Employee Applicant Selection Program

Would you like to know you're hiring the best applicants for every position?

Winslow Research Institute’s unique Applicant Selection Program eliminates guesswork from the hiring process.  Winslow Reports will assist you in selecting the best available applicant for every position in your organization, and reduce the risks and costs of hiring.

Selection of applicants is one of, if not the most, important aspects of building and maintaining a successful organization.  Research proves when a person fails in their career in more than 90% of the time that failure is directly attributed to some aspect of human behavior.  Individuals do not usually fail because of lack of education, experience, training, or skills.  They fail because their personality is not compatible to the behavioral requirements of their career.  An organization can invest significant amount of time and money creating products or services and a successful business.  However, if the wrong applicants are hired it will fail or at best, never achieve its potential.  The Winslow Applicant Selection Reports will significantly increase the probability that applicants you hire will be successful and achieve their maximum potential in your organization.

What Can the Winslow Reports Tell Organizations?

Will this person be a dedicated and cooperative employee?

• Coachability: will tell you if this person respects authority figures (their managers) and willingly accepts their leadership and direction.
• Recognition: indicates if this person has an internal motivation to be seen as a desirable person and will act appropriately to receive recognition.
• Trust: trusting individuals are not suspicious and defensive.  They openly communicate and believe others are deserving of their trusting nature.
• Flexibility: tells you if this applicant will readily adapt to the company’s methods of operation and decisions or be resistant and insist on their own.
• Contentment: lets you know if this is a happy person with a positive disposition, rather than someone who is disenchanted with their life.
• Responsibility: will this individual accept responsibility for the consequences of his or her words and actions or blame others instead.

What is this individual’s interpersonal orientation?

• Leadership: tells you if this individual believes they are a leader and if they enjoy managing, motivating and being responsible for others.
• Sociability: discloses weather the applicant is a people-oriented extrovert or an introvert who focuses on “things” and avoids contact with others.
• Exhibition: reveals if this person enjoys being the center of attention, someone who is entertaining, demonstrative and a pleasure to be with.
• Nurturance: nurturing individuals are keenly aware of and sensitive to the emotional needs of others and readily respond with sympathy and support.

Does this applicant meet the intellectual requirements for an employee?

• Alertness: measures the applicant’s inherent ability to learn quickly, understand complex situations and successfully solve problems.
• Structure: indicates how organized their thinking, planning and actions will be.  If they are highly mentally structured and disciplined.
• Order: tells you if they will keep their physical surroundings, neat and orderly.  
• Control: will determine if they are impulsive and talk or act without thinking, or someone who will control their impulsive behavior.

Does this applicant have the required emotional maturity and discipline?

• Composure: predicts their ability to remain calm and to function normally when problems occur and emotional stress is encountered.
• Tough-mindedness: enables a person to cope with challenges, function in uncomfortable environments and recover quickly from disappointments.
• Autonomy: will disclose if this is a team oriented or team dependent, will they contribute and be cooperative or avoid contact with others.

Does this applicant have an inherent sales personality?

• Sociability: will determine if they enjoy interacting with others and will be perceived as a warm and friendly person others enjoy being with.
• Endurance: tells you if they have the inherent physical energy and persistence required to prospect, make presentations and close sales.
• Assertiveness: enables individuals to persuade others to do what they want and to accept their recommendations; they make things happen.
• Tough-mindedness: equips those who must sell to accept the rejection, disappointments and setbacks that are inevitable in sales situations.