A major prinicple of pre-employment assessment is: "Past behavior often predicts future behavior." As a result, a person's past behaviors can tell you a lot about what to expect when they get on the job.

The entry-level version of the survey asks questions appropriate to low level and entry-level positions. Candidates are typically hourly workers, or have little or no professional work experience.

This test is mobile ready and operates on desktops, laptops and most modern mobile devices.

The Behavioral History Survey collects information about past candidate behaviors that are frequently associated with either job performance or job tenure. Even if a candidate has the right knowledge, skills, and abilities, and can fit into a specific corporate culture as a member of a team, it's possible for the candidate to derail if his or her work behaviors are inappropriate. For instance, what if the candidate tends to take a lot of days off by calling in sick? Conversely, what if the candidate frequently invests his own money to improve his skills? Both positive indicators and potential detractors are evaluated.

Scales measured include:

• History Survey - Performance
• History Survey - Tenure

The results report provides a description of each scale measured, as well as sample interview questions to help hiring managers probe areas in which the score causes a concern.

Note that, while the Behavioral History Survey is a powerful instrument for evaluating a candidate for a job, it is not intended to be a developmental instrument. The report is structured to assist hiring managers in evaluating factors that often contribute to job performance, and others that often detract from performance. The report assists hiring managers by highlighting areas to probe during job interviews and is not designed to provide any type of advice to job candidates on how to improve their performance. You should not share the result report with candidates, or use the Behavioral History Survey to develop your current employees.