Customer Service is a general indicator of the individual's ability to engage in service-oriented behaviors as defined by the scales in this battery. This battery is appropriate for all jobs that require service-related interaction with prospects and/or customers.

Call Center - Customer Service is a general indicator of the individual's ability to provide excellent customer service to customers within a call center environment.

Call Center - Sales is a general indicator of the individual's ability to persuade prospects and existing customers to purchase specific products and/or services within a call center environment.

Hospitality is a general indicator of the individual's ability to perform the basic functions of entry-level, customer facing hospitality jobs (e.g., front desk personnel, bell hops, food servers, customer service).

Retail is a general indicator of the individual's ability to perform the basic functions of entry - level retail jobs including cashier, stock and customer service personnel. If the job requires sales, see Retail - Sales.

Retail - Sales is a general indicator of the individual's ability to perform the basic functions of entry-level retail jobs with special emphasis on sales.

Sales is a general indicator of the individual's ability to persuade prospects and existing customers to purchase specific products and/or services. This battery is appropriate for most sales-related jobs.

Teller is a general indicator of the individual's ability to perform the basic functions a bank teller in an efficient and effective manner. This battery is appropriate for most banking jobs involving customer service and the handling of money.

Risk Free is a general indicator of the individual's propensity to engage in inappropriate workplace behaviors as defined by the scales included in this battery. This battery is appropriate for most jobs, particularly entry level positions.

Workplace Skills is a general indicator of the individual's ability to perform the basic skills that underlie most entry level through supervisory positions (i.e., math skills, attention to detail, grammar and basic writing ability).

Management is a general indicator of the individual's ability to lead and manage others. Adding the Cognitive component helps identify those who can also problem solve, learn and think quickly.

Supervision is a general indicator of the individual's ability to mentor and supervise others. Adding the Reasoning component helps identify those who have the ability to learn quickly and problem solve.

Workplace Personality is a general indicator of the individual's strength or weakness on ten personality dimensions generally perceived to be important for a wide range of occupations. The individual scale scores offer detailed insights with respect to the applicant's personality and potential job fit.

Healthcare-Service is a general indicator of the individual's ability to engage in service-oriented behaviors within the Healthcare environment. This battery is appropriate for healthcare professionals who interact with patients (e.g., nurses, doctors, therapists, healthcare technicians, etc.).

Light Industrial is a general indicator of the individual's ability to perform the basic skills that underlie most entry-level through supervisory positions within a manufacturing or light industrial setting, such as basic math, assembly, and inspection. Other key characteristics assessed are safety and attendance attitudes and reliable work habits.

Work Ethic is a general indicator of the individual's ability to be dependable, trustworthy and conscious about attendance and rules compliance. These characteristics are essential for most, if not all, entry-level through supervisory positions.

The C5 Elite Applicant Profile is a general indicator of five behavioral constructs essential for a wide range of jobs across most industries. These five constructs are: Commitment, Conscientiousness, Cooperativeness, Control and Competitiveness.

The C5 Elite Athlete Profile is a general indicator of five behavioral constructs found to be predictive of athletic success and longevity in sports. These five constructs are: Commitment, Conscientiousness, Cooperativeness, Control and Competitiveness.

The C5 Elite Military Profile is a general indicator of five behavioral constructs essential for a wide range of jobs within the military. These five constructs are: Commitment, Conscientiousness, Cooperativeness, Control and Competitiveness.

Achievement Drive measures the degree to which the individual is likely to be competitive and driven to be the best. This characteristic is important for jobs where the attainment of established goals and benchmarks are important (e.g., sales jobs). It is also important for jobs where there may be competition within departments or between coworkers and positions where the individual is expected to grow and advance to higher levels within the organization.

Assertiveness measures the degree to which the individual is likely to assert him/herself, speak his/her mind and enjoy taking control or the lead in group situations. This characteristic is important for jobs where a strong personality is a plus (e.g., most sales jobs and managerial positions).

