Are your employees actually excited about their work, or did they just put on an enthusiastic face for the interview? Does your hiring process accurately measure attitude, emotional competency and the best types of job functions based on an applicant’s personality?

Using our behavioral profile, either for an individual contributor or a sales and leadership candidate will clarify each candidate’s approach and attitude towards their work.

Want to hire employees who feel like they were born for the job? How about someone who can’t wait to come to work everyday? Learn to identify candidates who will seamlessly integrate into your team, company, and culture with behavioral profile assessments. Behavioral Profile Assessments are key to identifying candidates who will love their jobs and stop at nothing to achieve in roles fit for them.

Ultimately, our Behavioral Profile Assessments allow you to predict the potential a candidate has to achieve on ­the ­job success by measuring key qualities concerning:

Attitude: Will they fit your culture and be a team player? Use this tool to prevent hiring employees with personality problems that will be disruptive to your team culture.

Emotional Competency: Do they have the motivation and work ethic to get the job done? Hire people who are excited to work and have the ability to communicate effectively with internal and external clients.

Personality Style: Will they be interested and excited to do the job set forth for a long time to come? Get the most out of your employees by putting the right people in the right places.

These assessments go beyond simply measuring personality to­ they’ll actually give you predictors for on ­the ­job success by measuring working styles.

Two simple tests = One Big Picture


View an example of our Good Candidates Sample Report

Individual Contributor (IC Aptitude)

Best suited for use with entry­level or technical type roles that are found in customer service positions, engineering environments, retail chains, restaurants, or in administrative and office roles. Test any individuals who will work independently on tasks or in team collaboration. This assessment can be used for mid­to senior level roles as well.

Quickly assess for positions:
Customer Service people
Administrative Assistants
Office Manager
Service persons

General Attention to Detail

This pre­employment test is best used for sales, leadership, senior management, and executive­level positions including high activity sales position. This assessment will specifically reveal aptitude for hunting sales behaviors, assertiveness and listening ability, motivation, cold calling willingness, client relationship
skills, and leadership aptitudes.

Quickly assess for positions:
Sales Management
Director Level
Professional Sales
Hunter Sales
Account Management
Entry level Sales people
Marketing Roles

Why does attitude matter?

According to LeadershipIQ, in a study of 5,247 hiring managers who hired 20,000 employees during this study observation period found that 46% of all new hires fail within the first 18 months. Collectively, 89% of those failed hires are due to attitude problems. The study found that 26% of new hires failed because they struggled to accept feedback, 23% failed due to their inability to understand and manage emotions, 17% who lacked the necessary motivation to excel, 15% who had the wrong temperament for the job, and finally, only 11% failed because of a lack the necessary technical skills.

Finding skilled and talented employees isn’t a challenge that faces us as often as attitude issues, such as lack of motivation, miscommunication issues, and a lack of emotional intelligence. These pitfalls are what poison the well within your company. Even the most talented employees can secretly be toxic problem generators who will disrupt your team culture.

Have team members ever complained about talented terrors with these traits? Have you experienced issues with talented employees only to identify that they’re:

Signs you may have one of these personality misfits:
Lacks personal Responsibility
Unsupportive of supervisors and team members
Half glass empty type
Pushing their own agenda
Engaged in counterproductive office politics
Unreliable, shows up late or calls out often
Passive aggressive
Doesn’t complete assigned duties despite repeated accountability actions

Our Attitude and Integrity Section highlights key traits that will help you prevent hiring HR nightmares. See a sample report below ­ try a test out today!

Why do emotional competencies matter?

Feel like you’re missing out on hidden rockstars? Identify potential success stories with the following emotional competencies:

Motivation: Inner drive, energy level and ambition to do what it takes to get the job done

Self­ Confidence: The best employees believe they can achieve, and they often do

Communication Skills: Stellar communication skills are required for most jobs in our business climate today, effectively working internally with teams and clients can make all the difference.

Work Ethic / Ability to Apply: Work life balance is important but employers need people who are committed to their jobs and enjoy working.

Focus: Laser­like attention on the host of competing tasks that often face professionals daily. Those who have it are able to filter out the more unimportant tasks and tackle the profitable ones they face.

Employees with stronger emotional competencies are better prepared and equipped to deal with challenges presented to them, and have a better sense of self and awareness of others. Don’t lose out on another top employee ­- check out the sample report and get a free test now!

Sample Report

View our Personality Sample Test

What are working styles and why do they matter?

Our personality profiles measure a candidate working style ­ their preferences and natural inclinations. These are crucial for providing higher employee engagement and retention ­ as well as growth on the job. We assess against four personality quadrants, highlighting a candidate’s dominant type.

The 4 Major Personality Types

The Analyzer/Logical Quadrant encompasses a comfort and interest in organization, detail work, and willingness to deal with and confront paperwork. Individuals who are dominant in this quadrant are process­oriented thinkers, who are methodical, logical, and detailed. Despite their introversion, these people are doers who are action ­oriented. They like to see projects and tasks completed with accuracy and precision. This quadrant is the opposite of the Expressive/Social quadrant.

You want these people in your organization to be:

Administrators or clerical workers

The Supporter/Empathy Quadrant encompasses a comfort and interest in listening, supporting, being patient, and appreciating others. These people are typically high in empathy, appreciation, and listening and tend to agree and reconcile differences among others than confront situations. This quadrant is the opposite of the Controller/Assertive quadrant.

You want these people in your organization to be:

Customer service and technical support
Social workers and therapists.

The Controller/Assertive Quadrant encompasses a comfort in leading and being in charge, confronting others, getting things done their way, winning, being assertive, competitive, and persuasive. These people are confident and are less likely to be concerned with pleasing others and prefer to see things get done than worry about consensus. This quadrant is the opposite of
the Supporter/Empathy Quadrant.

You want these people in your organization to be:

supervisors with subordinates
multiple­unit business owners
persuasive sales

The Expressive/Social Quadrant encompasses a comfort and interest in socializing, talking, spontaneity, extraversion, being fashionable, and having fun. They are often seen as the life of the party. They procrastinate when it comes to performing detailed work and would rather be the center of attention or in front of a group. This quadrant is the opposite of the Analyzer/Logical quadrant.

You want these people in your organization to be:

public relations

Our Behavioral Profile Assessments are easy to administer, use, and interpret. We provide you with a summary page that offers an overall score among each section as well as an overall recommendation and percent chance of a good hire for the specific position. We also offer live help in reviewing your candidate’s results in order to help you make the best hiring decisions. We want you to feel inspired by your investment in our tools. Contact us for a demo to experience the power of our Behavioral Profile Assessments and how we will help bring confidence back to your hiring practices.