Baseline Summary Report

Overview Of the Baseline Summary Report

One of the Principal applications of this software is to provide you with a tool to create, maintain and apply Baseline Data to Hire Success Personality Profile Reports received via email from the Hire Success Online Service Bureau Server. Reports are administered online, or the form data may be filled out by hand and entered online. Once the form is submitted, it is processed by the Hire Success Service Bureau Server and emailed to the email address designated by the client. Normally, reports will be processed and returned within 3-5 minutes. The Service Bureau operates 24 hours a day, 7 days a week, with minimal downtime for maintenance. (See the snapshot of the Baseline Summary Report below:)

Baseline Summary Report

Receiving A Report By Email

Note: Beginning with Version 2.5 of the Hire Success "AutoBaseline" Software, you may create your own Personality Profile Test forms with the Baseline Information embedded and receive the Baseline Summary Report directly from Hire Success at the time the original Report is processed and emailed to you.

If administering a test from the Website that was setup for you and maintained by Hire Success, you may still create the Baseline Summary Report with the software as described below.

Each Personality Profile Report is emailed as 3 HTML attachments. Note: If you are using Microsoft Outlook or Outlook Express and are unable to receive HTML attachments, please see "Setting Up Outlook to Receive HTML Attachments".

When the email is received, it is important that you save each HTML Attachment with the same file name as the attached files. This software is programmed to read the format of the File Names and identify the person's name and the type of report. The format is:

Summary Report: FirstNameLastNameSummary.htm
Overview Report: FirstNameLastNameOverview.htm
Sample Interview Questions Report: FirstNameLastNameSampleInterviewQuestions.htm

If you have saved reports under a different naming convention and wish to use them with this software, each file must be renamed to its original file name using the above naming convention.

Report Configuration

Header Section

The Header of the Report shows the Date the Original Report was scored, the Date the Baseline Summary Report was created, and the Client's Name and Phone number in the Right column. The left column provides information about the Total Baseline Score for this report, and in smaller characters below the value, it shows the Statistical Range of the scores of the Reports used to create the Baseline. In the center is the Applicant/Employee's Name in large type.

Note: If the System detected the possibility that the Applicant/Employee has answered the questions backward, a warning will appear immediately below the person's name. If you see this Warning, please refer to the information on reversing report values and reprint the Report.

Primary-Secondary Temperament Information

Temperaments with Baseline

The next section at the top of the Report contains information about the Personality Temperaments, which we call "A", "B", "C" and "D". Each of the 4 types is listed down the left side of this section with each Temperament's corresponding "Strength" represented as a Percentage of the "whole" person (100%). Normal Primary Personality Temperament Strengths run from about 27-35%. Although somewhat higher strengths are possible, they are very rare.

Tempament Bar Chart

Immediately to the right of the Strength Data is the Temperament Bar Chart. This provides a graphic illustration of the Temperament Strengths as they relate to each other and combine to make up the "whole" person. The Bar Chart helps to make the Primary (Dominant) and Secondary Personality Temperaments easy to identify, as well as the lesser (Non-Dominant) Temperaments.

The top left part of this section also displays the person's Primary Personality Type (Temperament) in large, red lettering. Their Secondary Temperament (Dominant Influencing) is shown below the Primary. These sections, when combined on the report, make it very easy for the Interviewer to quickly and easily see the Personality information and compare results.

Baseline Scores
Immediately to the right of the Bar Chart is a gray area titled: "Baseline Scores". This section contains the Section Scores for the Primary-Secondary Temperaments and the Trait Scales. This allows the Interviewer to quickly see where the total score came from. Scoring is as follows:

Temperament Section: 40 Possible Points.
These are made up of up to 25 points for the Primary Personality and 15 points for the Secondary Personality. Scoring is as follows:

Primary Personality (25 points):
- If the Applicant's Primary Personality is the same as the Baseline, and if the Strength of the Primary Personality is inside the Baseline Strength Range, it will earn all 25 possible points.
- If the Primary Personality is the same as the Baseline, but the Strength is within 1% +/- the Primary Baseline Range, it will earn 15 points.
- If the Primary Personality is the same as the Baseline, but is more than 1% outside the Baseline range, it will earn 10 points.

Secondary Personality (15 points):
- If the Secondary Personality is the same as the Baseline, and its Strength is within the Baseline Strength Range, it will earn all 15 possible points.
- If the Secondary Type is the same as the Baseline but and is within +/- 1% of the Baseline Range, it will earn 10 points.
- If the Secondary Personality is the same as the Baseline, but is more than 1% outside the Baseline Range, it will earn 5 points.

Other Combination: 15 points is also given if the person's Secondary type is the same as the Baseline Primary, and their Primary type is the same as the Baseline secondary. Although this is not exactly the Baseline, the "flipped" Primary/Secondary types are also often found as part of the Baseline group. Therefore, credit is given for having the right types, but "flipped" from the target Baseline types.

