Measures the degree to which the individual is likely to be candid and accurate in his/her responses and is therefore not trying to outsmart the test in an effort to present him/herself in a more favorable light. The results of this scale should be used as a "red flag" to make you aware that some candidates may be trying to "fake" the test. For example, if a candidate scores High on the behavioral scales in this assessment and he/she scores Low on Candidness, there is the chance that he was able to elevate his/her scores on the assessment by trying to make him/herself look good. High behavioral scale scores that are accompanied by Low Candidness scores warrants some additional follow-up during the interview or reference checks to confirm the candidate's behavioral scale scores are in line with his/her previous work history.
Measures the degree to which the individual communicates effectively with staff and coworkers. The degree to which he/she actively listens and expresses ideas and concepts clearly and as necessary.
Measures the degree to which the individual makes decisions based on facts and not on impulse. The degree to which he/she is fair and just in his/her decision-making process.
Measures the degree to which the individual delegates work projects as appropriate. The degree to which he/she lets staff perform independently without unnecessary supervision.
Measures the degree to which the individual promotes positive working relationships with staff and handles employee issues responsibly and effectively while gaining employee trust and respect.