Employee Assessments

Traitset® Assessments Measure and Predict more Specifically than Personality Tests

TraitSet® Focuses on the worker’s BEHAVIOR

TraitSet® assessments were designed to use the speed of internet delivery and the power of computerized scoring for immediate and accurate knowledge about how a person will behave on the job. This is achieved using over a dozen “traits” that align with specific behaviors:

Work Ethic, Integrity, Customer Service, Leadership, Antagonistic and Sales Potential.

TraitSet® is delivered online and the results are delivered in 15 seconds. TraitSet® reports are valuable for hiring managers, easy to read, understand and use. No expensive consultants are ever required.

TraitSet® was originally designed for the restaurant industry which tends to be high intensity, fast paced, with high turnover rates. TraitSet® is now used in many more industries.

Personality Tests are broad and general – TraitSet® is Specific

Broad Personality Style Tests are NOT TraitSet®.

Personality Tests are done using five factors that predict style and temperament.

This historical approach has been available since the 1930s. These employee assessments were designed to be delivered on paper and manually scored. Some are now delivered on the web. Most were first used in general retail, which sometimes is a slower paced environment with lower turnover. Personality Tests measure compatibility characteristics. But, TraitSet® is better at predicting specific behaviors than the personality tests we see today.

Personality Test Reports are typically many pages long, difficult to understand and often are best used with the assistance of expensive consultants and several time consuming interviews. These extra interviews seek to understand the very behaviors that are specifically measured by TraitSet® pre-screening assessments.

TraitSet® dramatically reduces the need for these extra unnecessary interviews!

TraitSet® is Better Football Analogy

TraitSet® is a Story of Evolution


List of TraitSet® Pre-Screening Assessments


Work Ethic and Integrity (Click to See a Sample Report)

The most important behaviors needed in every employee are work ethic and integrity.

When you hire the candidate will he/she show up, do a good job and be as concerned about their job as you are? Do they go that extra mile? What is their integrity measure?

Customer Service (Click to See a Sample Report)

Does the candidate have the social skills and interest to treat customers with respect and resolve their problems? Can he/she help not only service your customers well but keep them coming back?

Leadership (Click to See a Sample Report)

Does the person have the behaviors of confidence, dealing with problems in a pro-active way, and positively influencing others? Can that person help develop and manage people?

Sales Potential (Click to See a Sample Report)

Does the candidate have what it takes to sell product or services, identify customer needs, and deal with objections. Can that person help you make money?

Work with Numbers (Click to See a Sample Report)

We offer two basic Money Math employee assessments to measure fundamental numerical ability. One is designed for Cashiers who handle money transactions; and the other includes percentages and discounts found in industries like Retail.

Antagonistic Behavior (Click to See a Sample Report)

Based on the candidate’s responses, this assessment measures where a candidate is on the dimension from passive to aggressive-and-hostile. Find out about possible harassment and violence potential before you hire.


Three Cognitive Ability Assessments


The TraitSet® Cognitive Ability Assessments battery was created for the purpose to assess the general mental ability of prospective hires at the high school graduate level. The battery is composed of three Cognitive tests: Mathematical Ability, Verbal Ability and General Skills.

The intention is to give the Cognitive General Skills Assessment to prospective employees requiring broader cognitive skills and only give the Mathematical or Verbal Assessments to applicants in positions that require higher levels of either or both abilities.

The Cognitive Assessments Report calculates a percentage correct score, and for each question, shows the candidate’s responses and the right answer.

The Cognitive Assessments require paper and pencil to complete and are excellent for pre-screening mid-level and senior managers. The cognitive assessments also predict training success.

Cognitive Mathematical Ability (Click to See a Sample Report)

The Mathematical Assessment is composed mostly of algebra items along with basic arithmetic.

Cognitive Verbal Ability (Click to See a Sample Report)

The Verbal Assessment consists of sentence completion, word association, analogies, antonyms, and definitions.

Cognitive General Skills (Click to See a Sample Report)

The General Skills Assessment involves both mathematical and verbal questions. It also includes logic problem solving questions.


Ready to Work Assessment


Ready to Work (Click to See a Sample Report)

The goal of the Ready to Work assessment is to identify how receptive or able a person is to assume the responsibility associated with work. It does not make any moral or demographic judgments about a person, but tries to assess potential impediments that may reduce a person’s ability/inclination to work. The barriers may be social in nature and might include unreliable transportation or lack of appropriate home support. Or the barriers may be more attitudinal in nature, including issues of either a positive (i.e., work interest) or negative (i.e., work avoidance) bias. Lastly the assessment is able to identify that the person may feel they don’t have the energy or physical attributes needed to withstand work or they might find the work setting “too intrusive” because of authority concerns.

The assessment goal may be to identify potential limits for either remediation and/or support or it may be used as an adjunct to supplement interviews with the aim to reduce the potential of inappropriate placements.