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Copyright 2004-2012. Poised for the Future Company and Success Performance Solutions
The Whole Person Approach
Prevue™
Consultant’s Guide For
Use and Interpretation
Compiled and Edited by Ira S. Wolfe
Success Performance Solutions
For more information about Prevue™ Assessment and Applicant Processing Systems:
Contact Ira S. Wolfe
Success Performance Solutions Phone: 717.291.4640 or 410-941-2345
Email: iwolfe@super-solutions.com Website: www.super-solutions.com
Page 2 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
TABLE OF CONTENTS
What is Prevue™? ................................................................................................ 4
Background and Development .............................................................................. 6
Using Psychometric Tests Responsibly ................................................................ 7
Criteria of A “Good” Test ................................................................................... 7
Is Prevue™ A “Good” Test? .............................................................................. 9
Using Prevue™ ................................................................................................... 10
Interpreting Scores .............................................................................................. 11
Mental Abilities Scales ........................................................................................ 12
Working with Numbers .................................................................................... 13
Working with Words ........................................................................................ 14
Working with Shapes ....................................................................................... 15
General Abilities Scale .................................................................................... 16
Motivation/Interests Scales ................................................................................. 17
Working with People........................................................................................ 18
Working with Data ........................................................................................... 19
Working with Things ........................................................................................ 20
Personality Scales .............................................................................................. 21
Introversion vs. Extroversion ........................................................................... 28
Self-Sufficient vs. Group-Oriented ................................................................... 29
Reserved vs. Outgoing .................................................................................... 30
Diplomatic vs. Independent ........................................................................... ..22
Cooperative vs. Competitive ......................................................................... ..23
Submissive vs. Assertive ............................................................................... ..24
Spontaneous vs. Conscientious .................................................................... ..25
Innovative vs. Conventional .......................................................................... ..26
Reactive vs. Organized ................................................................................. ..27
Emotional vs. Stable...................................................................................... ..31
Restless vs. Poised ....................................................................................... ..32
Excitable vs. Relaxed .......................................................................................33
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Social Desirability ................................................................................................ 34
Additional Resources .......................................................................................... 37
Internal Validity Scale ....................................................................................... ..36
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What is Prevue™?
The Prevue™ Assessment is a management tool used in the selection, coaching, and
development of employees. It is a scientifically designed method of measuring work-
related characteristics of people. The premise behind the creation of Prevue™ is that a
person’s resume, education, appearance, and work history only reveal about 10% of the
real person; the remaining 90% (mental ability, motivation, interests, and personality) is
difficult to judge and is the most crucial in determining likelihood of success and job fit.
Prevue™ Assessment is used to uncover that crucial 90% of an individual to find their
optimum set of job responsibilities. Prevue™ accomplishes this by assessing three
main areas of personal attributes: General Abilities, Interests and Motivations, and
Personality Traits.
� A Cognitive Ability scale represented by a set of three Ability tests designed to
assess Numerical, Verbal, and Spatial ability.
� An inventory of Interests that assesses occupational interest in relation to
working with People, Data, and Things.
� A Personality assessment instrument that covers the key traits identified in the
Five Factor Personality Model. These five factors are represented by four major
personality dimensions (Independence, Conscientiousness, Extraversion, and
Stability), each of which is represented by two “minor” scales
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The results of these separate scales are then matched to company and/or job specific
characteristics and an optimum match of people to job can be made.
Prevue™ is an accurate, valid, and reliable psychometric assessment used for a wide
variety of human resource requirements including assisting in the prediction of the job
suitability of candidates for specific jobs, aiding the team building process, and detailing
specific information on employees' training and coaching requirements. Used in
conjunction with other HR practices like interviews and performance reviews, Prevue™
will enhance the ability to make sound decisions regarding recruitment, selection,
coaching, and promotion. By using the Prevue™ system, supervisors, managers, and
HR personnel are able to match employees with jobs where the employee is the best
suited, feels the most comfortable, is the most satisfied, and, hopefully, is the most
productive.
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Background and Development
Prevue™ Assessment was developed by in 1994 by Dr. David Bartram of Newland Park
and Associates. Dr. Bartram is the head of the Department of Psychology at Hull
University; he is a Chartered Occupational Psychologist, a fellow of the British
Psychological Society, and one of the worlds leading specialists in the field of
Psychometrics. He was recently honored with election to the Council of International
Test Commission.
