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 Assessments are available in six (6) primary forms that measure different combinations of attitudes, drawing from a collection of over 20 scales. 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 – 46 Minutes
• Form W6 – WorkView6 – 60 Minutes
• Form SV – ServiceView – 40 Minutes
• Form S -SalesView – 25 Minutes
• Form T – TenureView – 15 Minutes
• Form PM – Professional/Manager – 20 Minutes

ViewPoint Assessments Additional Forms

• Form SVST – Service + SalesView + Tenure – 45 Minutes
• Form W4SV – ViewPoint Form W4SV – 70 Minutes
• Form W6SV – ViewPoint Form W6SV – 80 Minutes
• Form ST – Salesview Trustworthiness – 30 Minutes
• Form W6T – WorkView6 + Tenure – 40 Minutes
• Form ST – SalesView + Tenure – 30 Minutes
• Form W5 – WorkView5 – 60 Minutes
• Form W4SVT – WorkView4 + Service + Tenure – 45 Minutes
• Form W6SVT – WorkView6 + Service + Tenure – 50 Minutes
• VPGPSA – ViewPoint General Personality Survey Form A – 60 Minutes

 

Form Descriptions

The Form SVST measures the following dimensions:

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

The Form W4SV measures the following dimensions:

• Conscientiousness
• Trustworthiness
• Managing Work Pressure
• Getting Along With Others

The Form W6SV measures the following dimensions:

• Conscientiousness
• Trustworthiness
• Managing Work Pressure
• Getting Along With Others
• Drug/Alcohol Avoidance
• Safety Orientation

The Form S measures the following dimensions:

• Achievement/Drive
• Empathy
• Persuasive Interest
• Resilience
• Work Ethic/Commitment

Form T (TenureView) includes dimension scores, which may be used to gain further insight into a candidate’s attitudes and response tendencies. A performance scale is also reported, which combines the Commitment and Work Ethic scales. This information is useful for identifying relative strengths and areas of potential concern to be explored in greater depth in an interview or other procedure (e.g., job application review or reference check). TenureView can be added to WorkView4, WorkView6, or SalesView.

• Work Ethic/ Motivation
• Commitment
• Turnover Risk Index

The Form ST SalesView + Tenure measures the following dimensions:

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

Form SV (ServiceView) – Maintaining customer relationships is critical in today’s business environment. The cost of replacing a lost customer is so high, no company can afford to risk damaging customer relationships with poor customer service or support. ServiceView tests applicants for the attitudes common to the best customer service representatives and measures an applicant’s attitude toward servicing and developing the customer/company bond. ServiceView can be added to the WorkView and TenureView Forms.

• Service
• Courtesy/Tactful
• Cooperative
• Helpful/Attentive
• People-Oriented/Extroverted

Form W4 (WorkView4) measures the degree to which a candidate can be expected to be reliable, conscientious, and work well with others. An overall score and separate scale scores are provided on the following dimensions:

• Conscientiousness
• Trustworthiness
• Managing Work Pressure
• Getting Along with Others

The Form W5 measures the following dimensions:

• Conscientiousness
• Trustworthiness
• Managing Work Pressure
• Getting Along With Others
• Reliable Performer
• Assertiveness/Leadership

Form W6 (WorkView6) If you are experiencing high levels of safety violations or rising Workers’ Compensation claims, you can benefit from evaluating an applicant’s willingness to follow safety policies and procedures. Or, if your organization has a strong position against drug use, the WorkView6 may be a better determinant of future drug use than a chemical screen at the time of hire. Candidates can clean themselves for a screen (test negative for chemicals), but their attitudes will show their true position on drug use tolerance.

WorkView6 includes the four dimensions in WorkView4, plus these two dimensions:

• Conscientiousness
• Trustworthiness
• Managing Work Pressure
• Getting Along with Others
• Drug/Alcohol Avoidance
• Safety Orientation

The Form W4SVT measures the following dimensions:

• Conscientiousness
• Trustworthiness
• Managing Work Pressure
• Getting Along With Others
• Work Ethic/ Motivation
• Commitment
• Turnover Risk Index

The Form W6SVT measures the following dimensions:

• Conscientiousness
• Trustworthiness
• Managing Work Pressure
• Getting Along With Others
• Work Ethic/ Motivation
• Commitment
• Drug/Alcohol Avoidance
• Safety Orientation
• Turnover Risk Index

Form VPGPSA is based on the Big Five, the industry standard in personality assessment. Listed below, each GPS Major Scale is also further divided into 4 to 5 additional Component Scales. Composed of 155 non-intrusive, behavioral questions, the GPS is unlikely to cause concerns about job relevance. Research shows that GPS scores accurately predict job performance & how someone will be described by others.

• Agreeableness (kind vs. tough)
• Conscientiousness (structured vs. easygoing)
• Extraversion (outgoing vs. reserved)
• Openness (conceptual vs. practical)
• Stability (steady vs. unpredictable)

The GPS also provides feedback on three groups of specialized Occupational Scales.

• Leadership (Establishing and Managing)
• Specialist (Creating, Selling, and Analyzing)
• Associate (Implementing and Providing Service)

Form PM (Professional/Manager) is a hiring assessment recommended for positions such as:

Entry-level managers (i.e., first managerial position, and not a “Management Trainee”),
Supervisory positions with 5+ direct reports and/or significant security, fiduciary or client responsibilities,
Individuals critical to the organization’s success (e.g., the receptionist in a small company who has considerable client contact) and
Other exempt and skilled positions above the entry level requiring more in-depth analysis of candidate work attitudes. It measures characteristics consistent with the professionally accepted Five-Factor model of personality.

The ViewPoint Assessments Form PM provides scores on seven primary scales, including Sociability, Interpersonal Sensitivity, Ambition, Adjustment, Prudence, Inquisitive and Learning Approach. The PM scales may be used in different combinations and scoring procedures to tailor the assessment to particular demands of a job and organization. is designed to identify employees who will fit and be effective in key contributor and leadership roles. ViewPoint PM takes a more general approach to measurement, using personality items to measure candidate characteristics and traits. These item types are suitable for higher-level jobs, in which candidates accept and even expect a deeper level of assessment during the recruitment process.

• Being conscientious and productive
• Working constructively with others
• Maintaining composure and thriving under pressure
• Being an effective leader
• Solving problems with ingenuity

The ViewPoint PM is available in Spanish

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.