Systems proudly offers you the
Simmons Personal Survey!
Simmons Personal Survey is the most powerful job-related
assessment tool available on the market. The Survey, with its 57
performance indicators, accurately and objectively measures the
most important job-related emotional and behavioral tendencies,
such as: Energy, Stress, Optimism,
Commitment to Work, Attention to Detail, Desire for
Physical Courage, Self-Direction, Assertiveness,
Consideration for Others, and Sociability.
Personal Survey will let you see just what each applicant or
employee is like, penetrating the facade they often attempt to
present. In just a few minutes time, you can know more about
their character than you would by observing them for several
qualities are compared to one of our standard job norms or to a
customized norm. This allows you to accurately predict job
performance in any job, making the Survey an excellent tool for
selection, placement, management, personal development, training
needs assessment, and outplacement.!
Survey is administered in two parts. On Part I, persons check
any of 360 adjectives, stating how they think others feel about
them. On Part II, they check any of 360 adjectives that describe
how they feel about themselves. Subjects may refer to an
adjective dictionary (written at a 6th grade reading level) to
understand any unfamiliar words.
Survey may be taken on the internet or on paper answer blanks
that are then faxed into our grading server.
Adjectives are used instead of the long sentences that most
other tests use, for two important reasons.
Single adjectives such as the word "responsible" are
easily understood and can be responded to quickly. Using
adjectives allows the Survey to have BOTH a very reliable data
base (720 responses) AND a very low average completion time
(just 30 minutes)!
Second, checking adjectives rather quickly gives the subject
less ability to control how their results look, yielding a more
honest response, more often.
Tests in One:
Instead of merely letting the subject say how he sees himself,
the Survey balances this information against the person's perception
of how others see him. This method of using the perception of
"others" is a proven interviewing technique.
instance, if in an interview a manager is asked, "how
considerate are you of your workers?” he will usually say,
"I am very considerate". He may even be able to give
you a few examples of times when he has been considerate.
when asked "how considerate do your workers think you
are?” we often get a quite different answer. They may say,
"they think I am too harsh". When asked, "why do
these workers feel you are harsh?” we begin to see examples of
harshness, often to the surprise of the interviewee.
tests that leave out this "other" information cannot
possibly achieve the accuracy of the Personal Survey, since they
rely solely upon the person's "self-concept", which is
only half of the picture, at best.
Survey Measures the Variations that Real People Have: Most
people are not the same way all the time. They do not feel
the same way all the time. They do not behave the
same way all the time. And,
their feelings can be quite opposite to their behavior.
To accurately report on what people are like, a test must
measure and describe this variability. Very few tests do.
Simmons Personal Survey shows: 1) how the
person really feels, wants to behave, and will behave if not
under pressure from others, shown by an "S", 2)
how they may present themselves to others (whether honest, or a
facade) "O", 3) how they will tend to actually
perform - shown by a bar, 4) the variation in
self-concept, 5) the variation in behavior before
others, 6) the variation in actual performance,
how the person probably has been in the past, 8) how they
are now, and 9) what they are becoming!
know of no other test that shows this full, realistic range of
human character. Most other tests grossly over-simplify
human character by giving the person a single score per trait,
or worse yet, showing them as a cookie-cut "type" of
person, made up of several static single scores. This
limited view of human character automatically results in
inaccuracy and lack of depth in predicting performance.
of EQ Profile
of many report options)