The construction and validation of Prevue™ was completed in the United States of
America, Canada, Great Britain, Singapore, and Malaysia. Approximately 4,700
employed people, in a variety of occupations, participated in the validation group. They
worked for companies of all sizes and in government. The people in the validation study
represent a true cross-section of the international workforce, giving the Prevue™
Assessment multiracial, multicultural and multilinguistic validity. Content, construct and
job validation studies have confirmed the reliability and validity of the Prevue™
Assessment.
Prevue™ Assessment is the first validated, business-orientated human resource
assessment instrument introduced in over twenty years and no other occupational
evaluation instrument has ever been as thoroughly verified. The Prevue™ Assessment
Technical Manual provides details of numerous validation studies undertaken by Dr.
Bartram and the Publisher.
Page 7 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
Using Psychometric Tests Responsibly
Psychometric -psychological measurement - is concerned with the appraisal of an
individual. The process of appraising people is highly complex and it has traditionally
been a very subjective process. That is, we appraise others based on our own feelings,
observations, value judgments, and life experiences. By giving the same series of
questions or tasks to each individual being tested, psychometric testing attempts to
provide an objective method of appraisal.
Criteria of a “Good” Test
If you want to use objective, psychological assessments you must be confident that the
test itself is fair and accurate: test results are only meaningful insofar as the test itself is
“good” or “fair.” What are the main qualities of a good test?
1. Standardized
For a test to be standardized the administration and scoring of the test are the
same each and every time the test is used. The instructions are clearly written
out, the physical surroundings and materials and equipment should be as similar
as possible, and the test is scored by predetermined answers. Standardized
tests also have established norms against which individual scores can be
compared.
2. Objective
If a test is objective, the results for an individual will be the same regardless of
who is scoring the test.
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3. Reliable
A reliable test is one that produces consistent results on repeated trials.
Reliability is demonstrated through test-retest results – if a test is repeated one
week later the results should be approximately equal.
4. Valid
A test is valid if it actually measures what it is intended to measure. Because
psychological characteristics (interests, motivations, personality, etcJ) can’t be
measured directly, it is important to gather evidence that the test really
represents what it appears to represent.
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Is Prevue™ A “Good” Test?
It’s Standardized – during construction it was given to approximately 4,700
people in various occupations and it is a normative instrument. This means that
the results of Prevue™ are normally distributed for the working population. On
any given measurement 68% of the people tested will be in the average range, or
within one standard deviation from the mean. (For comparative purposes,
Prevue is a normed assessment; DISC and Myers-Brigg are considered self-
reporting assessment.)
� It’s Objective – it has a complete set of administration and scoring guidelines
� It’s Reliable - tests have proven a 95% + accuracy in reliability of reporting.
� It’s Valid - four built-in self-validation methods make it almost impossible to fake or
manipulate the results of Prevue™.
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Using Prevue™
Prevue™ has three distinct sections. It measures:
� General Abilities
How well does the individual use numerical, verbal, and spatial reasoning?
� Interests and Motivations
Is the individual best suited for working with people, data and words, or shapes
and things?
� Personality
How independent, competitive, assertive, conscientious, conventional, organized,
extroverted, group oriented, outgoing, stable, poised, and relaxed is the
individual?
There is also a built-in Social Desirability scale that measures the consistency of the
responses. Is the individual answering the questions truthfully (frankly) or is he or she
trying to create a good impression and give the most socially acceptable answers?
By looking at an individual’s scores in each of the areas a “total view” of the person is
constructed and this information can be used in conjunction with direct observation to
make appropriate human resource decisions.
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Interpreting Scores
Prevue™ uses a “sten scale” to report standardized scores. An individual’s raw scores
for each scale are converted to a sten score – a sten score is a standard one-tenth of
the normal “bell” curve.
� Approximately 68% of test takers will have a sten score in the 4 – 7 range. This
represents the average range.
� Approximately 16% of test takers will have a sten score higher than 7
� Approximately 16% of test takers will have a sten score lower than 4
� The likelihood of an extreme score (1 or 10) is approximately 2%.
Prevue™ will generate an individual report that shows the person’s sten score and
provide a narrative of the type of work situations where the person would be most or
least comfortable/suited.
68 %
16 % 16 %
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Mental Abilities Scales
The Prevue™ Assessment Mental Abilities scales tell how quickly people learn. In other
words, how quickly can people “get it” and think on their feet.
