Pre-employment Assessments
Select the best available applicants for every position!

Pre-employment assessments are an important aspect of building and maintaining a successful organization. Research proves that 90% of career failures are directly attributed to some aspect of human behavior. Usually, individuals do not fail because of a lack of education, or experience, or training, or skills.

Quite often they fail because their personality is incompatible with the behavioral requirements of their job. Using the Winslow Selection Reports will significantly increase the probability that the applicants you hire will be successful and will achieve their maximum potential in your organization.

Questions the Winslow Reports Answer

  • 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.
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  • 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.
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  • 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.
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  • 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.
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  • 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?
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  • Sociability: this trait predicts whether the sales candidate enjoys interacting with others and will be perceived by clients as a warm and friendly person.
  • Endurance: this trait predicts whether the individual has the inherent physical energy and persistence required to prospect, make presentations and close sales.
  • Assertiveness: this quality enables individuals to persuade others and to accept their recommendations; they make things happen.
  • Tough-mindedness: high scores in this trait equips sales agents to accept the rejection, disappointments, and setbacks that are inevitable in their profession.

The Winslow Internet Assessment System

The Winslow Applicant Selection Program is an Internet-based system to measure the personality, behavior and attitudes of applicants for positions and provide feedback to organizations on the applicant’s probability of success in a specific position. The user-friendly system enables organizations to administer their assessment activity and have total control over the process. Winslow Research will train one or preferably two employees of the organization to be the Winslow Reports Administrator. In just a few hours, these individuals will be competent to serve as the Internet Webmaster for the organization. Following are the procedures, features, functions and components of the System.

  • Private Winslow Website: at no fee to your organization, a secure Internet Website will be created to manage your assessment activity.
  • Position Analysis: the first step is a formal or informal position analysis conducted by Winslow Research, at no fee to the client, to determine the behavioral requirements for each of your applicants positions.
  • The Assessment System and Process: the applicant selection assessment process is a user-friendly four-step procedure.

The Winslow Internet System enables you to purchase Profile Passwords electronically 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 “Available Passwords” account.

When you want to assess an applicant you go to the “Activate Assessment Password” function on your Winslow Website. Basic information is entered to identify the Participant. The PCS Position of the applicant is selected. The System sends a form to the printer with the participant’s name, password and directions for completing the Profile. An email with this information can be sent to the applicant.

To make certain the applicant is the person who completes the Profile, applicants should be monitored in the client’s offices. The Profile takes less than one hour to complete and contains special control question to determine if the participant’s answers are both accurate and objective. The System will not produce a Report when results are invalid. Approximately 30% of the applicants will have invalid results on their first assessment and must retake the Profile. This happens because some applicants give answers they think will provide desirable results. Others unintentionally exaggerate their answers because of a strong ego.

Reports are available immediately to management when the applicant has accurate and objective assessment results. There are four versions of the Winslow Reports. The Executive Report contains a Personality Profile displaying the 24 trait scores and a Position Compatibility Form. When applicants are hired, the Manager’s Report is given to the manager of the employee and the Participant’s Report is given to your new employee. The PCS Summary Form is placed in the applicants file. (Please refer to all versions of the Winslow Reports).

Decision to Hire an Applicant: The Position Compatibility Summary (PCS) Form presents the assessment data and behavioral requirements for each applicant on one color-coded page. The PCS Form compiles the results of a comprehensive, sophisticated assessment system into an easy to interpret document that simplifies the selection process. Management can then establish the cut-off” point on qualifying scores to determine whether applicants should be offered a position. The four major considerations are the “Participant’s Net PCS Score,” the number of “Concern Trait Scores,” any negative “Trait Group Scores,” and the “Key Characteristics” score.  

Most of our clients utilize the Winslow Reports for both Applicant Selection and Employee Development. Reports on current employees are most valuable because employees are usually the greatest asset of most organizations. Anything that can be done to preserve and enhance that asset should be done. The Winslow Employee Development Reports will enhance the performance of current employees and reduce personnel turnover. The Winslow Applicant Selection Reports will enable your organization to hire the best available applicants.

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