Trait Scales

A lot of data is found on each of the 20 Trait Scales. Each Scale is worth a maximum of 3 points for having a Trait inside the Baseline Range for that scale. To help the Interviewer quickly and easily see reports with the most Traits inside of, or close to the Baseline, a modified "Stop Light" system is shown on the left side of each Scale and a Baseline "In/Out Indicator" displayed on the right side of each scale. The Baseline Range is shown in Light Green Highlighting on the Scale. Many Scales will also have a Light Yellow Highlight. This indicates the range represented by the "Confidence Factor" (displayed in 1-5 stars at the right of each scale). See the section on "Confidence Factors" for more Details.

The "STOP LIGHT" colors and scoring are as follows:
GREEN = Inside the Baseline Range - 3 Points - Indicator = "IN"
YELLOW = Conditionally Inside the Baseline Range - .5 to 1.5 points Indicator = "C/IN"
ORANGE = Outside the Baseline but within 1 Value +/- the Baseline - 1 Point - Indicator = "OUT"
RED = Outside the Baseline - 0 Points - Indicator = "OUT"

Let's examine each of these possibilities in more detail:
Green Scale
Each Trait Scale has a Light Green shaded area representing the Baseline Range. In this example, the Trait Value, "6", is within the Trait Range and receives the Green light and 3 Points.

Yellow Scale
In this example, although the Confidence Factors are not shown in the graphic above, the person may exhibit some differences in the trait depending on the situation. The light yellow shading indicates where this "Conditional" or situational range extends outside of the Baseline Range. This indicates that if the condition is such that the person will be most like the value outside the baseline, there may be issues to consider vs. the condition of when they are in the Baseline. When the conditional range is substantial, you will find Sample Interview Questions to ask to help determine when those situational traits apply.

Scores for the Yellow light situation can range from .5 to 1.5 points depending on the Confidence Factor. One star of Confidence (Low Confidence Factor) could only earn .5 points, as this indicates the widest range of often either a "1" on the scale or a "9" on the scale. Traits with 2 or 3 stars of confidence may be closer to the Baseline Range and can earn 1 Point. Traits with 3 or 4 stars of confidence, the range being smaller, can earn 1.5 points as long as one end of the Situational Range is inside the Baseline Range.

Orange Scale
Orange, as a color, is a mix of Red and Yellow. It's value is Outside the Baseline Range, but it probably also has 4 or 5 stars of confidence, meaning the value shown doesn't change much with different situations, and thus you can count on them being pretty much just like that level of the Scale most of the time. To earn the Orange Light, the value is outside the Baseline Range, but has its own range within one Trait Position either side of the Baseline. This earns 1 Point toward the Total Trait Score.

Red Scale
In this example, the High and Low Trait Values (based on stars of confidence) are both outside the Trait Scale Range. The Illustration Above was the value of 7 with High Confidence. The light yellow indicates the "range" is 7-7, or precisely how the Applicant described him or herself. The Baseline Range (3-4 in this case) is the light green shaded area and this indicates the Applicant is completely outside the Baseline for this particular Trait Scale.

Note: It is possible that the Trait Value displayed may be inside the Green Baseline Shading but have its light yellow Baseline Range extend above and below the Baseline Range and still be OUT and receive a Red Light and 0 points. An example might be a Baseline Range of 4-6 and the Trait Score is 5 with 1 Star on the Confidence Factor Scale. This indicates the person is situationally a 1 or a 9 on the scale, not the 5 which is displayed only as a "blended" Trait Value. Since the person's real Traits will be exhibited situationally outside the Baseline Range, the Score = 0 and the Stoplight could be red.

IN/OUT Indicator In-Out of Baseline Range Indicator

The Far Right side of each Trait Scale is the "IN/OUT" Indicator in a Gold color. Not only is this helpful telling if the Trait is Inside or Outside the Baseline Range, it is helpful indicating the direction of a Situational Trait when it is inside the Baseline Range.

Whenever there is a "Yellow" Stoplight Color, the indicator will be "C/IN" with an arrow pointing toward the right or left side of the scale, e.g. "C/IN->". When it points to the right, it indicates the person will exhibit the Trait indicated at the right side of the scale conditionally at times. This means if the conditions on the job most of the time are such that they are like that sought Inside the Baseline, and you can verify that by asking questions, including the Sample Interview Questions, you could consider them "In" the baseline. That is why it is very important that you interview carefully whenever there are Situational Traits, especially those where they may or may not be in the baseline. Your objective would be to try and determine, within a reasonable means, that the conditions they may experience on the job with your company may or may not be compatible with the Trait you are seeking inside the Baseline.

Confidence Factors

The term "confidence factor" is a commonly used term in expert systems (artificial intelligence) programming, like the PROLOG language used to develop Hire Success systems. It is often used to qualify one or more results from such a system and prioritize the results from the most to least likely. Since expert systems are designed to deal with "non-absolute" input or data, the confidence factor helps keep the results from the system in proper perspective.