Attendance/Responsibility measures the degree to which the individual is likely to be dependable, stable, takes responsibility for his/her actions and as a result, is not likely to have attendance problems. This characteristic is appropriate for all jobs.

Candidness measures the degree to which the individual is likely to be candid and accurate in his/her responses and is therefore not trying to outsmart the test in an effort to present him/herself in a more favorable light. The results of this scale should be used as a "red flag" to make you aware that some candidates may be trying "fake" the test. For example, if a candidate scores High on the behavioral scales in this assessment and he/she scores Low on Candidness, there is the chance that he/she was able to elevate his/her scores on the assessment by trying to make him/herself look good. High behavioral scale scores that are accompanied by Low Candidness scores warrants some additional follow-up during the interview or reference checks to confirm the candidate's behavioral scale scores are in line with his/her previous work history.

Creativity measures the degree to which the individual is inventive and creative in their thoughts and ideas. This characteristic is important for jobs requiring innovative thinking (e.g., creative positions, marketing, product development and some management jobs).

Drug Free Attitudes measures the degree to which the individual is likely to be free of illegal drug use related problems that will affect his/her work. This characteristic is important for most jobs, but especially those involving the use a machinery or equipment where the safety of the employee and coworkers could be at risk.

Energy measures the degree to which an individual is likely to demonstrate energy, passion and vitality throughout the workday. This characteristic is important for most fast paced jobs and jobs involving multi-tasking.

Extraversion measures the degree to which the individual is likely to be outgoing, sociable and assertive in his/her interactions. This characteristic is important for jobs requiring strong, outgoing personalities and strong social skills (e.g., sales, marketing and some management jobs).

Flexibility measures the degree to which the individual is likely to be able to adapt to change and is more open minded than stubborn. This characteristic is important for fast paced jobs where priorities often shift. It is also important for organizations that are in transition or are expecting changes that will affect work duties and responsibilities.

Healthcare - Compassion measures the degree to which the individual is caring and is likely to go out of his/her way to assist patients. This characteristic is important for all healthcare-related jobs.

Healthcare - Patient Relations measures the degree to which the individual is friendly, people-oriented and exhibits excellent interpersonal skills when interacting with patients. This characteristic is important for all healthcare-related jobs.

Healthcare - Stress Tolerance measures the degree to which the individual is likely to demonstrate patience and calmness during times of conflict and pressure at work. This characteristic is appropriate for most jobs within healthcare.

Healthcare - Team Player measures the degree to which the individual is likely to cooperate in all aspects of his/her work relationships including working in harmony with others to achieve a common goal. This characteristic is important for healthcare jobs requiring interaction and cooperation among coworkers.

Helping Disposition measures the degree to which an individual is friendly and is likely to go out of his or her way to assist or help customers and/or co-workers. This characteristic is important for most, if not all, jobs.

Leadership measures the degree to which the individual has the necessary interest, ability and disposition necessary to perform in a leadership capacity. Leadership is important for jobs that require the management of others and/or the coordination of the work of others to accomplish the organization's goals. Supervisors, managers and team or group leaders need leadership characteristics to be successful.

Non Violent Attitudes measures the degree to which the individual is likely to respect others and not engage in aggressive workplace behaviors such as intentionally damaging company property or resorting to physical or verbal threats. While only a small percentage of the workforce is ever involved in incidents involving workplace violence, the high cost of incidents resulting from workplace aggression makes this an appropriate characteristic to measure for most, if not all, jobs.

Problem Solving Interest measures the degree to which the individual enjoys working on mentally challenging tasks, enjoys problem solving and utilizes creative thinking when engaged in problem solving activities. Some examples of jobs where this ability would be appropriate would be jobs in product development, marketing or research oriented jobs. Also, jobs that require creativity in decision making or problem solving or jobs that require coming up with enhancements to current processes and procedures.

Reliability measures the degree to which the individual is likely to be dependable, hardworking and conscientious about the quality of his/her work. This characteristic is appropriate for all jobs.

