Use the ViewPoint Assessments to assess attitudes and characteristics critical for success in a wide range of jobs, from hourly and entry-level to management level, in virtually all industries.  Before you invest the time and money to train a new employee, test your applicants for skills like:

• Achievement/Drive
• Empathy
• Persuasive Interest
• Resilience
• Work Ethic/Commitment
• Turnover Risk Index

This test provides the answers you need to make informed hiring and promotion decisions.

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ViewPoint Assessments measure attitudes and characteristics critical for successful performance in a wide range of jobs, from hourly, entry-level positions to management level, in virtually all industries – financial, manufacturing, retail, hospitality, construction, healthcare, real estate, logistics, transportation, and more.

The ViewPoint tools are available in five (5) primary forms that measure different combinations of attitudes, drawing from a collection of over 20 scales.

There are 13 Viewpoint assessments available.

These forms provide a great deal of flexibility and enable the assessment to be tailored to the particular demands of the job and needs of the organization.

The WorkView tools are a collection of behavioural and motivational assessments to help agencies identify high-quality, conscientious, safety-oriented employees. Their content is based on a wide range of public safety positions and the items were developed to represent critical job behaviours and outcomes. These are specifically for use in employee selection and placement – and are written in a language and context relevant to the job.

The WorkView tools are customized to fit each job group. Competencies measured include conscientiousness, trustworthiness, managing work pressure, getting along with others, courteous/tactful, cooperative, helpful/attentive, people-oriented/extroverted, commitment, work ethic/motivation, and turnover. The assessments leverage a broad range of item types (biographical data, situational questions, self descriptions, and attitudes towards work) to assess non-cognitive characteristics, while also making use of the Response Elaboration Technique (RET), an approach found to be effective in promoting candid responses among candidates.

The potential job performance of a candidate is not measured only by their technical knowledge and abilities. These factors are important, but to get a full picture of a candidate’s potential, employers must also identify how a candidate will behave on the job. In order to identify candidates who are both competent and will practice appropriate work behaviours, the WorkView Series of assessments were developed.

The Viewpoint Assessments combinations offered include the following:

ViewPoint Assessments Primary Forms

• Form W4 WorkView4
• Form W6 WorkView6
• Form SV ServiceView
• Form S SalesView
• Form T TenureView

ViewPoint Assessments Additional Forms

• Form SVST ServiceView + SalesView + TenureView
• Form ST SalesView + TenureView
• Form STr Salesview + Trustworthiness
• Form W4SV WorkView 4 + ServiceView
• Form W4SVT WorkView 4 + Service + Tenure
• Form W6SV WorkView 6 + ServiceView
• Form W6SVT WorkView 6 + ServiceView + TenureView
• Form W6T WorkView 6 + TenureView

Form Descriptions

Workview 4 – The W4 measures the following key dimensions:

• Conscientiousness – the likelihood a candidate will be a reliable, dependable employee
• Trustworthiness – the likelihood a candidate will refrain from theft, rule violations and misuse of company resources
• Managing Work Pressure – how well a candidate will thrive in a fast-paced, demanding work environment
• Getting Along with Others – the degree to which a candidate will remain even-tempered and in control, free of hostility

In many industries, more separation decisions are based on employee attitude problems than inability to perform. ViewPoint provides an objective, non-intrusive way for you to select candidates with the values and work attitudes desired by your organization. Attitude testing provides a tool to help human resources professionals and hiring managers overcome limitations inherent in subjective measures, such as resumes and reference checks.

The W4 contains 67 items that can be administered in approximately 10-15 minutes, and has a generous time limit of 45 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

The following applies to all Viewpoint titles:  The questions job applicants see in the W4 were developed through careful job analysis and evaluation of incidents critical to job success and failure. Test items are posed in typical employment settings, and the questions reflect typical workers’ attitudes and approaches to work known to influence job performance. Care was taken to ensure the questions would appear reasonable and job-related to applicants.

The job-relevancy of the W4 contrasts favorably to other inventories that contain numerous test items with little or no relevancy to the job.  The W6 brings no concerns regarding intrusiveness or potential legal ramifications.

Criterion-related studies support the validity of the W4 in predicting job performance, training proficiency, and turnover. These studies are documented in a series of technical manuals available upon request.

