Are assessments available in other languages?

Yes. PeopleKeys® System & Reports are available in the following languages:

• English
• Chinese (Simplified)
• Dutch
• French
• German
• Greek
• Italian
• Korean
• Malay
• Spanish
• Thai
• Brazilian Portuguese
• Danish
• UK English

DISC Translation includes the entire system – administrator and candidate interfaces translated into languages, but only the assessments indicated are available in the selected language. TEAMS and Values translations will follow.

Are Benchmarks Legal?

To be considered legal for hiring, a workplace benchmark must focus on the skills and behavior that is specific to the job being performed. It is not legal to only hire people with a 140 or higher IQ (even if it may be desirable) if the job can be performed by someone with a much lower IQ. It must be shown that what you are assessing with factors that directly tie with job performance and the ability for someone to adapt to that position.

PeopleKeys® can be a highly successful predictor of whether a person will adapt to, and likely perform well in a given position based upon personality style and the other factors assessed.

Can I load PeopleKeys® onto my computer or server?

No. PeopleKeys® is completely online and cannot be loaded onto personal computers for proprietary reasons.

Do I need to be certified to use PeopleKeys®?

No. While materials are available to help you understand Behavioral Analysis, you do not need to be certified in the use of PeopleKeys®. The benefits of being certified include:

• A better understanding of Behavioral Analysis and DISC.
• Thorough insight into the theory and background of behavioral analysis.
• Directions for administering the personality system profile.
• A guide to interpretation of the personality system profile.

Do people have to log into a web site to use PeopleKeys®?

Yes. PeopleKeys® is entirely online and accessable from anywhere in the world. A person can log into PeopleKeys® using the World Wide Web. You will be given a unique code for each position that allows people to take the assessment(s) designated for that position. Managers can log on and view the results.

Do you train people to use PeopleKeys®?

Yes. You will be taught what to do when your PeopleKeys® account is set up. You receive an e-mail that gives you step-by-step instructions for logging in to get reports and how applicants can take the assessments. An online user’s manual is also available at:

• http://www.peoplekeys.com/downloads/ManualPK.pdf

Once the account is set up, we have a support staff who can help you with technical questions. Email: support@peoplekeys.com or call 800.799.3472

How accurate of a predictor is the benchmark?

Most of what The Institute and PeopleKeys® does, looks at the work environment and preferences that people have for the type of work (task vs. interpersonal relations, goal oriented vs. detail oriented assignments), the environment in which they work, and the dealings they will have with other team members and/or customers.

We can input standards based on industry research, through manager surveys, or through doing a more comprehensive study assessing current employees and their traits and preferences. A combination of all 3 is preferred for those situations where it is critical to have a very high degree of accuracy in determining the correct fit. Since we are measuring preferences rather than actual abilities, we always stress the importance of using PeopleKeys® to do further interviewing to probe those areas outside the ideal range or style.

This is why we rank or score based upon a green-yellow-red (traffic light colors) and remind our users that even a yellow or red candidate may work well at the job, it is just wise to use “caution” or “stop” the process until more questions can be asked or more information is obtained to have a better understanding of why the person responded in a manner that showed a less than desirable fit for the position.

How can PeopleKeys® help me?

PeopleKeys® can help you go beyond the resume, before you begin the interview process to assess your candidates’ potential from a personality perspective. More than just a temperament indicator, with PeopleKeys®, you can assess Personality Style (using DISC), coupled with Workplace Values, and a TEAMS Profile for a complete understanding of your applicants – information you will never see on a resume and rarely garner from even the most intense interview.

PeopleKeys® can even help you formulate interview questions to clarify an applicant’s responses and probe potential strengths and weaknesses. As an innovator in the hiring process, we offer your company the resources to empower you to hire the best person for the job…the first time. Your employees are crucial to the present and future success of your business. One poor hiring decision can cause pain and sorrow years down the road. Think about these losses that can occur from one regretful hiring decision:

• Lost sales
• Loss of customers/clients
• Lost time and wages
• Loss of other employees’ morale
• Improper procedures – work that needs redone
• Loss of good employees
• In extreme cases, adverse legal action

PeopleKeys® can help you overcome these issues by giving you the correct tools to use. Wouldn’t you rather see these results?

• Increased profitability
• Motivated, able employees
• Satisfied clients/customers
• Improved employee morale
• Increased sales & productivity
• Decreased turnover
• Improved bottom line…period.
• Strategic Hiring Process

PeopleKeys® helps organizations hire the best candidates, those who are able and motivated to do the job, those who will be top performers. The PeopleKeys® system also gives companies the ability to demonstrate effective, legally defensible hiring determinations – an imperative component in the hiring process.

How does PeopleKeys® work?

Once you have identified a need to hire, a benchmark is developed to measure candidates against the requirements of a specific position. This allows you to measure traits specific to job performance and correlate the soft skills and behavioral traits necessary for optimal performance. The benchmark can be developed in one of three ways:

You can use an existing benchmark. The Institute for Motivational Living has over 20 years of experience assessing the behavioral and soft skills and has a battery of skill sets for a variety of positions.

