By asking the right questions, we are able to get the highlights of the working story of your life. These (64) questions are asked and the answers given are assigned a numeric value according to a specific formula. These values, in turn, come together to form a picture of behavior--of your strengths and weaknesses, and of your vulnerabilities. These can do more than determine whether a candidate employee will be a good culture fit or have more or less of an inclination toward workplace violence.
While all personality tests aim to break down strengths and weaknesses, the key component of HAFASSE is the ability of the administering party to be able to read the results. Those who are approved to administer the HAFASSE exam must be selected according to rigid standards. Many of these examiners have backgrounds in law enforcement, security, psychology, or fraud prevention in general. The examiners are well trained to read the test results and have the know-how to study the various avenues of human behavior as they relate to employment.
Behavioral Categories
How much of your conduct is naturally a product of who you are verses how much of it emanates from learned behavior? As we age, we have so much baggage to contend with, so many non-fitting puzzle pieces that everybody has said we should be able to use, that it can be hard tell them apart. There is a saying: "Do what you are and you will never work again!" The saying is true. Find your most genuine self and do what comes naturally and you will have a much better and more fulfilling life. The big distinction between your natural style verses your adaptive style is not learning (since, on a fundamental level, we "learn" everything), but the fact that we often learn to convince ourselves to learn new skills and potential trades as ways of finding alternate routes to doing meaningful work from not knowing our strengths. This is where we can help.
In 1931, Dr. William Marston became known for his DISC method of scoring emotional energies (dominance, influence, steadiness, and compliance). This became the foundation for Stephen Conway's own adaptation of the model, adding a conscientious (another C) score to the model).
The HAFASSE Exam Applied to Personal and Employment Concerns
Although it was originally designed for use by its administers for employees needing to know candidate strengths and whether or not they would be a good fit for a company, it is also now available as a personality assessment, the results of which can be openly revealed to the candidate (unlike with the employment assessment). The personality assessment can be their best bet for being happier and more productive. In essence, it can show them where to go to be who they are and do what is natural for them.
The real power of HAFASSE comes from those who administer it. The questions asked clarify so much, but so also does the body language and non-verbal ques that provide even greater insight. Contact us if you think the HAFASSE Assessment sounds right for you or your company.