To ensure accuracy, scales are also embedded within the W4 to evaluate the inconsistency of applicant responses and the tendency of the applicant to exaggerate desirable qualities (Carelessness and Faking).

Analyses conducted on pilot and validation samples, as well as numerous additional later studies, show little or no score differences among groups protected by the EEOC – the W4 resulted in no adverse impact. In addition, statistical analysis for prediction bias indicates fairness for ethnic, racial and gender groups.

Further, the W4 is supported by extensive norms that enable the comparison of candidate scores to well targeted reference groups in dozens of jobs and industries.

Workview 6 – The W6 measures the following key dimensions:

• Conscientiousness – the likelihood a candidate will be a reliable, dependable employee
• Trustworthiness – the likelihood a candidate will refrain from theft, rule violations and misuse of company resources
• Managing Work Pressure – how well a candidate will thrive in a fast-paced, demanding work environment
• Getting Along with Others – the degree to which a candidate will remain even-tempered and in control, free of hostility
• Drug/Alcohol Avoidance – the likelihood a candidate’s performance or productivity will be free from disruption due to patterns of alcohol and illegal drug use
• Safety Orientation – the degree to which a candidate will abide by safety guidelines and precautions and avoid taking unnecessary risks

The W6 contains 87 items that can be administered in approximately 15-20 minutes, and has a generous time limit of 60 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

ServiceView – ServiceView measures attitudes common to the best customer service representatives and assesses an individual’s attitudes toward servicing and developing the customer/company bond. ServiceView provides a single, overall scored based on items addressing the following key dimensions:

• Courteous/Tactful – the likelihood an individual will be considerate and respectful toward others, polite when dealing with others, never hostile or argumentative, and aware of the impact that he/she has on others
• Cooperative – an individual’s willingness to work with others to accomplish a common goal, to accommodate the needs and objectives of others, and to be flexible when dealing with others
• Helpful/Attentive – an individual’s propensity to be perceptive and mindful of others, pay attention to others’ needs and actions, notice and respond to others’ suggestions, requests or questions, and respond to others in a considerate and helpful manner
• People-Oriented/Extroverted – the extent to which an individual enjoys working with people, as opposed to working alone, is not shy, and is comfortable in dealing with all sorts of people in a variety of situations (e.g., face-to-face, by phone)

ServiceView contains 57 items that can be administered in approximately 10-15 minutes, and has a generous time limit of 40 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on the overall ServiceView score in a clear, easy-to-read chart format.

SalesView – SalesView measures attitudes common to the best salespeople, including the following key dimensions:

• Achievement/Drive – working hard to achieve goals; being competitive, energetic, and ambitious; overcoming barriers to pursuing goals
• Persuasive Interest – desire and willingness to influence the behavior or views of others, to promote or sell a product or idea and to be assertive in expressing one’s views
• Empathy – tendency for recognizing the behavior and expressed feelings of others and responding appropriately, seeking to understand the needs and views of others, noticing the details in a situation and the reactions of others, and listening to others and seeing others’ points of view
• Resilience – ability to tolerate rejection and easily dismiss potentially annoying or frustrating people and situations, being persistent and not easily dissuaded from striving to achieve goals, overcoming setbacks, and remaining self-confident
• Work Ethic/Commitment – intentions and attitudes about remaining on the job and job-seeking activity, understanding of the job and its relevance to career goals, valuing hard work and responsibility, and gaining satisfaction and associating self-worth with job success

SalesView contains 74 items that can be administered in approximately 15-20 minutes, and has a time limit of 25 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

TenureView – TenureView adds value to a selection program by identifying candidates who have high performance potential and low risk for voluntary turnover. TenureView contains three primary scales:

• Commitment – stated intentions and attitudes about remaining on the job and job-seeking activity, understanding the job and seeing its relevance to career goal, and being willing to expend extra effort for the organization
• Work Ethic/Motivation – attitudes about the importance of work, the need to be successful, and gaining satisfaction from job success; includes valuing hard work and responsibility, taking pride in one’s work, and associating self-worth with job success
• Turnover Risk – designed to measure the likelihood an applicant will quit voluntarily after being hired

