1. Purpose Drive: 80 %

Attention and commitment to a long-term career development are basic ingredients for stability and performance. People who are driven by a long-term vision usually demonstrate higher levels of self-motivation, courage, persistence and willingness to learn.

On the other hand, being short-term oriented or purposeless can be a major barrier to stability, loyalty and happiness. It may also indicate low self-motivation, lack of persistence as well as a tendency toward job-hopping. When this trait is very low, check the applicant's job history on his/her resume or job application and look for unstable job positions.

Suggested questions:

.What are your career plans in the next 5 to 10 years?

.How do you believe this position can contribute to such plans?

.If very low score, you can also ask: In the pre-hire assessment. you scored very low on being purpose-driven. This position needs someone who is career-driven rather than job-motivated. How can you convince us that you will be committed to this organization?

2. Talent Drive: 40 %

How determined is the applicant at developing more skills and competencies? No matter how experienced one might be, willingness to learn is a vital criterion of success & happiness on any job. The desire and willingness to learn new things is a great sign of flexibility, ambition and humility.

On the other hand, a very low trait may reflect a I know it all attitude and has proven to be detrimental to progress and self-development as well as to stable performance. It can also indicate lack of flexibility and/or tolerance. Lack of interest in learning more (about everything) can also indicate low team spirit and lack of willingness to contribute to other's development & improvement.

Suggested questions:  

.Can you provide some specific examples of instances where you demonstrated your willingness to learn new things?

.Who could confirm that?

.If very low score, you can also ask: You scored very low on the willingness to learn' trait of your pre-hire assessment. Can you explain why - and can you provide some evidence that you remain open to learn new things?

3. Performance Drive: 50 %

This trait evaluates the applicant's awareness of the importance to demonstrate acceptable performance on the job. It also reflects willingness to be accountable for results at work. The ultimate factor upon which candidates should be evaluated is their ability to meet - or beat performance expectations.

A very low trait may indicate lack of understanding or willingness in being evaluated on measurable results. When very low, you can also suspect that the person has very little professional experience. In any case, people should agree with the idea that they will be evaluated on their performance, not just for showing up at work.

Suggestions questions:  

.What kind of results/performance did you demonstrate in your previous job(s)?

.Who could confirm that?

.If very low score, check If the applicant has no or very little professional experience. you can also ask: You scored very low on the willingness to be evaluated based on your performance on the job. Can you explain why?

4. Exchange Drive: 66 %

This trait evaluates the applicant's perception of exchange, regarding salary & other forms of compensations. Are they primarily attracted by the "money" side of the job or do they also present other motivations - such as the satisfaction of contributing to something, having fun at work, etc.?

A high trait indicates awareness and agreement with the fact that one needs to give in order to receive. A very low trait may indicate a tendency to entitlement - the perceived or pretended right to obtaining money without having to exchange much for it. A very low trait may also indicate that the applicant is facing financial difficulties and is mostly preoccupied by solving that problem.

Suggestions questions:

.What motivates you most to find a (new) job?

.Why do you think you can make good money?

.If very low score, you can also ask: Per the pre-hire assessment results, you seem to have mostly your attention on the financial aspect of the position; can you elaborate on that?

Note : The applicant has clearly stated having some reticence in being paid with performance-based bonuses. If applicable, we suggest that you challenge him/her on that specific issue.

You can ask the following question: In the pre-hire assessment, you clearly indicated some reticence in being paid based on your level of performance on the job. Can you explain why?

5. Service Drive: 80 %

This trait evaluates the applicant's awareness or belief that delivering the best service to customers and to peers in the group is a major key to success and happiness. It is a proven fact that being service-oriented and doing one's best to make others happy is a key indicator of good performance, happiness and success on any job.

A very low trait may indicate selfishness and poor work quality standards, as well as lack of interest in making others feel well taken care of and satisfied. It often reveals a tendency to create upsets in the team as well as with clients - if the applicant must be dealing with customers. A lows core on this trait is definitely an indicator of future trouble on the job, if it requires caring for clients and providing great service to others.

Suggested questions:

.Can you give us some examples of instances when you provided excellent level of service to either a client or to your team/group?

.Who could confirm that?

.If very low score, you can also ask: Your pre-hire assessment results show a very low score on being service-driven. Can you explain why?

6. Team Drive: 26 %

This last trait measures how much the applicant appreciates team work - or not. It is also an indicator of willingness and ability to contribute to a great team spirit and collective happiness at work. Team drive is the real engine of competitiveness.

A very low trait may indicate a self-centered attitude and insufficient interest to contribute to your team success & happiness. No matter what the position is, everybody has an impact on their team's spirit and general morale in the organization. It has been proven that people who score very low on this trait usually have a very negative impact on team work and morale in the troops.

Suggested questions:

.Can you give us some examples of instances when you demonstrated a strong team spirit?

.Who could confirm that?

.If very low score, you can also ask: The pre-hire assessment results indicate a very low score on team spirit'. Can you explain why?