable, they exaggerate their finer qualities. However,there is the possibility that a high Social Desirability rating can indicate a truly"good person".Example Prevue™ report:Three reasons why an individual may score high or low on social desirability. Eagerness to create a favorable impression – intentionally or unintentionally A genuinely good person who is not exaggerating to gain approval, but is as wonderful as he or she appears. An intentional effect to misrepresent or manipulate. Page 34 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Social Desirability - Cont’dScore Behavior8-10 You will likely hear them say something like: “some things are just left better unsaid” “there’s a time and there’s a place for everything and now is not the time.” May lead up to what they have to say; hint at what is to come May be overly concerned about social desirability May have exaggerated their good qualities May truly be paragons of virtue4-7 Average desire to fit-in and conform to societal norms1-3 You will likely hear them say something like: “just saying it as it is” “just being honest” May be minimally concerned about social desirability May be unduly self-critical Could unwittingly present a negative profile due to excessive modesty May truly lack some socially desirable attributesNote: Extreme scores do not invalidate the test results but should alert therecruiter, Human Resource or other hiring manager that more study is warranted.Extreme scores may also be positive indicators or great modesty or impressivevirtue. Page 35 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Internal Validity ScaleThe integrity of the Prevue™ Assessment Report is verified by four built-in self-validation methods. This makes the Prevue™ Assessment resistant to attemptsto "fake it" or manipulate the results. 1. Equivocation – Too many B responses 2. Evasion – Too many omitted questions 3. Erratic A and C responses 4. Distortion – Social Desirability Extremes Page 36 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
  • Additional ResourcesReference: Prevue™ Assessment Technical ManualFor more information about Prevue Assessment System Contact: Ira S. Wolfe Success Performance Solutions Phone: 717.291.4640 or 410-941-2345 Email: iwolfe@super-solutions.com Website: www.super-solutions.com Page 37 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions