Why Is It Better?

Other personality tests only tell you about the person…

…KPSI is superior to other workplace personality tests because it predicts with 97% accuracy how well your applicant will perform with others in your organization, including their potential manager.

Surround yourself with weak people and you will get weak results. Pick the right people and you will get great results. KPSI was designed to tell you more than the basic personality traits about your applicant. It was designed to uncover their ability to see the picture you see and follow the path you lay out. It was designed to ascertain if they would work well in your chosen group.

KPSI stands alone in its ability to shape how your company lives, works, and thinks about your customers. No other work place personality test is able to attack cultural fit like KPSI. Take a look at the measurement scales that will give you a deep understanding about your applicant.

  • Validity – Measures whether your applicant was forthright when rendering their answers on the test – commonly known as a “lie” scale.
  • Honesty – Ascertains how honest your applicant will be in their dealings with others, and their propensity to “fudge” details of their work.
  • Antisocial – assesses whether your applicant exhibits a repetitive and persistent pattern of behavior in which basic rights of others or major societal norms or rules are violated. Such people are frequently deceitful and manipulative in order to gain personal profit or pleasure and may lie, con others, or malinger, in order to get their way. They may be indifferent to, or provide a superficial rationalization for having hurt, mistreated, or stolen from someone
  • Dependability – Assesses the reliability of your applicant in terms of their ability to produce over long periods of time, consistency of attendance, and propensity for remaining stably employed.
  • Intelligence – Correlates to commonly accepted measures of Intelligence Quotient (such as the Standford-Binet).
  • Common Sense – Correlates to your applicant’s capacity to solve basic problems in areas in which they did not receive specific training.
  • Negativity – Assesses your applicant’s propensity for gossiping, complaining, and taking a generally pessimistic stance in work situations.
  • Trainability – How easily the applicant is able to learn new information.  This is different from the Intelligence/Common Sense scales in that it addresses certain personality factors that often inhibit your applicant’s capacity to internalize information such as stubbornness, defensiveness, and low-self-esteem.
  • Impulsivity – Assesses your applicant’s propensity to make rash/impulsive decisions as well as their tendency toward emotionality.
  • Affiliation – Measures how well your applicant is able to adjust and perform within a group/team context.
  • Adjustment – Measures your applicant’s capacity to accept and adapt to constructive criticism, as well as their ability to adequately assess their own behavior and adapt to a particular cultural circumstance or job requirement.
  • Self-Awareness – This is correlated with inter-personal emotional intelligence. It measures your applicant’s ability to gauge others’ reactions to their personality and make adjustments, allowing for more harmonious interpersonal relations.
  • Authority – Measures your applicant’s ability and willingness to take direction and to accept organizational structure and hierarchies.
  • Stress Coping – Measures the applicant’s current stress levels, propensity for “burn out,” as well as the specific “trigger points” which add to/promote a personally stressful reaction.
  • Distress – Assesses how much stress the applicant is experiencing in the actual test taking situation, and is an accurate predictor of the applicant’s general state of emotional stability in high stress situations.
  • Capability – Identifies areas of employment which are the most highly compatible with the applicant’s basic personality and innate skill set.
  • Flexibility – Measures how willing the applicant is to accept change and how capable they are to meet the demands of multi-tasking.
  • Social Influences – Measures how susceptible the applicant is to social/peer group pressure.
  • Drive – Measures how inherently motivated the applicant is to be productive and what can serve to increase their level of motivation if necessary.
  • Conflict Tolerance – Assesses the applicant’s ability to smoothly negotiate conflict as well as their propensity to lose their temper.
  • Sociability – Measures the applicant’s need for social interaction and their capacity to socialize easily with strangers.
  • Energy – Measures the inherent amount of personal energy the applicant has to draw from on a daily basis in terms of their potential productivity.
  • Empathy – Measures the applicant’s ability to see situations from the vantage point of others.
  • Self-Esteem – Measures the applicant’s sense of confidence in their identity.

On top of that, KPSI has numerous features that set it apart form other personality testing mechanisms:

  • less complicated
  • less expensive
  • tailored to your hiring situation
  • no software investments
  • no start-up fees
  • no interpretation training for managers or HR personnel
  • you are billed only for what you use
  • you can quit any time you’re not satisfied

In addition, KPSI is multi-cultural and global in scope. Anywhere, any situation, any individual, all with accurate results.

Contact us. Allow us to demonstrate how KPSI will work for you – Take the KPSI yourself at no charge.

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