HireSmart - First View Executive Summary

FirstView is designed to be quick and easy to use. It provides accurate and reliable information on the job-related behavior of
individuals, without the need for expert interpretation or special training. FirstView can be used for job applicants and current
employees. FirstView is made up of 2 major components: Personality, a 10 minute Assessment and Cognitive, a 6 minute timed
Assessment. FirstView can be administered online allowing you to immediately print reports and generate interview questions.
Several reports are produced by FirstView. Each report describes the participant's normal behavior in terms of six personality
traits. When the Cognitive element is included, the report describes the candidate's Reasoning Ability and then correlates that
score with Personality. FirstView provides behavioral interview questions for fifteen different job categories:

Administrative
Customer Service
Driver
Engineering
Financial

Food Service
Health Care
Hospitality
Information Technology
Management

Persuasive Sales
Production
Retail Sales
Telemarketing
Warehouse

FirstView interview questions were selected to probe specific areas of concern identified by the assessment. The user can plan an
in-depth interview, choosing from a selection of 24 interview questions provided with each candidate's FirstView report. Suggested
uses for this instrument are in high turnover, high volume positions. It can be used in the hiring process and it is usually filled
out at the same time as the application. The behavioral interview questions generated are then used in the follow-up interview.

FirstView Metrics

Cognitive Ability	Learning speed, general ability, ability to solve problems. Eighty-five years of personnel research shows that cognitive ability accounts for about 50% of what you need to know to make a good hiring decision. The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings, Schmidt, Frank L & Hunter, John E., Psychological Bulletin, 1998, Vol. 124, No. 2, 262-274)
Extroversion	The need to work with others, communication of enthusiasm and the ability to talk and listen. (*Big Five = Extroversion*)
Rules	Consistency, ability to deal with change, need for structure, ability to follow rules and policies. (*Big Five =* *Openness to experience*)
Assertiveness	Decision-making, selling and closing ability, ability to handle confrontation, willingness to take direction from others. (*Big Five =* *Extroversion*)
Teaming	Teamwork, collaboration with others, competitiveness. (*Big Five =* *Agreeableness*)
Organization	Planning, spontaneity, time management attitudes, ability to handle details. (*Big Five =* *Conscientiousness*)
Sensitivity	Emotional stability, handling of criticism and feedback, dealing with stress. (*Big Five =* *Neuroticism*)
Benefits	Expected Outcomes
Save Money	Cost per hire is expected to decrease, due to the time saved by not interviewing people who clearly show poor job fit.
Save Time	Your recruiter's time is now spent with the most promising candidates, instead of being wasted with candidates not likely to succeed.
Reduce Absenteeism and Turnover	Reductions in Absenteeism and Turnover are expected because of the improved job fit. High job fit improves performance and job satisfaction. When people enjoy their work and become successful in their work, they are much less likely to find reasons to skip work or quit their job.

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