Mental abilities reveal a person’s capacity to solve problems and to assimilate new
information. They indicate how a person thinks, how he or she might visualize solutions
and organize information, and how quickly he or she learns when presented data in
various ways.
The ways in which we encounter data are grouped into three categories: Numbers,
Words, and Shapes. The Mental Abilities scales measure an individual’s ability to
understand information presented in the three ways. These three scales are then
combined to yield an overall General Abilities score.
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Working with Numbers
This scale tests the ability to perform arithmetic operations quickly and accurately.
There are three types of questions in the Working With Numbers section:
� Arithmetic operations—(i.e., “Multiply the third figure by the first: 5, 10, 15, 20”)
� Number series—(i.e., “What number comes next: 4, 6, 10, 16, ...”)
� Number analogies—(i.e., “13 is to 26 as 7 is to ....?”)
Score Explanation / Impact on Work
8-10 Quick and accurate processing of numbers
� Readily comprehends data presented as numbers
� Prefers to use arithmetic or algebraic models when solving
problems
4-7 Average ability with numbers and good basic arithmetic skills
1-3 May need more time to absorb information presented numerically
� May be less accurate working with numbers than other
adults in the working population
� May need to improve basic arithmetic skills if these are
requirements of the job
Example Prevue™ report:
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Working with Words
The questions in this section focus on word fluency rather than knowledge of
vocabulary. In this way cultural differences are minimized. Three item-types are used:
� Hidden Words - 5-letter words are embedded in letter strings (i.e.,
“KREDGREENICEX”; the answer is GREEN)
� Anagrams - rearrange letters to form words (i.e. “GTHFI”; the answer is FIGHT).
� Letter sequences - one of a set of four three-letter sequences is the odd-one-out
(i.e., “CBA EFG ZYX RQP”, where EFG is the odd-one-out because the others
are all in reverse alphabetical order)
Score Explanation / Impact on Work
8-10 Easily understands written reports and instructions
� Will competently prepare summaries and reports
� Is usually the first person to speak out
� Easily puts thoughts into words
4-7 Reasonable speed and accuracy when dealing with written
material
1-3 May need more time to absorb information presented in writing
� May be less accurate working than other adults in the
working population
� May need to improve basic reading and writing if these are
requirements of the job
Example Prevue™ report:
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Working with Shapes
This scale tests the ability to think visually in geometric forms and to comprehend two-dimensional
representations of three-dimensional objects. Four distinct item-types were designed for this test:
� Pattern Sequences –fill the gap in a given sequence
� Pattern Grids – in a cell matrix one cell left blank and the correct missing cell has to be
selected
� Features in Common – a pair of shapes are presented and the correct answer must be
selected that fits the rule defined by the given pair
� Shape Manipulations – perform a sequence of operations on a given shape (e.g. “rotate
90 degrees clockwise”, “make smaller” etc.) and the resultant shape is selected.
Score Explanation / Impact on Work
8-10 Speaks and sees in 3-D
� Superior ability to mentally manipulate shapes and objects in space
� Finds it easy to work with plans, maps, blueprints, schematics and diagrams
4-7 Reasonable competence with spatial reasoning
1-3 May need more time to understand graphic presentations
� May be slower to create diagrams, maps, or schematics
� May be less accurate than other people when dealing with information that
requires mentally manipulating shapes and objects i.e. relating plans and
diagrams to actual operations
� Many need to improve spatial skills through hands-on training if this is a
requirement of the job
Example Prevue™ report:
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General Abilities Scale
Results of the three “mental” abilities scales are combined to derive a General Abilities
score. General, or mental, abilities refer to an individual’s overall ability to think and
reason. General ability scores represent the individual’s ability to “catch on” or
understand underlying principles and use reason to make judgments.
General Abilities also tell how challenged – or bored – an individual will be in a job.
Individuals who might be overly challenged require longer training periods, more
supervision and coaching and tend to make more mistakes or miss deadlines and
details when workloads increase or the complexity of the job increases. Individuals who
are bored may not stay with the position or the company resulting in higher turnover
costs.
Example Prevue™ report:
Page 17 Copyright 2004-2012 – Poised for the Future Company and Success Performance Solutions
Motivation/Interests Scales
The Motivation/Interests scales indicate whether a person has a desire to work with
people, data, or things. These scales reveal a person’s voluntary attentiveness and
willingness to interact with these three major factors in the workplace.