The Confidence Factor in Hire Success does much the same when dealing with data regarding human personalities, which is a textbook example of "non-absolute" data. The Confidence Factors allow the User to quickly and easily see the quality of information the system was able to work with in order to determine the specific result being reported. In Hire Success, a Confidence Factor of 5 stars (*) represents the Highest level of confidence because all or almost all of the information pertaining to that data element, such as a Trait Scale, was consistent and supportive. For example, if the Trait scale being observed is the "Introverted-Extroverted" scale, 5 Stars of Confidence indicates the person taking the test described all of the adjectives describing their level of Introversion and Extroversion in a consistent manner, and that the descriptions of the Introverted element were generally opposite of the Extroverted element of the Scale. In other words, if the person described themselves as very Extroverted, they also described themselves as NOT being very Introverted. Both match, are consistent and are balanced, and therefore the quality of the result shown on the scale can be offered with a very high level of "confidence".

Conversely, if the same person were to describe themselves as being both very Introverted and very Extroverted, although they may have been consistent in describing each side, the descriptions are mutually exclusive and can not co-exist. Therefore the "confidence" in the "blended" result is very low.

Note: Low confidence does not mean low accuracy, quite the contrary. The use of a Confidence Factor actually adds the accuracy back to the equation.

In this example, it generally indicates one of three possibilities:

  1. The person answered accurately and truthfully, but they saw themselves in different situations and knew they were Introverted at times, and very Extroverted at other times. In other words, a "Situational Trait".
  2. The person didn't understand the meaning of the adjectives and answered inconsistently. (A fairly unusual situation, as Hire Success adjectives are targeted at the 8th grade level.)
  3. The person answered honestly the adjectives that described what they perceived as positive characteristics and tried to sway the results by answering inaccurately those they perceived may not be what they thought the employer might be looking for. Although attempts to significantly sway the test are very rare, the attempt to do so simply causes a lot of low Confidence Factors, which in turn trigger more Sample Interview Questions, and they end up being asked a lot of questions about issues they didn't really want to talk about.

So in addition to being an important tool for the Interviewer and offering a 3-dimensional view of each Trait Scale, it is also a trap for anyone trying to sway the test.

Important: It is common for normal people to have some Low Confidence Factors on their Report. Do not be concerned when you see these factors. If no one had situational traits, they would be totally predictable in all circumstances and very rigid. It is perfectly OK to have low confidence factors on several Trait Scales.

In the overwhelming majority of cases, #1 above applies and it is truly a Situational Trait. Ask questions, particularly those provided in the Sample Interview Questions Report, to help you get started in having a more in-depth conversation about each Trait and how it might apply to the job to which the person is being considered. If you are comfortable with the Applicant's answers, then consider it an asset and move on. However, if the conversation raises some red flags, it is better to discover these before you've made an expensive hiring decision, instead of finding out later and having to deal with a potential problem.

ID Code

ID Code
At the bottom-right corner of each Summary Report, you will find an ID Code. This Code tells you the number of adjectives the person answered on the test with the values of 1-5.

The first group of numbers (4123 in the example above), represent the number of "1" and "2" answers on the test form. In this example, the person answered 41 of the 100 adjectives with the value of "1"; 23 with the value of "2". Note the numbers are color coded to make it easy to discern as we will see in the last group.

The middle value, separated by dashes, "-12-" in this example, represent the number of adjectives answered with the value of "3".

The final group of numbers, (1410 in this example) represent the number of "4" and "5" answers on the test. The reason for the color coding is obvious here so you can determine if it means fourteen "4" values and ten "5" values. The colors differentiate the values. Add them all up and they equal "100"; the number of questions on the test.

Always Look For the ID Code Before Using the Report. The test was designed so there would normally be more "1" and "2" responses than "4 and "5" responses. In some rare cases, perhaps 1-2% of the time, an Applicant or Employee won't read the Instructions carefully and will answer the questions backwards. For example, they will enter a "5" if the adjective describes them, and "1" if is does not describe them. This is the opposite of what the Instructions tell them to do. This may give you a glimpse as to how well they read and follow instructions, but all is not lost if they do answer backward.

If the System determines there are more "4" and "5" values than "1" and "2" values, it will print a warning at the top of each Report telling you to check and make sure they followed the instructions carefully. Almost always, you will discover they did in fact answer "5" if the adjective described them and "1" if it did not.

Reverse Warning

If this should occur, and you see this Warning Message, print a Baseline Summary Report from the "Reports" menu and choose: "Reverse Values - Create Bsl. Summary". This will re-print the Summary Report as if they had answered correctly. Note: You may also contact Hire Success by phone or email with the Name of the person whose report was entered backward. We will be happy to re-submit the test form and re-send the entire report to you with the answers corrected. Before making this request, please check with the Applicant to confirm they answered the questions backward.

A Similar Warning Message will also be present at the top of the Overview Report and the Sample Interview Questions Report.

Reverse Warning Box

Important!! Do not use reports to create baselines if it appears the test was answered backward unless you have confirmed the employee answered correctly.