4. SUMMARY REPORT HIGHLIGHTS

   SUMMARY REPORT BASICS - The first Report Generated by the Hire Success System providing a Personality Profile of an Applicant or Employee is the Summary Report.  This Report is available in 3 versions, each selected from the Hire Success Software at the time the Report is prepared.  These are:

1. Standard Summary Report - The Complete Summary Report in Color but no Baseline Information indicated on the Personality or Trait Areas
2. Baseline Summary Report - The Standard Summary with the Addition of Baseline Ranges shown on each of the 20 Trait Scales Plus Personality Strength Ranges for each of the 4 Personality Types.  The Baseline "Primary" and "Secondary" Types are also indicated.
3. Fax Summary Report - The same report as the Standard Summary Report without the visual shading in the Trait Scales to make the report easier to fax.  Standard fax machines tend to make shaded areas solid black and thus do not fax well.  This report makes the faxed report look better, although no faxed report looks as good as a printed or published report.

The Summary Report is divided into two sections, each focusing on a different view of the Individual's personality.  

• Top Section: Personality Information - Data concerning the STRENGTH of each of the 4 basic Personality Types is represented both graphically (bar chart), numerically (as a percentage of their entire personality), and descriptively.  The Hire Success System evaluates the relationship between all 4 Personality Types (which we refer to as "A", "B", "C" and "D") indicating which represents the "strongest" of all 4 Personalities.
  
  We recognize that no one draws only from one or two types.  We all draw parts of our personality from all 4 types.  It is this varying combination that makes us all unique individuals.  When 2 or more personality types are close to each other in strength, the Primary Personality type may be influenced a bit more by the secondary types.  This influence is described in detail on the Overview Report.
  
  On occasion, two or more personality types have the exact same strength.  When this occurs, it is referred to as a "X" personality, the "X" representing a cross or intersection of 2 or more types.
  
• Bottom Section: Trait Information - The Hire Success System evaluates 40 different Personality Traits on 20 different Trait Scales INDEPENDENTLY from the evaluation of the Personality.  This is an important difference between Hire Success and some other tests on the market because Hire Success makes NO ASSUMPTIONS about any particular Trait just because that trait may be commonly associated with a particular Personality Type.  As a result, many people remark that Hire Success is the ONLY test they've ever taken that was able to detect unique Traits in their personality that they work hard to differentiate themselves from others with a similar personality.
  
  For Example, the "A" personality type is normally not extremely "detail" oriented.  On some tests, "detailed" is almost always low when the person is an "A" personality.  Because Hire Success evaluates each Trait Scale Independent of any Personality assumption, if the person has provided information that shows they are more detailed, it will show up on our report.  Accuracy is our primary goal!
  
  Each of the 20 Trait Scales also have their own independent "Confidence Factor" illustrated by 1 to 5 Stars next to the Scale.  One star is "Low", five stars is "Very High".  More about Confidence Factors in the next section.

Basically, all the Personality DATA is available on the one-page Summary Report making it an excellent tool to help see the "big picture" in a glance.

BENEFITS:

• Simple, Accurate, Single Page Report
• All Data neatly and professionally Displayed
• Easy to read and understand
• No special training required
• Reports Available Immediately
• Report Output in HTML format for easy viewing, printing and publishing over the Internet.

CONFIDENCE FACTORS - Unique to the Hire Success Personality Profile are individual "Confidence Factors" found on each of the 20 Trait Scales, describing the Traits collectively, and also regarding the Personality.  We'll examine how each is different and how they are determined.

The term "Confidence Factor" and "Certainty Factor" are synonymous terms often used in Expert System Technology and Artificial Intelligence applications.  The Hire Success System was completely developed using a 5th Generation Expert System Language known as PROLOG and the algorithm for Confidence used in Hire Success is the same as employed in other well know Expert Systems including Medical Diagnostic Expert Systems.  The "Confidence" Factor used in Hire Success has NOTHING to do with the Person's "confidence" in themselves.  Rather, it is a way to have some insight into HOW the person answered the questions. 

