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Data Dome Products – E-Net Hire Definitions

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E-Net Hire Definitions


The Position Profile Wizard

E-Net Hire allows the hiring authority to select from four to sixteen different dimensions to measure for any applicant for any position. This represents 64,839 unique combinations of those 16 dimensions. Our Position Profile Wizard is a powerful, Excel-based tool which reduces the time to choose the unique configuration of the 16 dimensions (or panels) which would be of greatest value for selecting employees for a particular job/position.

At the conclusion of the position profiling session, each of the 16 dimensions is ranked from most to least important. The hiring authority then can select which dimensions will be used in the assessment tool. 64,839 unique assessment combinations reviewed and ranked in 15 minutes makes it possible to tailor assessments to the position - and only use and pay for what you really need.



Positive Indicators:


Assertiveness:

In understanding how an individual will interact with and work with others, it is necessary to identify how aggressive he or she is in work related relationships. A person who is assertive is disposed to, or characterized by, bold or confident actions.


Influence:

Certain jobs, such as sales, require that an individual be comfortable with influencing others in making decisions. The influence panel looks at an individual's attitudes towards influencing behavior and interest as well as a need for recognition.


Steadiness/Dependability:

The dependability panel measures an individual's attitude toward quality work, loyalty, discipline and results orientation at work.


Attention to Detail (Gestalt):

Two characteristics that are at opposite ends of the spectrum are Gestalt and Kinesthetic. Gestalt reflects an individual's close attention to detail, often at the expense of getting a job done quickly. In career positions where precision is required, Gestalt is a highly desirable characteristic.


Work Pace (Kinesthetic):

Two characteristics that are at opposite ends of the spectrum are Kinesthetic and Gestalt. Kinesthetic reflects an individual's inclination towards quickness, sometimes with less regard for attention to details. In career positions where work is repetitive and speed counts, Kinesthetic is a highly desirable characteristic.


Customer Service:

Successful companies understand the importance of taking good care of the customer. The customer service panel focuses on the applicant's attitude toward helping and taking care of the customer.


Energy:

Positions that require long hours and sustained levels of intensity benefit from high-energy workers. Matching an applicant's level of energy to the amount required for a position, combined with results from other carefully selected panels, offers the employer a powerful tool for the interview process.


Supervisor Attitude:

The supervisor panel focuses on the applicant's attitude toward helping and working with the supervisor.


Negative Indicators:


Theft/Honesty:

The applicant's attitude towards workplace theft is a strong indicator for future conduct on the job and the likelihood that he or she will engage in theft once hired. Drug Avoidance: By assessing the applicant's attitude toward the use of illegal drugs in the workplace, the employer can identify potential problem areas in prospective employees who believe in the use of illegal drugs at work or approve of drinking on the job.


Violence/Emotion:

This panel identifies attitudes in prospective employees who have acted with violence in the workplace or believe such actions are acceptable.


Diversity:

Measuring the applicant's attitudes toward racial, ethnic and gender diversity in the workplace helps to quantify the likelihood that he or she will be a source of problems if they work in a diverse work environment.


Risk/Safety:

(Validated for workers with less than 2 years college education.) Workman's compensation claims are affected by employee attitudes toward risk, safety and their attitude toward authority in the workplace. This panel measures and quantifies these attitudes in the applicant and quantifies the likelihood that what they find acceptable in themselves and others can create safety problems and injuries in themselves and others.


Tenure:

(Validated for workers with less than 2 years college education.) Not all potential employees are interested in staying with a company, nor do they value working with a company for an extended period of time. This panel measures the applicant's attitude toward staying or quitting a job soon after being hired.


Values/Dependability:

Dependability here measures the applicant's attitude toward showing up for work on time and consistently.


Customer/Supervisor:

This panel quantifies the applicant's attitude toward supervision, with an emphasis on identifying antagonistic or negative reactions to supervision in a workplace environment.



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