People Factor
� Prefer interaction with human beings
� May also deal with animals on an individual basis as if they were human.
Data Factor
� Prefer information, knowledge, and conceptions, related to data, people, or
things, obtained by observation, investigation, interpretation, visualization, and
mental creation.
� Data are intangible and include numbers, words, symbols, ideas, concepts, and
oral verbalization.
Things Factor
� Prefer inanimate objects as distinguished from human beings, substances or
materials; and machines, tools, equipment, work aids, and products.
� A thing is tangible and has shape, form, and other physical characteristics
NOTE: It is important to remember that the evaluation of a person’s motivations and
interests is a measure of aptitude in that area not ability.
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Working with People
This scale measures a person’s interest in human relations and his or her motivation to
associate with others.
Score Explanation / Impact on Work
8-10 A “People Person” – likes a lot of contact with people
� Likely to do well in complex social tasks such as mentoring,
negotiating, and persuading
� Likely to be dissatisfied with solitary occupations that do not
allow for social interaction
4-7 Acceptable interest in working with people
� Normal willingness to deal with others
� Would not be happy working on their own for extended
periods of time
1-3 Prefers Working alone
� Well equipped for work in isolation
� Little need for the company of others
Activities that require a high interest in Working with People include:
� Mentoring
� Negotiating
� Instructing - Consulting
� Supervising
� Diverting
� Persuading
� Speaking - Signaling
� Serving - Assisting
Example Prevue™ report:
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Working with Data
This scale indicates a person’s interest in information and inclination to manipulate or
analyze statistics, symbols, facts, and figures.
Score Explanation / Impact on Work
8-10 Needs to work with information
� Usually not content in positions that do not involve data-
related tasks
4-7 Moderate interest in facts and figures
� Acceptable willingness to use information
� Not put off by working with numbers
1-3 Does not prefer to work with information
� Least likely to enjoy working with statistics, records, or
accounts
Activities that require a high interest in Working with Data include:
� Synthesizing
� Coordinating
� Analyzing
� Compiling
� Computing
� Copying
� Comparing
Example Prevue™ report:
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Working with Things
This scale measures a person’s interest in machinery tools, and equipment. It shows
the level of motivation to perform “hands-on” work.
Score Explanation / Impact on Work
8-10 Enjoys working with things
� Willingness to design, develop, and modify equipment
4-7 Reasonable mechanical inclination and aptitude
1-3 Little interest in, and aptitude for, mechanical work
� Should probably avoid complicated machinery and any
electronic devices that require careful handling
Activities that require a high interest in Working with Data include:
� Setting Up
� Precision Working
� Controlling
� Driving-Operating
� Operating - Manipulating
� Tending
� Feeding-Off-bearing
� Handling
Example Prevue™ report:
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Personality Scales
Prevue™ evaluates key personality characteristics using four of “Big Five” personality
factors: Independence, Conscientiousness, Extroversion, and Emotional Stability. In
numerous studies, these personality factors show highly valid and reliable correlation
with job performance and preference. Prevue™ covers the four main personality
dimensions and includes two minor scales for each to provide a greater depth of
understanding. There is also a built-in Social Desirability scale that acts as an internal
validation measure. The personality traits are set up on a continuum with one trait at
the low end (1) of the scale and the opposite trait at the high end (10).
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Diplomatic vs. Independent
This is an Independence Scale that measures how an individual approaches
leading and interpersonal conflict.
Diplomatic: Diplomats are generally likable and good-natured. They are
considerate, cooperative and good at pulling people together through persuasion.
They sometimes choose to avoid conflict and controversy to preserve
relationships.
Independent: Independent people are single minded and determined to win.
They are confident, hardheaded and make autocratic leaders. They take charge
and get things done, although they can be insensitive to the needs of those
around them.
Diplomatic Independent
• Good-natured
• Likeable
• Compassionate
• Non-assertive
• Retiring
• Sensitive to the needs of others
• Pull people together through
persuasion
• Avoid conflict and controversy
• May have a tough time saying no
• Uncomfortable with confrontation and
conflict
• Driven
• Hard-headed
• Skeptical
• Proud
• Rational
• Assertive
• Other people’s lack of drive irritating
• Good at getting things done
• Insensitive to others around them
• May tune out others even when they
are speaking
• Not good team players
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Cooperative vs. Competitive
This is an Independence Scale that measures how an individual works in a team
environment.
