Correlations That Count -- Motivation & Success Correlations
This month we will review a few Correlations with the dimension of Motivation and Success Correlations.

Motivation is one of the more critical dimensions of the Achiever Family of Assessments because it measures how an individual is best motivated. It explains which rewards in the work environment will be most attractive to the respondent and what the respondent basically considers important in life. Please contact your Personnel Profiles Representative to review any results or to get the full Correlations Guide. 
Motivation Correlations
Scores 7 to 9
7 to 9 in Communication & 7 to 9 in Motivation -- Forceful, optimistic, effervescent and enthusiastic "talker", good in high profile/public relations occupations.

Add to the above Correlations
5 to 7 in Competitiveness & 5 to 7 in Flexibility -- These added dimensions would ensure success in high profile manager, sales and PR positions.
Success Correlations
4 to 6 Emotional Development, 4 to 6 Energy and 7 to 9 Motivation -- Indicates an aggressive individual with good drive balance and good achievement orientation.

4 to 6 Emotional Development, 4 to 6 Energy, 7 to 9 Motivation, 4 to 7 Communication. 4 to 8 in Assertiveness and 6 to 9 in Mental Attributes -- When all of these Dimensions are aligned, you have the potential for success in most managerial, supervisory and sales positions.
Many dimensions have Correlations that can either make the impact of that score more or less prominent. The best way to get more information about these Correlations is through additional interviews with the candidate and checking references. Referencing can be difficult, but if you ask specific questions using the information from these dimensions and correlations you may get more specific answers to your questions. Even simply confirming the dates of employment from a reference can prove to be important information. There is a percentage of applicants that falsify this information because many employers do not confirm the dates accuracy. Testing should be 1/3 of your hiring decision, and by using it in interviews, references and training you get so much more out of your testing investment!
Please never hesitate to call your Personnel Profiles, Inc. Representative to review assessment scores in more detail.
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