Measure Core Performance Indicators
An effective employee selection process can have a tremendous impact on an organization's bottom line. MSEC has assessments that measure an individual's personality, cognitive reasoning, and attitudes. Understanding these key performance indicators will enable your organization to hire employees with a greater degree of job fit.

Based upon years of research, these assessments have a proven history of successfully predicting job performance and reducing turnover across a variety of industries and jobs. Furthermore, the job-fit reports are tailored for specific jobs so that you can better understand a person's scores in light of the job they will be performing.

Partial List of Job-Fit Reports:

Administrative Financial Retail Cashier/Clerk Bank Teller Health Caregiver Sales Customer Service Hospitality Project Management Engineering	Industrial Entrepreneur Management Warehouse Executive Property Leasing Restaurant Manager Human Resources Graphic Artist
View a full list of Job-Fit Reports

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Personality
The Big-5 model of normal personality is one of the most heavily researched and widely accepted models of personality.

Based on Big-5 personality research, the assessment measures:

• Conscientious:
  Describes the degree to which the individual is persistent, motivated and organized, ranging from being highly disciplined and dependable to being lackadaisical and carefree.
• Tough-Minded:
  Describes the degree to which the person is pleasant and agreeable, ranging from being warm, tolerant and tactful, to being tough minded, skeptical and direct.
• Conventional (Rules):
  Describes the degree to which the individual is predictable, rules oriented and structured, to being open to new ideas, adventuresome and inconsistent.
• Extroverted:
  Describes the style and focus of an individual's emotional energy, ranging from being outgoing, dominant, ambitious and sociable, to being introverted, shy and quiet.
• Stable:
  Involves the degree to which an individual is emotionally stable and resistant to stress, ranging from being well-adjusted, calm, self-confident and poised, to being sensitive and anxious.
• Teamwork:
  In addition, the assessment includes a Teamwork scale that measures the applicant's attitudes toward teamwork versus individualized work environments.
• Good Impression:
  Measures the degree to which the person responded frankly to the test items or responded in such a way to make a good impression.

Cognitive Reasoning
A general reasoning scale that measures problem solving and learning speed.

Personality and Cognitive Assessment Features:

• Behavioral Interview Question Report: Follow-up questions based on a person's scores on each dimension.
• Coaching reports are also available to use for developmental purposes.
• Customized reporting to your needs based on profiling specific jobs, or simply by changing the look of the report to mirror your internal process is also available.

Attitudes
Pinpoint Counter-productive Work Behaviors

Attitudes is a contemporary integrity test - a cost-effective screening procedure for identifying job applicants whose behavior, attitudes, and work-related values are likely to interfere with their success as employees.

Attitudes consists of a modular objective questionnaire ranging from a core set of 80 true/false items to a full assessment measuring all of the scales containing 140 true/false items. Depending on how many scales are included, it can be completed by the job applicant in 10-15 minutes. It yields an objectively generated report addressing the degree of potential concern regarding the six major scales and an internal validity scale identified below.

The assessment measures:
(Scores range from Low Concern to High Concern):

• Conscientiousness/Dependability Concerns:
  Low concern scorers are dependable, conscientious and reliable. High scorers can be undependable, careless, lazy and disorganized.
• Hostility/Aggression Concerns:
  Low concern scorers handle their feelings well and are unlikely to be disruptive. High scorers can be aggressive, hostile, disruptive, and have poor control of their anger.
• Substance Abuse Concerns:
  Low concern scorers report of no problems with alcohol and/or illegal drugs. High scorers report substantial use of alcohol and/or illegal drugs and may be disruptive.
• Integrity/Honesty Concerns:
  Low concern scorers report no problem with workplace dishonesty. High scorers have the potential for dishonest behavior in the workplace.
• Computer Abuse Concerns:
  Low concern scorers report using workplace computers only for work-related uses. High scorers report using their computers in ways that are unrelated to their work activities or are disruptive to their work.
• Sexual Harassment Concerns:
  Low concern scores are unlikely to engage in sexual harassment at work. High scorers have attitudes and behaviors regarding sexuality that are likely to be considered as harassment by the opposite sex.
• Good Impression:
  Low concern scorers are open about acknowledging their normal faults and imperfections. High scorers deny normal shortcomings and exaggerate personal virtues, suggesting that their scores on the other scales may be artificially depressed by their efforts to make a good impression. Scores on this scale can be used to determine the degree of confidence that should be placed in the remainder of the profile.

Attitudes Reporting Features:

• Interpretive Report:
  Describes the score in each scale and what it means.
• Graph Report:
  A quick snapshot of the participant's scores and what level of concern they fall into.
• Behavioral Interview Question Report:
  Follow-up questions based on which assessment items the participant answered in a counter-productive manner.