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People Clues® Assessments   arrow

People Clues® is a worldwide provider of cutting edge behavioral assessments for businesses. It can be integrated into the applications and processes you already use to hire, train, and promote the right people for the right jobs more effectively. Easy to use and affordable for both large and small companies, People Clues® provides custom benchmarking, applicant ranking, and data mining in a modern, online, validated behavioral assessment that is sure to make a positive impact in your company before the hire and after. The four types of reports used in the People Clues® Assessments are Personality, Attitude, Engagement, and Onboarding.

Pre-Hire Selection Employee Attitude Report: Candid Clues

Attitude

The Attitude tool measures underlying behaviors of potential employees and reveals their attitude toward work and work-related issues. You will be able to identify the level of concern regarding candidate’s attitudes in six critical areas:

  • Hostility- Describes the degree to which a person is not able to suppress angry feelings.
  • Integrity- Likelihood a person is to short-change customers, falsify expense accounts, lie to protect themselves, or engage in other acts of dishonesty.
  • Good Impression- A validity scale that measures the degree to which the person has responded truthfully verses responding in such a way to make a good impression.
  • Sexual Harassment- The likelihood that this person will make sexual remarks, tell dirty jokes, or otherwise behave inappropriately at work.
  • Computer Misuse- Describes the possibility that the candidate will abuse the organization’s computer policy by sending or receiving personal emails, surfing the web or handling person business.
  • Substance Abuse- Calculates the possibility this person will use illegal drugs or drink alcohol while at work or before work and the safety risks they will impose because of impaired judgment.

The Attitude assessment will help significantly shorten your interview process by providing explanation of the results including graphs and interview questions based specifically on the candidate’s responses during the pre-hire selection phase.

Engagement

When employees are engaged they tend to be loyal to their employers and see their jobs as a source of enjoyment and pride, aspiring to go above and beyond their job descriptions to meet the goals of the business at large. The Engagement tool helps reveal a candidate’s commitment to the job and employer, and if they are capable of being motivated and engaged. Included are dynamic interview questions and a summary statement.

Job Fit- Job Clues

You will waste a lot of time and energy if you are interviewing people who aren’t right for the job. With the Job Fit tool, you will be able to understand right away if a candidate’s personality and cognitive abilities are the right fit for the position, improving your quality of hire and reducing the search time. Choose from over 100+ job categories and create benchmarks specific to your company. This tool makes use of the Job Fit percentage score as well as population bell curves to evaluate a candidate’s fit for a particular job including custom behavioral interview questions.

Onboarding

It is the goal of every employer to maximize a new employee’s performance and help them become productive as quickly as possible. By utilizing the Onboarding tool, managers can better understand the learning style and personality of new hires, shortening the honeymoon period. Knowledge of how well a new employee takes direction and adapts to change will allow supervisors to implement more effective training. Tips are also included to improve performance and training and coaching.

Post-Hire

Coaching

The Coaching tool will help a manager better understand the behavioral tendencies and learning styles of the trainee. By teaching them to tailor their coaching to the individual, an increase in productivity and improved performance will be experienced. When a supervisor understands how an employee responds to change and new information, they can cater their teaching approach in order for the learning experience will be more effective. Critical information and tips are included in the areas of “Learning New Information”, “Making Presentations” and “Taking Direction.”

Leadership Development

Just because someone is a good manager does not mean they will be a good leader. Do they have the ability to motivate? Are they engaging presenters? Do they have the characteristics and skills to be an effective leader including competencies in problem solving, decision making, and motivating others? Although you can train for some of this, there are “measurable” key core characteristics that make this a more natural role for some. Identify the individual with core leadership characteristics and dissect areas where the most assistance is needed.

Job Fit

The Job Fit tool shows how an employee’s personality characteristics and thinking abilities fit the job by comparing their traits to those of successful performers, aiding the determination of promotions and lateral moves. Over 100+ Job Categories can be chosen from or a custom benchmark can be created for your company. Use your successful employees as a template to help create a “success profile” that you can duplicate. The Job Fit tool uses population bell curves, contextual text and a Job Fit percentage score to show how a candidate will fit a specific job and includes follow up behavioral interview questions.

Attitude Assessments

Scales Measured:

  • Hostility (Aggression)
  • Conscientiousness (Dependability)
  • Integrity (Honesty)
  • Good Impression (Faking)

Additional Scales Measured (optional):

  • Substance Abuse
  • Sexual Harassment
  • Computer Misuse

Engagement Assessments

  • Commitment to the Job- A high degree of work motivation, a commitment to the job itself.
  • Commitment to the Employer- A positive view of one’s employer, especially its management.

Personality Assessments

Scales Measured:

  • Conscientious vs. Carefree
  • Likeable vs. Tough-Minded
  • Un-Conventional vs. Rules Oriented
  • Extroversion vs. Introverted
  • Stability vs. Sensitivity

Additional Scales Measured:

  • Team-Applicant’s attitudes toward teamwork versus individualized work environments
  • Good Impression (Faking)

Personality Assessments

Scales Measured:

  • Conscientious vs. Carefree
  • Likeable vs. Tough-Minded
  • Un-Conventional vs. Rules Oriented
  • Extroversion vs. Introverted
  • Stability vs. Sensitivity

Additional Scales Measured:

  • Team- applicant’s attitudes towards teamwork versus individualized work environments.
  • Good Impression (Faking)

Cognitive Assessment

The Clues Cognitive assessment measures an individual’s ability to quickly and accurately solve problems. High scorers will learn new skills quickly and have the ability to solve more complex problems. Low scorers will take longer to acquire new skills, but once trained, may be more successful than others in handling routine tasks.