Cooperative: Those who cooperate are noncompetitive, desiring to make their
contributions to achievement as members of a team. They will forego their own
success to help others. In fact, they may allow others to win rather than
disappoint their opponent.
Competitive: Competitive people strive hard to reach their goals. They are
interested in personal achievements and play to win at any cost, sometimes
using others to get what they want.
Cooperative Competitive
• Non-competitive
• May shy away from any challenge
• It’s not who wins, but playing that
counts
• Make contributions as members of
team
• Forego own success to help others
• Team players
• Unconcerned about winning or losing
• Salespeople leave money on the
table
• Takes a laissez-faire attitude of
managing others
• May allow others to win
• Puts own success first
• Plays hard to win at any cost
• Keeps score ALWAYS even when
inappropriate
• Second place is the first place for
losers
• Interested in personal achievements
• May use others to get what they want
• Does not accept defeat easily
• Managers don’t manage – let people
get away with things
• May keep trying to win even after the
game is over
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Submissive vs. Assertive
This is an Independence Scale that measures how an individual interacts with
others.
Submissive: People who are submissive are tactful, seeking to avoid
controversy and diffuse aggression. They would rather avoid conflict than
confront it.
Assertive: Assertive people are outspoken because they know their own minds
and are not afraid to say so. They seek to be group leaders. They can create
conflict through their sometimes controversial and unpopular opinions.
Submissive Assertive
• “Successful if people would just tell
me what to do”
• Passive
• Non-assertive
• Retiring
• Diplomatic
• Tactful
• Avoid conflict and diffuse aggression
• Peacemaker
• Compliant
• Have a difficult time saying no and
setting limits.
• May not speak even if they have
something valuable to contribute
• “Successful if people would just listen
to me”
• Needs to control what’s going on
• Outspoken
• Not afraid to speak their mind
• Seek to lead groups
• Create conflict through their
sometimes controversial and
unpopular opinions
• Aggressive
• May talk too much
• Not afraid to confront others or take a
controversial stand
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Spontaneous vs. Conscientious
This is a Conscientiousness Scale that measures how an individual reacts to
change.
Spontaneous: People with spontaneity are flexible and unpredictable and they
work well in changing, challenging situations. When problems arise, they often
adopt creative and unorthodox solutions.
Conscientious: Conscientious individuals are neat, tidy and detail-conscious.
They follow rules and abide by standard practices and procedures so you can
always depend on them. They are always well prepared through careful planning.
Spontaneous Conscientious
• Flexible
• Unpredictable
• Easy-going
• Responsive
• Concerned with the overall picture•
Work well in changing, challenging
situations
• Offer creative and unorthodox
solutions
• May become uncomfortable when
forced to use analysis for sustained
periods
• More likely to act out of the ordinary
• (Combined with high stability, may
live by their own rules)
• Well-organized, deliberate
• Traditional
• Respectful
• May appear straight-laced
• Concerned with rules and high
standards
• Follows through on boring routines
• Forward planning
• Well-prepared through careful
planning
• Considers all the details
• Dedicated
• Dependable
• May over-analyze or over-complicate
situations
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Innovative vs. Conventional
This is a Conscientiousness Scale that measures how an individual approaches
new situations or tasks.
Innovative: Innovators are not bound by rules and "the way things have always
been done." They would rather explore new routes than take the well-traveled
path; often viewing established rules, policies and procedures as obstacles to
progress.
Conventional: Those with conventional traits will do their work in a meticulous
and reliable manner. They are trustworthy, structured and intent on doing things
"the right way."
Innovative Conventional
• Open to new experiences
• Always trying to find a better way to
do things
• Casual attitude toward rules
• May view established rules, policies,
and procedures as obstacles to
progress
• May lose focus
• May not stay with a project long
enough to take care of the details or
complete the work
• More likely to think spontaneously
• Approaches to projects may differ
each time
• Rule-bound
• Sticks strictly to rules and policies
• Concerned with moral values
• Meticulous
• Reliable
• Trustworthy
• Structured
• Do things “the right way”
• Pays attention to one thing at a time
for sustained periods
• May suffer from “tunnel vision”
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Reactive vs. Organized
This is a Conscientiousness Scale that measures how an individual approaches
planning and structure.
Reactive: People who are reactive seldom plan, choosing to react to
circumstances as they arise. They take a broad view of events and leave details
to others. Their work areas often appear disorganized.
