Over the years we have been conducting research on job-related personality traits needed for success on certain jobs. We have developed different Work Preferences Questionnaires (each containing a different set of personality scales) for hiring employees in the jobs indicated below. We offer both "full-version" and "short-version" WPQs for most jobs.

Non-Exempt Jobs

Jobs involving work in the following areas: clerical, administrative, computer, building and grounds, manual, financial, employee relations, marketing and sales, and dispatching services

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Collections Representative Jobs

Jobs involving interacting with individuals to persuade them to pay their debt according to a prescribed payment plan

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Customer Service Representative Jobs

Jobs involving interacting with customers to provide information, resolve problems, address complaints, and promote products and services (optional)

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Technical Support Jobs

Jobs involving locating and marking underground utilities, inspecting damages to utilities, installing utilities, and installing cable and wireless communications systems

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Appliance Repair Technician Jobs

Jobs involving repairing furnaces, central air conditioners, appliances, and other equipment

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Manufacturing Assembler Jobs

Jobs involving assembling or fabricating components in a manufacturing environment

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Machine Operator / Machinist Jobs

Jobs involving the operation and maintenance of machines in a manufacturing environment

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Product and Material Handler Jobs

Jobs involving receiving, storing, gathering, and distributing products and materials

• Our free personality test takes only about 10 minutes.
• Learn how our personality tests work.
• Get some interesting feedback on job-related personality traits.

Suppose you gave applicants several ability tests. Would you make your employment decisions based solely on this information? Or would you want to know more about these applicants? If you're like most people, you probably want to know whether or not they would:

• Come to work on time
• Work cooperatively with other employees
• Put in a hard day's work every day
• Pay attention to their quality of work
• Stay with the company for a reasonable period of time

For legal reasons, employers usually are afraid to say anything about their ex-employees. You can't depend on previous employers to give you any kind of meaningful information about job applicants. Therefore, you need to rely almost entirely on applicants for the information upon which you make your hiring decisions. But how good is this information?

You need accurate, relevant information to help you make predictions about people's chances for job success. The main method used by most companies to get information from applicants is an unstructured job interview. But most interviews conducted today provide limited, and often worthless, information.

Organizations are much better off using structured, sophisticated techniques for obtaining the kind of information they need. It appears that the real trick for getting good information has to do with what you ask for and how you ask for it.

Sometimes you get lucky and hire someone who becomes a top performer in your company. Since good luck is so unpredictable, however, you need to rely on something more reliable when you are making an employment decision.

After many years of research, we came up with a simple, fast, and economical solution. We created personality tests that help you predict how well individuals will perform on the job.

Some employers do not realize that personality tests are legal to use when hiring employees. Certain people feel that personality tests have no place in the recruitment and selection process. But using a personality inventory has been found to be as good as or even better than using other types of tests, such as skills tests, for predicting job success.

From a legal standpoint, the bottom line for any selection procedure, including the use of personality tests, is that it does not result in "adverse impact." Personality assessments may be used legally for selecting employees as long as the tests are job-related and do not work to the disadvantage of members of a race, sex, or ethnic group.

Research has shown that a person's traits, interests, and motivation contribute significantly to job success. If you knew more about people's personal characteristics, you could make more informed hiring decisions. That's why we developed a special personality assessment, the Work Preferences Questionnaire (WPQ), which measures important personality traits needed for effective job performance.

• Self-report tests often measure clinical personality traits that do not relate to business objectives.
• Academic approaches for measuring personality traits usually require people to use rating scales or to interpret the meaning of adjectives.
• Our approach measures job-related personality traits without using complex rating scales, and our personality testing process provides a practical personality profile for making hiring decisions.
• Complete a free personality test to find out how our Work Preferences Questionnaires work.