Freedom From Disruptive Alcohol
and Illegal Drug Use (A) |
This scale assesses the likelihood that an applicant's work
performance will be reliable in that the applicant's work
performance will not be disrupted by inattentiveness, unauthorized
absence/lateness, failing to follow through on assignments and
other inappropriate work behaviors.
A poor score on this scale suggests that behaviors such as
inattentiveness, unauthorized absence/lateness, or failing to follow
through on assignments, may be a problem if the applicant is hired. |
|
Courtesy (C) |
This scale assesses the likelihood that an applicant's interactions
with customers will be characterized by a high level of courtesy
and commitment to service.
A poor score on this scale suggests that behaviors such as being
cynical, avoiding pressure and hard work, or having difficulty in
relating comfortably to strangers, may be a problem if the
applicant is hired. |
|
Emotional Maturity (E) |
This scale assesses the likelihood that an applicant's work
performance will be characterized by mature behavior, and that it
will not be disrupted by personality traits such as irresponsibility,
poor judgment, difficulty in working cooperatively with others,
poor frustration tolerance, or poor impulse control.
A poor score on this scale suggests that behaviors such as poor
judgment, impulsivity, and difficulty in dealing with frustration,
may be a problem if the applicant is hired. |
|
Conscientiousness (F) |
This scale assesses the likelihood that an applicant will perform on
the job in a productive and conscientious manner.
A poor score on this scale suggests that behaviors such as being
loud and outspoken, or being somewhat bitter and alienated, may
be a problem if the applicant is hired. |
|
Trustworthiness (H) |
This scale assesses the likelihood that an applicant will perform on
the job in a trustworthy manner and will not engage in various
forms of untrustworthy behavior.
A poor score on this scale suggests that behaviors such as
behaving unreliably, or behaving in an untrustworthy manner, may
be a problem if the applicant is hired. |
|
Long-Term Job Commitment (Q) |
This scale assesses the likelihood that an applicant will be
involved, and will make a long-term commitment to the job.
A poor score on this scale suggests that behaviors such as a lack of
involvement in the job, a lack of long-term goals, or a lack of
commitment to doing a high quality job, may be a problem if the
applicant is hired. |
|
Safety (S) |
This scale assesses the likelihood that an applicant will perform on
the job in a safe manner and will not have a significant on-the-job
accident.
A poor score on this scale suggests that behaviors such as having
difficulty in dealing with pressure and conflict at work, and not
noticing or not reacting effectively to potentially unsafe situations,
may be a problem if the applicant is hired. |
