PREDICTOR 16 MultiPanel

Customizable Workplace Attitudinal Assessment System

Sixteen Dimension Assessments in a Fully Modular Format:

Ubiquitous Access with Real Time Results:

The PREDICTOR 16 MultiPanel Assessment System was designed with every employer in mind. Prospective employees can take the assessment over an Internet connection or over the telephone. Reports are generated immediately, and can be accessed by the hiring authority as soon as the telephone is hung up or the last question has been answered on the Internet.

Reports That Make a Difference:

With the PREDICTOR 16 MultiPanel Internet Reporting System you get the numbers, color graphs and written comments that focus on the Action Orientation of the individual and Coaching Tips -- a valuable tool provided with each of the eight positive indicators to help picture how the applicant might fit in to your work environment. Telephone reports are succinct, fast and like all MTC products -- available immediately. To see a sample report, click here.

Fully Validated:

Each "panel" (what some psychologists call a "form" or "factor") is fully validated, and a copy of the validation reports is available in Adobe Acrobat format here.

Targeted Employee Group:

Finally there is a comprehensive assessment tool for the largest group of employees: the hourly, entry level, office and general laborer groups. The PREDICTOR 16 MultiPanel Assessment System is not intended as an executive level assessment instrument.

Definitions:

POSITIVE INDICATORS:

Assertiveness: In understanding how an individual will interact with and work with others, it is beneficial to identify how assertive he or she is in work related relationships. A person who is assertive is disposed to, or characterized by, bold or confident actions. Highly assertive people place a higher value on getting the job done than in preserving the status quo. We measure confidence, perception of their success, ability to admit mistakes and prioritizing their objectives above the demands of others.

Influence: Certain jobs, such as sales, require that an individual be comfortable with influencing others in making decisions. The Influence dimension looks at an individual’s attitudes towards influencing behavior and interest as well as a need for recognition. The influence dimension helps quantify the impact of recognition by others on the applicant and their warmth toward others.

Steadiness/Dependability: The dependability panel measures an individual’s attitude toward the quality of their work, loyalty, self-discipline and results orientation at work.

Attention to Detail (Gestalt): Two characteristics that are at opposite ends of the spectrum are Attention to Detail and Work Pace. Attention to Detail reflects an individual’s desire to be complete, precise and perfectly, often at the expense of getting a job done quickly. In positions where precision is required, Attention to Detail is a highly desirable characteristic. Persons who score high are often perceived as perfectionists.

Work Pace (Kinesthetic): Work pace, or "kinesthetic" measures an individual’s inclination towards working quickly, in a fast paced environment, sometimes with less regard for attention to details. In positions where work is fast-paced or speed counts, a high score in Work Pace is a highly desirable characteristic. Persons who score low in Work Pace will experience more stress if placed in work environment requiring a fast work pace. We recommend that both the Attention to Detail and Work Pace panels be administered together, with the higher score being considered the dominant behavior.

Customer Service: Successful companies understand the importance of taking good care of the customer. The customer service panel focuses on the applicant’s attitude toward helping and taking care of the customer. A high score indicates someone who values going above and beyond for customers.

Energy: Positions that require long hours and sustained levels of intensity benefit from high energy workers. This dimension measures the applicant’s reported level of energy and the value they place on working overtime. High energy people typically work late, take work home with them and may be involved in numerous volunteer committees and functions.

Supervisor Attitude: The supervisor panel focuses on the applicant’s attitude toward helping and working with the supervisor. This is also an indicator regarding whether an individual will respond well to close supervision and who values going above and beyond for their managers or supervisors.

NEGATIVE INDICATORS:

Theft/Honesty: The applicant’s attitude towards workplace theft is a strong indicator for future conduct on the job and the likelihood that he or she will engage in theft once hired.

Drug Avoidance: By assessing the applicant’s attitude toward the use of illegal drugs in the workplace, the employer can identify potential problem areas in prospective employees who believe in the use of illegal drugs at work or approve of drinking on the job.

Violence/Emotion: This panel identifies attitudes in prospective employees who have acted with violence in the workplace or believe such actions are acceptable.

Diversity: Measuring the applicant’s attitudes toward racial, ethnic and gender diversity in the workplace helps to quantify the likelihood that he or she will react negatively if they work in a diverse work environment.

Risk/Safety: (Validated for workers with less than 2 years college education.) Worker’s compensation claims are affected by employee attitudes toward risk, safety and their attitude toward authority in the workplace. This panel measures and quantifies these attitudes in the applicant and quantifies the likelihood that what they find acceptable in themselves and others can create safety problems and injuries in themselves and others.

Tenure: (Validated for workers with less than 2 years college education.) Not all potential employees are interested in staying with a company, nor do they value working with a company for an extended period of time. This panel measures the applicant’s attitude toward staying or quitting a job soon after being hired.

Dependability: Dependability here measures the applicant’s attitude toward showing up for work on time and consistently.

Customer/Supervisor: This panel quantifies the applicant’s attitude toward supervision, with an emphasis on identifying antagonistic or negative reactions to supervision in a workplace environment. A negative score here indicates a higher potential for conflict with supervisors.

Analyzing 64,839 Unique Assessments in 15 Minutes --

The Position Profile Wizard:

PREDICTOR 16 MultiPanel Workplace Attitudinal Assessment System allows the hiring authority to select from four to sixteen different dimensions to measure for any applicant for any position. This represents 64,839 unique combinations of those 16 dimensions. With the sophisticated database engine that drives both the Internet and telephone versions of the Assessment System, there is now a new level of modularity available to corporations to use in employee selection.

Our Position Profile Wizard is a powerful, Excel-based tool which reduces the time to choose the unique configuration of the 16 dimensions (or panels) which would be of greatest value for selecting employees for a particular job/position. It takes about 15 minutes to answer the questions to analyze all 16 dimensions (panels.) At the conclusion of the position profiling session, each of the 16 dimensions is ranked from most to least important. The hiring authority then can select which dimensions will be used in the assessment tool.

64,839 unique assessment combinations reviewed and ranked in 15 minutes makes it possible to tailor assessments to the position – and only use and pay for what you really need. Now, no more “one-size-fits-all” in assessments!

Prior to the PREDICTOR 16 MultiPanel, companies had to pay top dollar for totally custom assessments, or be content with a "one-size-fits-all" approach. Assessments could not be easily tailored to ask the questions that fit the job position. With the modular approach innovated by MTC, positions can be quickly profiled, a custom panel (of selected dimensions to be measured) configuration created and the assessments generated in minutes. Hiring authorities are finally able to construct completely custom assessments without incurring large custom development fees.

No Software, No Hardware, No “Clicks,” No Gimmicks – and No Waiting!

Up to now, assessments required computers, “dongles” that fit on the printer port, diskettes or software to be installed, faxing of assessments to be scored – these all amount to hurdles or barriers to ease of use. With the integration of relational database engines, real-time scoring/reporting, computer telephony and Internet technologies, your ability to access in taking and reporting assessment results is done without the need for software, special hardware, or downloads of report “clicks.” Even the Internet component was designed to be compatible with “old” browsers.

What this means is that an office desk phone, a pay phone or a cell phone can be used to take any of our assessment instruments. For those who use telephone access, summary reports are immediately available via telephone. Those who use the Internet to give an assessment can see a robust report as soon as the applicant completes the last question. 

"Real time All the time!" Without taking your time to install software, calculate “clicks,” move "dongles" to new machines, fax in assessments and wait for scores to come back. Just simple, instant access and immediate results. No muss -- no fuss -- no delays.