Applicant Selection

Applicant Selection Program

We provide tools and systems that identify the best available applicants for every position in your organization

An incredibly high percentage of career failures are directly attributed to some aspect of human behavior. When individuals fail, it’s infrequently because of a lack of education, experience, training, or skills. On the contrary, they often fail because their personality is incompatible with the behavioral requirements of their job.

Valid, thorough pre-employment assessments are an essential aspect of a professional selection process. The Winslow Reports indicate the strengths and vulnerabilities of each applicant. Having this critical information significantly increases the probability of selecting the most suitable candidate.

These tools are enthusiastically used by those organizations which have their own selection system, rather than using the Winslow Confident Hiring Solution.

Exactly how does this profile identify the best applicants?

Applicants take an assessment which measures 24 personality traits. Assuming the candidate’s results are valid (Objective and Accurate), we produce three reports to explain the results: Participant, Manager and Executive. We then compare each applicant to the behaviors essential to the job. Based upon these requirements, certain traits are labeled as “desirable” or “favorable” while others are labeled as “caution” or “concern”. By attaching a score to each of those labels, we emerge with a Participant’s Net Score. The higher the score, the greater the probability of success in that position.

Interviewers often want to know...

Which traits indicate whether this applicant is success-oriented?

Ambition: this trait tells you if this individual is competitive, goal oriented and has a strong desire to succeed.
Self-confidence: determines if an individual’s identity and self efficacy predicts success in most endeavors. This trait tell us whether the applicant has enough confidence to achieve on a consistent basis.
Conscientiousness: tells you if this person places the welfare of others before their own personal self-interest. People with high scores display ethical, moral, and unselfish behavior.

Will this person be a dedicated and cooperative team member?

Coachability: tells us if this person respects authority figures and willingly accepts leadership and direction. Low scores in this trait predict rebellious behavior; they lack the desire to receive correction.
Recognition: indicates if this person has an internal motivation to act appropriately and diplomatically. Those with high scores want to fit into the organization’s culture.
Trust: individuals with high trust are not suspicious nor defensive. They openly communicate, believing that others are deserving of their optimistic nature. This promotes an attitude of cooperation.
Flexibility: tells us if this applicant readily adapts to the firm’s methods of operation or will be resistant, insisting on having their own way.
Contentment: lets us know if this individual has a positive disposition, or, alternatively, is disenchanted with life. Low scores predict a sullen lack of cooperation.
Responsibility: lets us know whether this individual readily accepts responsibility for the consequences of personal words and actions or will tend to blame others instead.

How will this person relate with others?

Leadership: tells us whether this individual has the desire to lead and enjoys managing, motivating, and being responsible for others.
Sociability: discloses whether the applicant is a people-oriented extrovert or is an introvert, avoiding contact with others whenever possible.
Exhibition: reveals if this person enjoys being the center of attention; someone who is entertaining, conspicuous and demonstrative.
Nurturance: individuals with high scores are keenly aware of, and sensitive to, the emotional needs of others, readily providing compassion and support when needed.
Autonomy: those with high scores prefer to work alone. Those with low scores look for inordinate levels of consensus when making decisions. The most cooperative team members will score in the mid-range on this trait.

Does this applicant meet the intellectual requirements needed for this position?

Alertness: this trait measures the applicant’s inherent ability to learn quickly, to understand complex situations, and to successfully solve problems.
Structure: high scores in this trait indicate the presence of organized, planful, disciplined thinking. Such people think in an objective, systematic manner.
Order: tells us if the individual’s physical surroundings will be neat and orderly. People with high scores maintain personal possessions in highly organized fashion.
Control: low scores indicate an impulsive person who speaks without thinking. High scores indicate a thoughtful deliberative individual who may tend to procrastinate.

Does this applicant have the required emotional maturity and discipline?

Composure: predicts the candidate’s ability to remain calm and to function normally when problems occur and emotional stress is encountered.
Tough-Mindedness: this trait enables a person to cope with challenges, to function in uncomfortable environments, and to recover quickly from disappointments
Autonomy: will disclose whether this person is a team-oriented or team-dependent individual. Will they contribute and be cooperative or avoid contact with others?

Can you explain your selection process in greater detail?

The Winslow Selection Program is designed to measure an applicant’s personality, and to predict the associated behavior and attitudes. We then compare those behaviors to the requirements of the job.

Our user-friendly system enables organizations to administer The Winslow Assessments while retaining complete control over the process. A Winslow Consultant will train your Program Administrator how to use your new profiling portal.

To begin we will set up a private & secure Winslow Portal to manage your assessment activity.

Your Winslow Consultant will conduct Position Analyses to determine the behavioral requirements for each of your positions. We begin by investigating our 26 standard overlays to see if one most closely approximates the position requirements. If not, we recommend you consider using our custom position overlays (you may contact us for more information about this value-added system).

Tell more me how this works

Purchase Assessment Passwords

The Winslow System enables you to purchase Profile Passwords online using a bank account or any credit/debit card. Discounts are offered when quantities of Passwords are purchased. When purchases are made, the Passwords are immediately placed in your account.

Profile Password Activated for the Applicant

When you want to assess an applicant, go to the “Activate Assessment Password” function on your Winslow Portal. Enter the appropriate information. Select the correct Position Analysis. Winslow research will send an email to the participant including a confidential password and directions for completing the Assessment.

Applicant Completes The Assessment Profile

The Profile requires 30-60 minutes to complete. It contains special control questions to determine if the participant’s answers are both accurate and objective. The System will not produce a Report when results are invalid. Note: Approximately 30% of the applicants will have invalid results on their first assessment and must retake the Profile. This occurs when applicants provide answers they think will generate desirable results. Other individuals unintentionally exaggerate their answers.

Profiles Processed and Winslow Reports Prepared

All three Winslow Reports are available immediately when the applicant has accurate and objective assessment results.