Prevue Assessment helps you hire top performers for Sales and Management positions. It is also used for coaching, team development, and succession planning. The Prevue Assessment is a powerful and precise candidate assessment strategy Canada for measuring and matching work-related characteristics. Talent selection decisions made with the assistance of Prevue Assessment provide measurable business outcomes including: an increase in their hiring success rate, a reduction in overall turnover, and an increase in employee performance and productivity.
Prevue Sten Scores range from 1 to 10. Sten scores are a tool used in statistics and they divide a scale into 10 units. It is worth remembering that these are not 10 equal units but rather designed to create a bell curve. Using Sten scores means that the majority of people will fall into the average range and around 2% will fall into the extreme ranges of 1 or 10 on our bell curve. A Prevue Sten score indicates a person’s approximate position on the bell curve relative to the other people in the working population. Prevue Sten scores show us what percentage of the Working Population will score within each sten.
General Ability — an overall indication of how well people work and learn. It is an excellent predictor of performance in a wide range of occupations and training courses. Low scores (1, 2, 3) are good for jobs requiring monotonous repetition and/or unskilled manual labor. Mid-range (4, 5, 6, 7) are usually better for jobs requiring more training such as clerical work, administration, and/or skilled labor. High scores (8, 9, 10) are often important for decision-makers, managers, and advanced technical positions.
Working with Numbers — a specific measure of numeracy and reasoning with numbers. It shows a person’s ability to use numbers for abstract reasoning and problem-solving. In many occupations—clerical, accounting, technical, sales, and managerial—the ability to work with numbers is essential.
Working with Words — a specific measure of literacy and problem-solving with words. It is the ability to use written language for reasoning and problem-solving. In many occupations—clerical, administrative, technical and managerial—the ability to work with written language is a fundamental requirement. While fluency or direct communication is different from verbal reasoning, there is a moderate correlation between scores on this scale and communication skill. People who score at the upper end of Working with words are more likely to be good communicators, but excellent fluency and good communication skills can occur irrespective of scores on this scale. Fluency can be assessed from the résumé and covering letter, and oral communication skills should be measured in the interview.
Working with Shapes — a specific measure of mental manipulation of dimensional shapes. It involves several facets of mental ability. Most important is the ability to imagine how something will look when it is moved in space or when its component parts are rearranged. Spatial visualization skills are important for tasks such as interpreting blueprints and diagrams, understanding graphs and charts, and arranging objects for display or storage.
Working with people — a specific measure of enthusiasm for social contact. It indicates the preferred frequency, quality, and intensity of social contact for optimal job satisfaction. This satisfaction influences performance, especially in the long term.
Working with data — a specific measure of zeal for dealing with information. It measures interest in information and analytical processes as well as overall motivation to work with facts and figures.
Working with things — a specific measure of incentive to use equipment and tools. It measures willingness to manipulate tools and machines and to operate equipment, computers, and other inanimate objects.
Personality scales describe core behavior patterns. Core behaviors are the actions, activities or reactions that are most intrinsic or natural. For example, naturally submissive people may learn to act assertively in given situations where they must be forceful to achieve success, but their core behavior is still to be submissive. In most situations, they will prefer to be submissive, not assertive. Core behaviors are reliable but they are not how all people act all of the time, under all conditions, in all situations. The Prevue personality scales measure characteristics most likely to affect job performance. These measurements are essential for successfully matching people to jobs. There are four major scales based on eight minor scales:
Diplomatic to Independent - a major scale measuring willingness to compromise self-interest to be diplomatic in establishing relationships with others. It is based on a person’s competitive instincts and assertiveness.
Spontaneous to Conscientious - a major scale describes the actions of those who seldom plan anything and whose responses are almost always spontaneous versus those who tend to display consistent, planned and predictable behavior. It is based on the minor scales relating to conventional and organized behavior.
Introvert to Extrovert - a major scale describing how a person interacts with others and measures the degree of social contact required. It is based on the minor scales for group-oriented and outgoing behavior.
Emotional to Stable – a major scale describes reactions to changing conditions and new people. It is based on the minor scales related to restlessness and excitability.
Social desirability - indicates how much the desire to present a good impression has influenced answers in the Prevue Assessment. Most people will score in the middle range (4,5,6,7), but both high and low scores must be reviewed with care.
The Prevue Assessment is a valid and reliable candidate assessment strategy Canada that can be used for a wide range of positions. It is available in English, Francais, Deutch, Arabic, Russian, Espanol, Portuguese, Dutch and Indonesian. Contact us to get started.