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 candidate, although engaged in team interactions, is likely to be self-assured, is not overly affected by what others think of him or her, and is confident in his or her decisions and actions.
Measures the degree to which the individual is likely to be able to adapt to change and is more open minded than stubborn. This characteristic is important for fast paced jobs where priorities often shift. It is also important for organizations that are in transition or are expecting changes that will affect work duties and responsibilities.
Measures the degree to which the candidate is likely to be a team player and cooperate in all aspects of his or her work relationships, including working in harmony with others to achieve a common goal.
Measures the degree to which the candidate is likely to be trusting of others. The degree to which he/she is likely to build close, trusting relationships with coworkers.