Rules Compliance measures the degree to which the individual is likely to follow company policies and adhere to rules and procedures established by management. This characteristic is appropriate for most, if not all jobs, with special emphasis on jobs requiring much trust (e.g., bank teller, cashier) and positions of authority (security guards, police officers).

Safety measures the degree to which the individual is likely to follow company safety rules and procedures, and is cautious and vigilant about avoiding workplace accidents. These characteristics are appropriate for jobs that involve the use of equipment (e.g., tools, forklifts, machinery), including jobs in warehouse, production, assembly and other light industrial settings.. This characteristic is important for most, if not all, light industrial and manufacturing environments.

Self Confidence measures the degree to which the individual is likely to be self assured, is not overly affected by what others think of him/her, and is confident in his/her decisions and actions. This characteristic is important for jobs that require independent thought, a self-starter attitude, sales and management.

Stress Management measures the degree to which the individual is likely to demonstrate patience and stress tolerance during times of conflict with customers, coworkers and other stressful work-related situations. This characteristic is appropriate for jobs requiring interactions with customers, multi tasking and jobs in fast paced organizations to name a few examples.

Supervision measures two key performance measures: 1). Consideration: The degree to which the individual has rapport with his/her staff, is able to motivate staff and is able to build a team environment, 2). Structure: The degree to which the individual problem solves and initiates ideas and has effective planning and organizing skills. Supervision skills are important for jobs that require the supervision and/or management of others (i.e., supervisory and/or management roles).

Team Player measures the degree to which the individual is likely to cooperate in all aspects of his/her work relationships including working in harmony with others to achieve a common goal. This characteristic is important for jobs requiring interaction and cooperation among coworkers.

Trustworthiness measures the degree to which the individual is likely to be honest and trusting of others. This characteristic is important for most, if not all jobs with special emphasis on cash handling jobs and jobs involving confidential or sensitive information.

Assembly measures the degree to which the individual can look at a diagram depicting various disassembled parts and then mentally assemble them to match an already assembled object. This ability is important for jobs requiring reading and understanding assembly diagrams and jobs requiring spatial recognition.

Attention to Detail measures the degree to which the individual can quickly and accurately compare two strings of letters and/or numbers much like tasks that involve verifying information. This ability is important for most clerical jobs. It is also appropriate for jobs that require proofing tasks.

Cognitive Ability is a general indicator of the individual's ability to think quickly and solve problems. It is also a valid predictor of an individual's training potential. This assessment is appropriate for all jobs where training success, problem solving and overall thinking skills are important for job success.

The Inspection score measures the degree to which an individual can quickly and accurately find errors, defects, and/or dissimilarities when comparing two or more objects. This ability is important for most jobs that require inspecting products for errors and/or jobs requiring attention to small visual details.

Language Skills measures the degree to which the individual can quickly and accurately identify errors in word usage, punctuation, spelling and capitalization. This ability is important for most clerical positions, particularly positions requiring writing and/or proofing.

Light Industrial Math measures the degree to which this individual has the ability to learn quickly, problem solve and understand basic mathematical concepts. This ability is appropriate for most, if not all, jobs.

Math Skills measures a basic understanding of mathematical computation and concepts (e.g., making change, calculating percentages, applying discounts, basic addition, subtraction, division and multiplication). The ability to solve these types of problems has also been related to speed of learning and general problem solving skills. This test is appropriate for jobs requiring knowledge of basic math functions (e.g., cashiers, tellers, basic accounting, payroll, etc.).

Reasoning measures the degree to which this individual has the ability to learn quickly, problem solve and understand basic mathematical concepts. This ability is appropriate for most, if not all, jobs.

Tables measures the degree to which the individual can quickly and accurately refer to information presented in the form of a table and answer questions related to that information. This characteristic is appropriate for jobs requiring looking up information on computer screens, spreadsheets or charts. Most clerical jobs require some degree of this ability.