Home » Assessment Manual » Confront People

Identify Candidates who Confront problems in an open manner

Test candidates for the Confront People trait

supervisor-strengths-header

Confront People

Definition

The willingness to face and deal with perceived situations with others without outside motivation.

The word confront in the dictionary has a meaning of “to face in hostility or defiance.” This is not the definition I am using. I do mean facing those situations or people in a direct open manner that is causing perceived problems.

What the Trait is NOT

This trait does not measure how diplomatically the person confronts others. It doesn’t measure assertiveness which is more a willingness to influence others with less emphasis on confronting. It also doesn’t measure one’s ability to confront others efficiently or appropriately. One of the ability tests would better measure ability to confront appropriately.

Closely Related Traits

  • Assertiveness

Closely Related Tests

  • Predictor Profile
  • Sales, People, and Logic Test

Book An Appointment

Ready to Take the Next Step in Data-Driven Hiring?

Learn about the Assessments that will help you Hire Top performers

Talk With Us Now

Already set up with our Assessments?

Need Help Reviewing Candidate Results?

Call now or schedule an appointment for a Free Consultation

(833) 332-8378

Low Range

Extreme Low Range

0 to 4. This person won’t face others on issues that are causing problems and will procrastinate on dealing with those people endlessly. This lets the problems and relationships deteriorate. This person is very likely to be unaware of what needs to be confronted. This is not a good trait for managers who have supervisors as subordinates. This is not an indicator of integrity and attitude problems.

Poor Range

Low Range

5 to 39. This person will put off facing others on issues that are causing problems. This lets the problems and relationships deteriorate. This person may not even be aware of what needs to be confronted. This is not a good trait for supervisors and especially not good for a manager who has supervisors as subordinates.

Borderline Range

Medium Range

40 to 60. This person shows a good balance of confronting others and their behavior. This trait in this range would not adversely affect any position.

Ok Range

High Range

61 to 94. This person has a tendency to be overbearing with others by getting in their face too much. This person will sometimes be far too strong about the way he or she tries to discipline, criticize or correct someone. However, if this person has high empathy and appreciation he or she is likely to confront others in a positive way. If the person is applying for a manager or sales position this is a good range. If the person is applying for a more administrative or customer-service position this is a poor range and could indicate attitude problems (allowance has been made for high scores like this in the attitude results and benchmarks).

Good Range

Extrreme High Range

95 to 100. This person has a high likelihood of being overbearing with others by getting in their faces too much. These people will be far too strong about the way they try to discipline, criticize or correct someone. They are likely to be inappropriate when confronting someone. This person is diplomatically impaired. This is an indicator of integrity/attitude problems for those people who are not in sales or management. An allowance has been made for high scores like this in the attitude results.

Interview Questions

What would you do if you had earned an employee of the month parking space but another employee had parked in it?  (Get details of exactly what the candidate would do.)

What would you do if someone borrowed chairs or equipment from your work area without asking?  (Get details of exactly what the candidate would do.)

Do these examples remind you of something similar that happened to you?  Tell me exactly what happened?  (Get details)

What would you do with the best receptionist you ever had if he kept coming in about 30 minutes late two times a week?  (Question their answers.)

How would you respond if he said he was running into a lot of traffic on the days he was late?  Why is that?  (Question their answers.)

What would you do with your really good producers if they continually: Didn’t call in, didn’t show, spent too much time on the internet, used the phone for personal phone calls too much, didn’t smoke in the designated areas?  Why is that?  What experience have you had with that?  What reasons would you accept and what reasons wouldn’t you accept?  Why is that?  (Question their answers.)

For Sales:

How do you feel about cold calling?

How do you handle rejection?

Tell me how you approach cold calling?

It bothers us when we upset a prospect. How do you feel about annoying people?

For Non Sales:

When have you had to resolve a conflict with someone at work?

How did you approach that person?

What was their reaction?

Do you ever make suggestions at work when they are not asked for?  Why?  Give me an example of a time you did this and what was the outcome.

Tip: Don’t telegraph the profile or the answers you would like to hear. Instead, ask questions where the correct answer is difficult to determine. For example, don’t ask, “Do you mind confronting people?” (The obvious answer you’re looking for is that you don’t mind at all, whereas the suggested questions above do not clear indicate what you want.)