1. WorkFACTS™ Scales
Honest, smart, hard working candidates seek work that aligns with their interests, values, and talents. They aren’t the problem. The problem is telling the difference between these contenders and pretenders who are dishonest, smart and ambitious.
Faking on ability and knowledge tests is hard since picking the smart answer counts. Most personality tests make it easy– posing lots of short questions with 5 tick-box answer options (i.e. Agree to Disagree or Never to Always). Test fakers know that picking 3s doesn’t land the job. For a sales job, the ‘always’ answer is a good bet for the item, “I find it easy to make friends in new situations.”
That is a key reason why WorkFACTS™ scales work so well. When you have to pick “All that Apply” or the BEST answer from a series of statements, it’s hard to know how to boost your score. You can’t be sure which answer gets points, or even how many answers to pick. So the best test-taking strategy is to answer as honestly as possible. People who picked blue answers in the colored image sold more on the job. The red answer, less. Created by Dr. John Callender over a 24 year career at P&G, these scales deliver boosts of 50-150% in selection suite decision accuracy.