TRAIT SCALE CONFIDENCE FACTORS - Each Trait Scale has its own Confidence Factor determined INDEPENDENTLY of any other factor.  For simplicity, each Scale Factor is shown in 1-5 Stars.  If the Confidence factor is 1-2 Stars, the System automatically generates Interview Questions to ask the person during the Interview Process. 

Lower "Confidence", in most cases, means that the person will exhibit a wider range of the Traits on this scale based on the "situation" in which he or she is in.  For example if the person had a mid-range value of "5" on the 1-9 scale and 1 star (Low Confidence), this would tell you the person probably described themselves with all "1" values for each Adjective describing both the "Passive" and the "Aggressive" personality.  This most likely means that the person is "Passive" at times and "Aggressive" at other times.  What is important is you now have information that you likely would not have picked up on your own and for you to discover in the Interview when this individual tends to be aggressive and when they are not.  If the person is applying for a sales position, perhaps they are more aggressive closing, but see themselves as a passive person in more social or normal situations.

Low Confidence could also mean that the person was not accurately describing his or her self when taking the test and perhaps trying to sway the test to tell you what you want to hear.  By picking this up with Low Confidence, it gives you the opportunity to VERIFY this information during the Interview.  The purpose of the Hire Success Personality Profile is to provide You with a TOOL to help you conduct a more in-depth interview and leave you having more insight into the way a particular person is likely to conduct themselves if they were hired for the position.

Conversely, higher confidence indicates that the person answered the Questions in a "balanced" way.  For example, if they described themselves with all 1's and 2's with Adjectives describing an "Aggressive" personality and all 4's and 5's on the Adjectives describing a "Passive" personality, then you can see at a glance that they understood clearly what the test was searching for and answered all of the Adjectives in a way that portrays a very clear picture.

It is not unusual to have a few Low Confidence factors, however, when there are Many, you will know you must conduct a very in-depth interview in order to really get to know the true person or this person may not want you to find out.  It is of course up to you to decide based on this information if you believe they will do well in the position for which they applied, but again, you have the TOOL available to you to help provide you with more insight than a regular interview and the ability to make your final decision based on more information than you would have likely been able to determine consistently on your own.

OVERALL CONFIDENCE FACTOR - At the TOP of the column of Confidence Factors, there is an "Overall" Confidence Factor that evaluates the actual "Median" value of ALL 20 Trait Scales, applies the actual score (to the 10th of a percent) to the same criteria as the Individual Trait Scale Confidence Factors and writes out the Confidence Factor from Low to Very High.  This helps provide you with more insight into the overall test as a Low Confidence indicates the person may be trying to present his or her self in a way to try and be "all things to everybody" and can alert you to potential problems.

As the methods tend to differ from one another, the number of Stars diminishes indicating that each method may have determined a Different Primary Personality Type.  It is not unusual to have lower Confidence in the Personality if the top 2  types, or even all 4 types are of almost the same strength.  For example the "X" personality, which has equal parts of 2 or mort Personality Types, will often also have Lower Confidence because the different methods were picking up different Primary types.

This is an important Factor to help you know if you should expect them to exhibit their Primary Personality most of the time or if their Personality may change easily between 2 or more types.  Although there are many jobs that will benefit from someone who can easily move from one personality type to another, they can also be somewhat unpredictable and more difficult to manage since their personality may change from moment to moment or day to day.  They do tend to get along with a lot of people since they often adapt their personality to the person or people they are with, which CAN be a characteristic that may be beneficial.  The KEY is, you have this UNIQUE INSIGHT that you wouldn't find on other tests.

Once you learn how to utilize all the information available on this single page, you will begin to realize what a valuable tool this is and what you wouldn't normally pick up in the normal conversation of a job interview.

