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Are your Candidates Impulsive or Spontaneous?

Test candidates for impulsiveness to hire employees who take action quickly

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Impulsiveness

Definition

The urge to spontaneously make decisions or act.

This trait measures the speed at which people decide and take action. It also measures the willingness to take risks. The higher the score the higher the risk the person is willing to take.

What the Trait is NOT

This trait does not measure the speed a person performs activities.

Closely Related Traits

  • Patience
  • Ability to Apply

Closely Related Tests

Predictor Profile

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Low Range

Extreme Low Range

0 to 4. These people are very slow and careful about taking action or making decisions. They dread having to make quick decisions or take risks. Coworkers and subordinates can get frustrated by their slow-to-act behavior. They can easily get into “paralysis by analysis.” This could be an indicator of both competency and attitude problems. They are sometimes accused of not having initiative. 80% of all those tested at zero turned out to be poor hires even when all other test results looked positive

Poor Range

Low Range

5 to 39. These people are slow and careful about taking action, taking risks or making decisions. Coworkers and subordinates can get frustrated by their slow-to-act behavior. They can get into “paralysis by analysis.”

Borderline Range

Medium Range

40 to 60. This range shows good balance between taking action and risk but also a willingness to examine all the options in more serious situations. This trait in this range would not adversely affect any position.

Ok Range

High Range

61 to 95. These people are quick to act, jump to conclusions and take risks. They are not afraid to make decisions and don’t seem to think examining the pros and cons is that important. They tend to get things done but also make a lot of mistakes.

Good Range

Extreme High Range

96 to 100. These people are quick to act, jump to conclusions and take risks. They are not afraid to make decisions and don’t seem to think examining the pros and cons is that important. They make things happen but also make a lot of mistakes. This is a good range for leaders, salespeople and most professions that don’t (as in do not) require doing a lot of clerical, administrative, engineering or detail work. This not an indicator of attitude problems.

Interview Questions

Are you more the risk-taker or do you feel it is better to be more cautious?

Why do you believe that?

Why is that?

For Manager Empathy

Candidates with high scores on the impulsiveness trait are quick to take actions and have better risk tolerance. This is great for sales and leadership roles.

 

Supervisor Strengths