TenureView contains 38 items that can be administered in approximately 5-7 minutes, and has a time limit of 15 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

ServiceView + SalesView + TenureView – The SST measures the following key dimensions:

• Achievement/Drive – working hard to achieve goals; being competitive, energetic, and ambitious; overcoming barriers to pursuing goals
• Persuasive Interest – desire and willingness to influence the behavior or views of others, to promote or sell a product or idea and to be assertive in expressing one’s views
• Empathy – tendency for recognizing the behavior and expressed feelings of others and responding appropriately, seeking to understand the needs and views of others, noticing the details in a situation
• and the reactions of others, and listening to others and seeing others’ points of view
  Resilience – ability to tolerate rejection and easily dismiss potentially annoying or frustrating people and situations, being persistent and not easily dissuaded from striving to achieve goals, overcoming setbacks, and remaining self-confident
• Service Orientation – measures a candidate’s attitude toward servicing and developing the customer/company bond
• Commitment – reflects stated intentions and attitudes about remaining on the job and job-seeking activity, understanding the job and seeing its relevance to career goals, and being willing to expend extra effort for the organization
• Work Ethic/Motivation – reflects attitudes about the importance of work, the need to be successful, and gaining satisfaction from job success
• Turnover Risk – the likelihood an applicant will quit voluntarily after being hired

The SST contains 137 items that can be administered in approximately 25-35 minutes, and has a time limit of 45 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

SalesView + TenureView – The ST measures the following key dimensions:

• Achievement/Drive – working hard to achieve goals; being competitive, energetic, and ambitious; overcoming barriers to pursuing goals
• Persuasive Interest – desire and willingness to influence the behavior or views of others, to promote or sell a product or idea and to be assertive in expressing one’s views
• Empathy – tendency for recognizing the behavior and expressed feelings of others and responding appropriately, seeking to understand the needs and views of others, noticing the details in a situation and the reactions of others, and listening to others and seeing others’ points of view
• Resilience – ability to tolerate rejection and easily dismiss potentially annoying or frustrating people and situations, being persistent and not easily dissuaded from striving to achieve goals, overcoming setbacks, and remaining self-confident
• Commitment – reflects stated intentions and attitudes about remaining on the job and job-seeking activity, understanding the job and seeing its relevance to career goals, and being willing to expend extra effort for the organization
• Work Ethic/Motivation – reflects attitudes about the importance of work, the need to be successful, and gaining satisfaction from job success
• Turnover Risk – the likelihood an applicant will quit voluntarily after being hired

The ST contains 88 items that can be administered in approximately 15-20 minutes, and has a time limit of 30 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

Salesview + Trustworthiness – The STr measures the following key dimensions:

• Achievement/Drive – working hard to achieve goals; being competitive, energetic, and ambitious; overcoming barriers to pursuing goals
• Persuasive Interest – desire and willingness to influence the behavior or views of others, to promote or sell a product or idea and to be assertive in expressing one’s views
• Empathy – tendency for recognizing the behavior and expressed feelings of others and responding appropriately, seeking to understand the needs and views of others, noticing the details in a situation and the reactions of others, and listening to others and seeing others’ points of view
• Resilience – ability to tolerate rejection and easily dismiss potentially annoying or frustrating people and situations, being persistent and not easily dissuaded from striving to achieve goals, overcoming setbacks, and remaining self-confident
• Work Ethic/Commitment – reflects stated intentions and attitudes about remaining on the job and job-seeking activity, valuing hard work and responsibility, and gaining satisfaction and associated self-worth with job success
• Trustworthiness – the likelihood a candidate will refrain from theft, rule violations, and misuse of company resources

The STr contains 88 items that can be administered in approximately 15 minutes, and has a time limit of 30 minutes . Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

WorkView 4 + ServiceView – The W4SV measures the following key dimensions:

• Conscientiousness – the likelihood a candidate will be a reliable, dependable employee
• Trustworthiness – the likelihood a candidate will refrain from theft, rule violations and misuse of company resources
• Managing Work Pressure – how well a candidate will thrive in a fast-paced, demanding work environment
• Getting Along with Others – the degree to which a candidate will remain even-tempered and in control, free of hostility
• Service Orientation – measures a candidate’s attitude toward servicing and developing the customer/company bond