BENEFITS OF CONFIDENCE FACTORS:

• Know Immediately how the Applicant responded to Test Adjectives relating to each Trait Scale.
• Simple, visual representation makes it easy to understand and use effectively.
• Interviewer is able to quickly spot potential problem areas.
• Provides further clarification of Trait Scale infomation.

TRAIT SCALE RANGES - Each Trait Scale is displayed on a 1-9 Scale where "1" represents a STRONG Tendency to the Trait on the Left side of the Scale and "9" a STRONG Tendency to the Trait on the Right side of the Scale.  The Trait Scale is in 3 ranges of 3.  1-3 indicates varying degrees of one side, 7-9 varying degrees of the other Trait.  The mid-range of 4-6 is actually the "weakest" value, especially when the Confidence Factor is High, as this indicates the person may tend to be a bit like both Traits, but not strongly one way or the other.  Therefore, if you're looking for a person who is VERY detail oriented for a job, this person might have reasonable detail orientation, but is not likely to have Extreme detailed Traits.

However, if the same scale shows someone in the 4-6 range with LOW Confidence, they may exhibit much STRONGER tendencies toward Traits on BOTH sides of the Scale and it is important for you to determine what these are in the Interview.  As you can see, there are no "right" or "wrong" answers on the test, but some people may be better suited for your particular job based on their Personality Traits than other people.  This also illustrates the IMPORTANCE of having the Individual Trait Scale CONFIDENCE FACTOR as it can shed a completely different light on values in the 4-6 range in particular.  Only the Hire Success System provides BOTH of these Critical pieces of information.

 TRAIT BASELINE INDICATORS - If the BASELINE SUMMARY REPORT is selected, the Baseline "Range" is displayed on each Scale with Braces on either side of the "Baseline Range".  Please See an excerpt from a Profile in the example below:

In the example above, the "Baseline" for the "Intuitive/Analytical" Trait Scale is a range of 5-7 and the "Detailed" Scale is 6-8.  This person, although Extremely "Analytical" was outside the range in one scale and just Inside the Range on the other.  The Interviewer can see at a glance how the Applicant's Traits compare to the "Baseline".  Combined with the Individual Confidence Factors on Each Scale, this simple way of illustrating the data transmits a wealth of information in a single page!

 PERSONALITY BASELINE INDICATORS  - The example below shows part of the upper portion of a sample Summary Report.  In a glance, the Interviewer can visually see the Strengths of each of the 4 Personality Types in the Bar Chart.  The values are also indicated and can be compared to the Baseline Ranges shown in the right column.

Prepared For: Mary Smith Primary Personality is: "A" ***** The following table compares the Strength of each of the 4 Personality Types with the Primary and Secondary Range established in the Baseline File used for this applicant. STRENGTH TYPE BASELINE RANGE A = 30.3%  Director P 25.1% to 27.5% B = 19.7%  Socializer C = 27.6%  Thinker S 23.1% to 28.9% D = 22.4%  Supporter

In this particular example, the Baseline is looking for a person with the Primary Personality of "A" and a Secondary Personality of "C", which is the case with this individual.  However the Baseline "Range" of the "A" type is 25.1% to 27.5% and this person was a bit higher at 30.3%.  The Interviewer would have to decide of the person might be too "Strong" of an "A" type or if when combined with other Traits and qualifications, that this might be an excellent person for the job.

The important points we want to illustrate here is how much data is available to the Interviewer VISUALLY on a SINGLE PAGE!  Also note, this individual has "5 Stars" Confidence under their Name indicating that ALL 3 methods of evaluating the Personality AGREED this person is an "A" Personality.  No other test on the market has so much USEFUL and ACCURATE information on single page.

BENEFITS:

• Applicant information is easily compared to Baseline Ranges pre-determined based on the "Success Traits" of the best employees in the job.
• Simple Visual References
• No Special Training Required which means Lower Cost of Use!
• Reports can be viewed on any HTML Browser.  No special Software required.

Copyright 1998-2002, Hire Success, All Rights Reserved
Hire Success is a Registered Trademark of Decision Support Technology, Inc.