Purpose of assessment:

1.      Used as a personal / professional performance enhancement tool, this assessment can be utilized by the employee to help support their personal career growth aspirations and overall job success.

2.      This is not so much a test as it is an assessment that is 100% objective based on the answers that you select thus assessing your personality as it relates to the key scientific traits that relate to overall job success.

3.      The value of the results will be directly related to how closely you follow the instructions in the audio file and how objectively you answer the questions.

4.      Besides offering personal and professional growth, this assessment can also be used to support an individual’s performance as it relates to a team, group, or organizational goals thus providing the foundation for a dynamic system that builds toward success.

5.      This assessment can be utilized as a benchmarking tool, relative to your current traits across the board; you can then use this snapshot for further development goals as they relate to your success in your current / future positions.

Tips for taking the assessment:

• Follow the audio instructions closely for the “development“ assessment, answering the questions “in the now”… not who you used “to be”, want “to be” or what you think others need to see you as… rather be in the present moment.
• Carefully and truthfully answering the questions will assure the information you provide will be accurate and objective.
• Take the assessment when you are yourself, not while ill or suffering from stress. There is no need to be nervous, be yourself.
• The more honest you are with yourself during this process the better your self-perspective results will be.
• It will take approximately one hour to complete the test, move quickly but not carelessly. The more time you take to answer chances will increase that you will over-think the questions. Your first answer will usually be best.

Take a deep breath , relax and open yourself to not only discovering what you are made up of but also showing your employer all the talents you have to offer him if he will just give you a chance!  You are going to be amazed that this one hour test can answer a lifetime of questions about who you really are!

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Purpose of the Winslow Assessment Test:

1.      Used as part of the selection process, this assessment is not a test of your personal tastes and views as it is a snapshot of your personality from a 100% objective point of view.

2.      The goal of all hiring is to select the right candidate and place them in a position that will allow for the highest possible level of potential success in both the short and long term.

3.      In addition, one of the primary benefits is the ability of the employer to utilize the assessment in a professional performance enhancement model.  This assessment can be utilized by the employee as well to help support their overall personal success.

4.      This is not so much a test as it is an assessment that is100% objective based on the answers that you select thus assessing your personality as it relates to the key scientific traits that relate to success.

5.      The value of the results will be directly related to how closely you follow the instructions in the audio file and how objectively you answer the questions.

Tips for taking the assessment:

• Follow the audio instructions closely for the “applicant“ assessment, answering the questions “in the now”… not who you used “to be”, want “to be” or what you think others need to see you as… rather be in the present moment.
• Carefully and truthfully answering the questions will assure the information you provide will be accurate and objective.
• Take the assessment when you are yourself, not while ill or suffering from stress. There is no need to be nervous, be yourself.
• The more honest you are with yourself during this process the better your self-perspective results will be. It will take approximately an hour to take the test. Move quickly but not carelessly. The more time you take to answer chances will increase that you will over-think the questions. Your first answer will usually be best.

Take a deep breath, relax and open yourself to the idea of finding out what you are really made up of.  It will blow your mind how accurate the Winslow Assessment is in revealing the “Real You”!

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Consider this question. Why is it that organizations have set standards, policies and procedures to optimize the work environment but when it comes to the evaluation, development and selection process it is often left to the “tyranny of the urgent”?  Just get a warm body in there and hope it works out.  If these standards were applied throughout an organization it would spell immediate disaster.

The most critical pieces of the puzzle include the people who keep it all together and their ability to add success or failure to an organization’s productivity. Taking the time to Assess these people is too often overlooked and not given enough importance.  The Winslow Research Institute has developed a test that is virtually fool proof in assessing human behavioral traits that are vital in the business place.

“Behavioral assessments testing is the most objective, economical way of obtaining necessary information for predicating an applicant’s probability of success in any position.”

Dr. Denis Waitley

Most information on applications for employment is predictably subjective. Resumes present only positive information, some of it exaggerated. Stricter EEOC regulations and the threat of lawsuits for discrimination make it difficult to obtain negative information from an applicant’s previous employers. Even former employers willing to comment on an applicant rarely give the real reasons he or she left the former organization. Experienced interviewers can often obtain additional information, but many applicants are skilled at being interviewed and can mask their true personality.

Behavioral assessment testing is the most objective, economical way of obtaining necessary information for predicting an applicant’s probability of success in any position.

The Winslow Assessment reigns at the top in covering all the concerns mentioned above and giving you the edge in hiring and promoting in today’s competitive job market.

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Hiring is hard enough when times are good but what about today on this economic battlefield?  What about in this environment and in these times?   It might not be the hiring that can kick your butt… it could be the “who” do I keep problem you have right now?

Either way,  I have bought into the Winslow Assessment System 100% when it comes to helping me and my clients make the right decisions with reference to recruiting, hiring, developing and retaining the right person for any position within an organization.

Below is a great example of a few reasons why I see the Winslow System as “the best of the best” as pointed out by Dr. Dennis Waitley, one of the authors of the assessment with reference to the Winslow System:

“Winslow’s very detailed,  individually specific reports for position analysis and career development are almost uncannily accurate in predicting performance results.  What resume has ever done that?   Many managers decline to use assessment tests based on a misapprehension that they are illegal or invite litigation, but this isn’t true.   The Labor Department’s EEOC and other government agencies have declared that valid and reliable testing contributes substantially to nondiscriminatory selection placement and development practices.   Testing can also be a strong defense against complaints of, and lawsuits for, discrimination and wrongful dismissal.

Another myth is that applicants can falsify test results by giving answers they believe to be desirable rather than those they know to be true.   The fact is that the latest tests use control questions very effectively to detect dishonesty.   Experience has shown that from 10 to 30 percent of applicants try to “improve” their answers, usually in hopes of getting the job.   When told that their answers are inconsistent, most individuals are honest when they retake the tests and the results are validated.

Much of the information obtained used to be too technical to be useful to the typical manager, but testing programs are becoming user friendly, even for managers with no background in psychology.   Should applicants for all jobs be tested?   The general consensus is that only the two or three finalists for a position should be tested, and that current screening procedures should be continued, if effective,  for the preliminary selection stages.

In the past, tests were usually limited to applicants for management and sales positions. However,  high turnover rates and rapid increase of hiring costs have prompted many organizations to test for most white collar and technical positions.   In deciding which applicants to test, organizations must consider the importance of the position and hiring and training costs.   Applicants uncomfortable with testing or opposed to it often have high level of suspicion, aggression or rebelliousness – or a low level of self-confidence.  In any case, those possibilities should be explored before hiring.  For most organizations, the cost of testing is less than five percent of the applicant’s salary for a single month,  an insignificant expense in comparison to the cost of hiring and training the wrong person.

Behavioral assessment is also an excellent tool for skill development, and very helpful to those who recognize that they must be life-long learners.   In the leading companies I know, behavioral and personality assessments can identify employees skills and match them with jobs into which they can grow, helping to prepare people to assume key positions in the near or even the distant future.  The idea is to assess personality and talent, then provide the coaching or mentoring to develop it.  But most important is that testing for this purpose spurs the subjects to keep learning.

It’s worth noting that personality assessments are not primarily for investigating tastes or styles.   The analysis that counts is for helping determine whether this person will be ” successful” in that job.”

What a great ending to that explanation… “success in that job.”  That is what I have personally found to be critical in the approach for hiring the right person.  If we don’t select based on the ability for that person to be successful in that position then you are hurting not only the employee but the company in general is going to suffer as well as your clients / customers.

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