The W4SV contains 101 items that can be administered in approximately 20-25 minutes, and has a generous time limit of 45 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

WorkView 4 + ServiceView + TenureView – The W4SVT measures the following key dimensions:

• Conscientiousness – the likelihood a candidate will be a reliable, dependable employee
  Trustworthiness – the likelihood a candidate will refrain from theft, rule violations and misuse of company resources
• Managing Work Pressure – how well a candidate will thrive in a fast-paced, demanding work environment
• Getting Along with Others – the degree to which a candidate will remain even-tempered and in control, free of hostility
• Service Orientation – measures a candidate’s attitude toward servicing and developing the customer/company bond
• Commitment – reflects stated intentions and attitudes about remaining on the job and job-seeking activity, understanding the job and seeing its relevance to career goals, and being willing to expend extra effort for the organization
• Work Ethic/Motivation – reflects attitudes about the importance of work, the need to be successful, and gaining satisfaction from job success
• Turnover Risk – the likelihood an applicant will quit voluntarily after being hired

The W4SVT contains 131 items that can be administered in approximately 25-35 minutes, and has a generous time limit of 70 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

WorkView 6 + ServiceView – The W6SV measures the following key dimensions:

• Conscientiousness – the likelihood a candidate will be a reliable, dependable employee
  Trustworthiness – the likelihood a candidate will refrain from theft, rule violations and misuse of company resources
• Managing Work Pressure – how well a candidate will thrive in a fast-paced, demanding work environment
• Getting Along with Others – the degree to which a candidate will remain even-tempered and in control, free of hostility
• Drug/Alcohol Avoidance – the likelihood a candidate’s performance or productivity will be free from disruption due to patterns of alcohol and illegal drug use
• Safety Orientation – the degree to which a candidate will abide by safety guidelines and precautions and avoid taking unnecessary risks
• Service Orientation – measures a candidate’s attitude toward servicing and developing the customer/company bond

The W6SV contains 121 items that can be administered in approximately 20-30 minutes, and has a generous time limit of 50 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

WorkView 6 + ServiceView + TenureView – The W6SVT measures the following key dimensions:

• Conscientiousness – the likelihood a candidate will be a reliable, dependable employee
• Trustworthiness – the likelihood a candidate will refrain from theft, rule violations and misuse of company resources
• Managing Work Pressure – how well a candidate will thrive in a fast-paced, demanding work environment
• Getting Along with Others – the degree to which a candidate will remain even-tempered and in control, free of hostility
• Drug/Alcohol Avoidance – the likelihood a candidate’s performance or productivity will be free from disruption due to patterns of alcohol and illegal drug use
• Safety Orientation – the degree to which a candidate will abide by safety guidelines and precautions and avoid taking unnecessary risks
• Service Orientation – measures a candidate’s attitude toward servicing and developing the customer/company bond
• Commitment – reflects stated intentions and attitudes about remaining on the job and job-seeking activity, understanding the job and seeing its relevance to career goals, and being willing to expend extra effort for the organization
• Work Ethic/Motivation – reflects attitudes about the importance of work, the need to be successful, and gaining satisfaction from job success
• Turnover Risk – the likelihood an applicant will quit voluntarily after being hired

The W6SVT contains 151 items that can be administered in approximately 30-40 minutes, and has a generous time limit of 80 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

WorkView6 + TenureView – The W6T measures the following key dimensions:

• Conscientiousness – the likelihood a candidate will be a reliable, dependable employee
• Trustworthiness – the likelihood a candidate will refrain from theft, rule violations and misuse of company resources
• Managing Work Pressure – how well a candidate will thrive in a fast-paced, demanding work environment
• Getting Along with Others – the degree to which a candidate will remain even-tempered and in control, free of hostility
• Commitment – reflects stated intentions and attitudes about remaining on the job and job-seeking activity, understanding the job and seeing its relevance to career goals, and being willing to expend extra effort for the organization
• Work Ethic/Motivation – reflects attitudes about the importance of work, the need to be successful, and gaining satisfaction from job success
• Turnover Risk – the likelihood an applicant will quit voluntarily after being hired

The W6T contains 117 items that can be administered in approximately 20-30 minutes, and has a generous time limit of 40 minutes. Advanced training is not required to administer the assessment or to interpret results, though Talogy industrial psychologists and consultants are available to assist in the assessment use and interpretation is desired. Score reports provide the percentile ranking on each of the dimensions, as well as an overall score. The dimension scores are displayed in a clear, easy-to-read chart format, allowing you to emphasize dimensions that are most important for your setting.

