This scale assesses the likelihood that a candidate’s work performance will be reliable, in that if the person uses alcohol or illegal drugs, his/her performance will not be disrupted by behaviors such as inattentiveness, unauthorized absence/lateness, failing to follow through on assignments, or other inappropriate work behaviors.

It is important to emphasize that this scale does not assess the extent of prior or current alcohol or illegal drug use. Similarly, it is not designed to reveal, nor should it be used for the purpose of revealing, the existence, nature, or severity of a disability.

2-B

This is a good score. The candidate answered the questionnaire statements similarly to individuals whose work performance has not been disrupted by behaviors such as inattentiveness, unauthorized absence/lateness, failing to follow through on assignments, or other inappropriate work behaviors.. The candidate’s score on this scale is poorer than 37% of job candidates. . This suggests that if the candidate uses alcohol or illegal drugs, there is a reasonably good likelihood that job performance will not be disrupted by such use.

This scale assesses the likelihood that a candidate’s work performance will be reliable in that it will be characterized by a high level of courtesy and commitment to service.

3-B

The candidate’s score on this scale is poorer than 80% of job candidates. This suggests that if the candidate will be interacting with customers/guests, these interactions may not be characterized by a high level of courtesy and customer service. For this reason, you should use the structured follow-up questions for the C scale during interviews and reference checks to further clarify/confirm this possibility.

In general, candidates who get poorer scores on this scale tend to have the following personality characteristics: (1) Being cynical, outspoken, and liking to avoid pressure or hard work; (2) Feeling discontented, dull, and having difficulties relating to strangers; and (3) Avoidance of interacting with or being involved with other people; (4) Rigid inflexibility. During interviews and reference checks you should ask additional questions which can help you determine whether or not these particular personality characteristics are present in this candidate. This represents an additional technique for clarifying/confirming the accuracy of the candidate’s score on this scale.

This scale assesses the likelihood that a candidate’s work performance will be reliable, in that it will be characterized by mature behavior, and that it will not be disrupted due to the presence of maladaptive personality traits such as irresponsibility, poor judgment, difficulty in working cooperatively with others, poor frustration tolerance, or poor impulse control. It is important to emphasize that this scale does not assess, nor should it be used to assess, for the presence of a mental or psychological impairment or disorder, or an applicant's general physical or psychological health.

3-A

The candidate's score on this scale is poorer than 78% of job candidates. This suggests there is an above average likelihood that job performance may be disrupted by maladaptive personality traits such as irresponsibility, poor judgment, difficulty in working cooperatively with others, poor frustration tolerance, or poor impulse control. . For this reason, you should use the structured follow-up questions for the E scale during interviews and reference checks to further clarify this possibility.

In general, candidates who get poorer scores on this scale tend to have the following personality characteristics: (1) The presence of maladaptive personality traits; (2) Frequently fluctuating self esteem; and (3) Pervasive denial of any form of frustration or inner conflict. During interviews and reference checks you should ask additional questions which can help you determine whether or not these particular personality characteristics are present in this candidate. This represents an additional technique for clarifying/confirming the accuracy of the candidate’s score on this scale.

This scale assesses the likelihood that a candidate will perform on the job in a conscientious manner, will follow rules and procedures, and will not be fired work performance will be reliable, in that it will be characterized by mature behavior, and will not be fired.

2-B

The candidate's score on this scale is poorer than 69% of job candidates. This suggests there is a moderate likelihood that job performance will be characterized by an acceptable level of conscientiousness and compliance with rules and procedures.

This scale assesses the likelihood that a candidate will perform on the job in a trustworthy manner.

2-B

The candidate's score on this scale is poorer than 67% of job candidates. This suggests there is a moderate likelihood that job performance will be characterized by an acceptable level of trustworthiness.

This scale assesses the likelihood that a candidate will make a long term commitment to the job and will not quit shortly after being hired.

3-A

The candidate's score on this scale is poorer than 82% of job candidates. This suggests there is a below average likelihood that job performance will be characterized by an acceptable level of long-term job commitment. For this reason, you should use the structured follow-up questions for the Q scale during interviews and reference checks to further clarify this possibility.

In general, candidates who get poorer scores on this scale tend to have the following personality characteristics: (1) Experiencing personal feelings of dullness and a lack of involvement in one's life and society; (2) Having a hedonistic outlook (living for the pleasure of the moment); and (3) Avoidance of personal involvement, challenge, or complexity. During interviews and reference checks you should ask additional questions which can help you determine whether or not these particular personality characteristics are present in this candidate.

This represents an additional technique for clarifying/confirming the accuracy of the candidate’s score on this scale.

This scale assesses the likelihood that a candidate will perform on the job in a safe manner and will not have a significant on-the-job accident.

2-B

This is a good score. The candidate's score on this scale is poorer than 46% of job candidates. This suggests there is a reasonably good likelihood that the candidate will perform on the job in a safe manner.