Organized: The marker of an organized person is a controlled and carefully
planned and arranged environment. They plan carefully to meet deadlines, but
dislike situations where they must improvise, "think on their feet," or engage in
unstructured debate.
Reactive Organized
• Seldom take the time to plan
• React to circumstances as they arise
• Prefers to just jump in and get started
• Leave details to others
• Work areas often disorganized
• Expedient
• Engage in unstructured debates
• May fail to meet deadlines or show for
appointments
• May make decisions without
adequate information
• Detail conscious
• Your write it down, they write it down
too
• Forward planning
• Do not like thinking on their feet
• Need time to prepare
• Controlled
• Carefully planned and arranged
environment
• Plan to meet deadlines
• Dislike improvisation
• Orderly
• Systematic
• Considers all options before deciding
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Introversion vs. Extroversion
This is an Extroversion Scale that measures an individual’s social preferences
Introversion – Introverts prefers one’s own company. They are quiet and
reserved and prefer to stay in the background.
Extroversion – Extroverts are energized by other people and busy places. They
are outgoing and talkative and enjoy being the center of attention.
Introversion Extroversion
• Prefers to stay in the background
• Prefers one’s own company
• Quiet
• Reserved
• Mild-mannered
• Content to be alone in quiet, familiar
surroundings
• Subdued
• Compliant
• Avoids group activity
• Enjoys being the center of attention
• Sociable
• Energetic
• Outgoing
• Talkative
• Enjoys the stimulation of being with
people
• Impulsive
• Seek out people for fun, excitement,
company and stimulation
• High spirited
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Self-Sufficient vs. Group-Oriented
This is an Extroversion Scale that measures an individual’s desire to be around
other people and work with other people.
Self-Sufficient: An introvert prefers the company of a few close friends and is
content to be alone. They choose quiet, familiar surroundings.
Group-Oriented: An extrovert enjoys the stimulation of being with people,
especially if given the opportunity to be the center of attention. They like exciting,
lively places.
Self-Sufficient Group-Oriented
• Likes own company
• Prefers quiet places
• Enjoys working alone for long periods
of time
• No need to work with others (although
they can work with others)
• Uses own ideas
• Reflective
• May not work well with other people
• Prefers personal space
• Seeks out people and busy places
• “The more the merrier”
• Strong need for other people
• Depend on the support,
encouragement, and social approval
of others
• Needs involvement
• Seeks approval
• Likes being part of a team, but may
not be interested in being the leader
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Reserved vs. Outgoing
This is an Extroversion Scale that measures an individual’s degree of
gregariousness and risk taking.
Reserved: People described as reserved find everyday life stimulating and feel
no need to seek further excitement. They are not bored by repetitive tasks and
tend to live quiet orderly lives.
Outgoing: Outgoing people enjoy taking risks and accepting challenges and
doing stimulating things. They dislike repetitive tasks and like being with other
people for the stimulation they provide.
Reserved Outgoing
• Quiet
• Mild-mannered
• Avoids risk
• Enjoy everyday life
• No need to seek excitement
• Not bored by repetitive tasks
• Live quiet, orderly lives
• Cautious
• Conservative
• Prefers privacy
• Enjoy taking risks
• Want to be center of attention
• Accepts challenges
• Dislikes repetitive tasks
• Seeks spotlight
• Not always a good listener
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Emotional vs. Stable
This is an Emotional Stability Scale that measures how an individual approaches
setbacks and how resilient he or she is during stressful times.
Emotional: Emotional people are sensitive, mostly to their own feelings of
anxiety, suspicion, guilt and irritability. They are fearful of new people and new
situations.
Stable: Those who are described as stable are generally untroubled and calm.
They face problems and unforeseen circumstances without suffering undue
stress, remaining relaxed and secure. They are untroubled by criticism.
Emotional Stable
• Sensitive to even subtle interpersonal
or environmental cues
• May have a tendency to be overly
reactive
• Easily upset
• Irritable
• Feelings of guilt
• Fearful of new people and new
situations
• Lose track of thoughts by focusing on
less relevant thoughts or feelings
• May not be able to keep up with their
own thoughts
• Relaxed
• Calm
• Unruffled
• Not easily worried by people or
adverse events
• Able to leave worries behind
• Untroubled and calm
• Face problems without undue stress
• Self-controlled
• May show little awareness of what is
going on outside of their immediate
tasks or personal world
Page 32 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
Restless vs. Poised
This is an Emotional Stability Scale that measures how an individual copes with
adversity.