ViewPoint Assessments Scale Definitions

Achievement/Drive: Working hard to achieve goals; being competitive, energetic, and ambitious; and overcoming barriers to pursue goals.

Adjustment: Adjustment reflects the degree to which a person is calm and confident; or conversely, is moody and self-critical.

Ambition: Ambition reflects the degree to which a person is leader-like, seeks status, and values achievement.

Conscientiousness: The likelihood that a candidate will be a reliable and dependable employee. Related factors include work attitude and ethic, achievement/ambition, careful decision making, determination/persistence, and dependability.

Drug/Alcohol Avoidance: The likelihood that candidate performance and productivity will be free from disruptions due to patterns of alcohol and illegal drug use. Related factors include drug/alcohol attitudes and behaviour, beliefs about employer drug/alcohol policy, and tolerance for co-worker drug/alcohol use. NOTE: ASSESSMENTS WITH DRUG AVOIDANCE SCALES MAY NOT BE USED BY CANADIAN EMPLOYERS

Empathy: Recognizing the behaviour and expressed feelings of others and responding appropriately; seeking to understand the needs and views of others; noticing the details in a situation and the reactions of others; and listening to others and seeing others’ points of views.

Getting Along With Others: The degree to which a candidate will remain even-tempered and in control, free of hostility. Related factors include hostility, aggression, impulse control, and physical violence.

Inquisitive: Inquisitive reflects the degree to which a person is curious, adventurous, and Imaginative; or conversely, tends to be practical and focused.

Interpersonal Sensitivity: Interpersonal Sensitivity reflects the degree to which a person has social skill, tact, and perceptiveness.

Learning Approach: Learning Approach reflects the degree to which a person enjoys academic activities and values education as an end in itself; or conversely, is more interested in hands-on learning.

Managerial Potential: Managerial Potential reflects the degree to which a person appears capable of supervising others in a pleasant and effective fashion.

Managing Work Pressure: The degree to which a candidate will thrive in a fast-paced and demanding work environment. Related factors include poise, stress tolerance, reaction to feedback, and self-sufficiency.

Persuasive Interest: Having a desire and willingness to influence the behaviour or views of others; to promote or sell a product or idea; and to be assertive in expressing one’s views.

Prudence: Prudence reflects is the degree to which a person is conscientious, has self-control, and follows rules.

Reliability: Reliability reflects the degree to which a person is seen as honest, dependable, and responsive to supervision.

Resilience: Being tolerant of rejection and “shrugging off” potentially annoying or frustrating people and situations; being persistent and not easily dissuaded from striving to achieve goals; overcoming setbacks; and remaining self-confident.

Safety Orientation: The likelihood that a candidate will abide by safety guidelines and precautions and avoid taking unnecessary safety risks. Related factors include safety attitudes and behaviour, cautiousness, and risk avoidance.

Service Orientation: Service Orientation reflects the degree to which a person appears pleasant, courteous, cooperative, and helpful in dealing with customers, clients, and co-workers.

Sociability: Sociability reflects the degree to which a person appears talkative, socially self-confident, and dislikes working by themselves.

Stress Tolerance: Stress Tolerance reflects the degree to which a person handles pressure well and is not tense or anxious.

Trustworthiness: The likelihood that a candidate will refrain from theft, rule violations, and misuse of company resources. Related factors include theft attitudes and behaviour, honesty, and rule following.

Turnover Risk Index: Reflects the likelihood that an applicant will voluntarily quit after being hired. It includes a variety of items reflecting work ethic, commitment, and stability (non-impulsive behaviour).

Work Ethic/Commitment: Stated intentions and attitudes about remaining on the job and job-seeking activity; understanding the job and seeing its relevance to career goals; valuing hard work and responsibility; and gaining satisfaction and associating self-worth with success.