Restless: Restless people are easily upset, irritable and prone to lose their
tempers. They view the world as basically hostile and threatening.
Poised: People with poise shrug off criticism and cope with most adverse
situations without becoming upset or irritated. They accept that few things
proceed in life without a few things going wrong.
Restless Poised
• Everything is about me – fear
• Easily distracted from their main tasks
by interruptions
• Easily upset
• Prone to lose temper
• View the world as hostile and
threatening
• Unable to remain calm
• Handles rejection poorly
• Difficulty coping with setbacks and
personal criticism
• Okay when things go wrong
• Not easily distracted by interruptions,
and are able to keep their focus on
their main task.
• Shrug off criticism
• Takes life in stride
• Cope with adverse situations without
becoming upset or irritated
• Realistic
• Self-assured
• May fail to recognize the need to
adjust performance
Page 33 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
Excitable vs. Relaxed
This is an Emotional Stability Scale that measures how an individual reacts to
stressful situations.
Excitable: Excitable people become tense and anxious in stressful situations.
They have trouble trusting and having confidence in their colleagues, being
suspicious of the motives of others.
Relaxed: Relaxed people are well prepared to cope with stressful situations.
They accept people at face value and are seldom bothered when things go
wrong.
Excitable Relaxed
• Anxious
• Suspicious of others who they don’t
know well
• Tense and anxious in stressful
situations
• Suspicious of others
• Non-trusting
• Emotional
• Chicken-little – the Sky is Falling
• Able to leave worries behind
• Well prepared to cope with stressful
situations
• Accept people at face value
• Seldom bothered when things go
wrong
• May be at risk to be exploited by
others
• Trusting
• Rip Van Winkle
Page 34 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
Social Desirability The Social Desirability Scale measures the consistency of responses to the
personality questions and provides a dimension of validity for the test results. It
gives insight into how straightforward the candidate has been. Social Desirability
does not measure an actual personality trait but it indicates possible behavior.
Social Desirability - Frank: When people are overly frank, they have either
presented an overly negative picture of themselves or they are lacking in a
number of socially acceptable attributes.
Social Desirability - Socially Desirable: When people try to present themselves
as overly socially acceptable, they exaggerate their finer qualities. However,
there is the possibility that a high Social Desirability rating can indicate a truly
"good person".
Example Prevue™ report:
Three reasons why an individual may score high or low on social desirability.
� Eagerness to create a favorable impression – intentionally or
unintentionally
� A genuinely good person who is not exaggerating to gain approval, but is
as wonderful as he or she appears.
� An intentional effect to misrepresent or manipulate.
Page 35 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
Social Desirability - Cont’d
Score Behavior
8-10 You will likely hear them say something like:
� “some things are just left better unsaid”
� “there’s a time and there’s a place for everythingJand now
is not the time.”
May lead up to what they have to say; hint at what is to come
May be overly concerned about social desirability
May have exaggerated their good qualities
May truly be paragons of virtue
4-7 Average desire to fit-in and conform to societal norms
1-3 You will likely hear them say something like:
� “just saying it as it is”
� “just being honest”
May be minimally concerned about social desirability
May be unduly self-critical
Could unwittingly present a negative profile due to excessive
modesty
May truly lack some socially desirable attributes
Note: Extreme scores do not invalidate the test results but should alert the
recruiter, Human Resource or other hiring manager that more study is warranted.
Extreme scores may also be positive indicators or great modesty or impressive
virtue.
Page 36 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
Internal Validity Scale
The integrity of the Prevue™ Assessment Report is verified by four built-in self-
validation methods. This makes the Prevue™ Assessment resistant to attempts
to "fake it" or manipulate the results.
1. Equivocation – Too many B responses
2. Evasion – Too many omitted questions
3. Erratic A and C responses
4. Distortion – Social Desirability Extremes
Page 37 Copyright 2004 –2012 Poised for the Future Company and Success Performance Solutions
Additional Resources
Reference: Prevue™ Assessment Technical Manual
For more information about Prevue Assessment System Contact:
Ira S. Wolfe
Success Performance Solutions
Phone: 717.291.4640 or 410-941-2345
Email: iwolfe@super-solutions.com
Website: www.super-solutions.com
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