You can use OccupationalKeys to develop your own benchmark. OccupationalKeys is a brief questionnaire designed for you to understand the character, personality style and hard skills you need in a candidate. (Additional cost may be incurred)

If you already have several people who perform well in this position, we can assess their character, personality style and hard skills in order to match candidates to your existing team. (Additional costs may be incurred)

Ideally, a combination of all three would be used. Using our highly validated assessments to determine the applicant’s responses to questions, you can pinpoint the candidate’s strengths and limitations in key areas of performance.

PeopleKeys® even provides you with some highly targeted interview questions to address the ability or willingness of a candidate to complete certain key components of their job duties. PeopleKeys® can even help you after the offer is made. PeopleKeys® can help you identify and target areas of training the new hire might need to receive to ensure their potential is reached.

How long does it take for people to do an assessment in PeopleKeys®?

That depends on your benchmark, which assessments are being taken, and the speed of the internet connection and computer on which the assessment is being taken. Generally, it should take a candidate only 7 – 10 minutes, per individual assessment, so if your benchmark includes DISC, TEAMS and Values, the entire assessment process should take less than 30 minutes. Reports are immediately available for you to review once the assessment is taken.

I have an Idea of How to Use DISC in a new way (or I have materials I developed that complement DISC).

Our products are always available for you to use in business, consulting, or counseling. You may purchase online at www.discinsights.com or by calling us at 800-779-3472. If you do not have a foundational knowledge in the use of DISC assessment, I would recommend that you familiarize yourself with the use of our products through our course “Introduction to Behavioral Analysis”.

Depending on the volume you may use and your specific situation, you may also wish to act as an agent or representative of the Institute for Motivational Living. If you have already been certified by another organization in DISC, we may grant you our own certification once you can provide us with evidence of this training.

Many of our agents and clients were former DISC users from other agencies that came to us because we are the leaders in technology and customized DISC solutions. Consideration for representation beyond usage mentioned above would require a commitment on your part to be an extension of The Institute. It would require:

• Product knowledge – accomplished as outlined above.
• An existing user base or marketing plan which will be the basis for your representation.
• An investment in stocking products and credits for online systems that will be part of your inventory.

Typically, depending on the region and market it is at least a $10,000 minimum to be considered a full agent status. One last note, if your usage falls somewhere between simply buying products as needed and becoming a full blown agent with the knowledge and investment above, you might also consider an affiliate or business partner package Business Partner Relations.

Again, we have different solutions for different needs and usage. If you could provide information on your current DISC knowledge and usage, and let us know whether you would like to be considered a client or agent (or somewhere in between), it will help us to better respond and move things forward.

What are the benefits to becoming certified in the use of behavioral analysis tools?

Your training will open up a new world of professional consulting and/or training to you. Your certification with the Institute not only shows that you have become proficient with using the DISC personality profile, but also entitles you to use our organization’s name as a reference or referral for consulting purposes.In addition, it authorizes you to purchase support materials and additional training resources at wholesale prices. As well, you can facilitate trainings of this course to others in your field or industry needing CEUs(Continuing Education Units). Other benefits to becoming certified…

• Generate income as a professional consultant of behavioral analysis
• Enhance your current consulting practice with a new behavioral component
• Enhance relational time professionally and personally
• Help others maximize personal strengths and minimize weaknesses
• Gain greater sensitivity to others around you
• Help students and teenagers develop a positive self-image
• Improve the productivity of staff and team members
• Identify how and why people make decisions
• Reveal root communication problems in minutes
• Gain an in-depth understanding of complementing and clashing personality styles
• Recognize how to reduce common communication misunderstandings
• Build well-balanced teams
• Better manage “difficult personalities”
• Hire the right person for the right job
• Be able to effectively rearrange an organizational chart based upon personality styles
• Be able to improve your sales or the sales of your staff
• Have access to accurate tools for marriage, family, career, business, christian and personal
• counseling and coaching.
• Train and help others become certified

What are the legal ramifications of using DISC for hiring?

Please Note: All of our hiring systems have been evaluated by two prominent law firms specializing in employment law and we have completed a new validation study in February of 2006 with Texas State University. The DISC is the most widely used and universally accepted temperament (personality type) profile of it’s kind, has had more validation and reliability studies done than any other similar type assessment, and has been translated into many of the world’s known languages. It is race, color, gender and age “blind” and since it only focuses on normal and observable behaviors, it is the instrument of choice for the workplace, home and school environments.

Fortunately, the DISC is one of the few psychometric tests that are not considered “medical” in scope since DISC was not designed to evaluate abnormal behavior; only observable, behavioral traits not associated with any psychological disorder. The DISC assessment we use has no medical diagnostic use, in fact the foundational basis for it is found in Dr. William Moulton Marston’s 1928 work “Emotions of Normal People”. Other instruments such as the Myers-Briggs Type Indicator (MBTI), while not a “medical Instrument”, fall into a grey area in that it’s use is tightly controlled by certification.

DISC focuses upon the way a person reacts to one’s environment based on internal preferences (stimulus processed through our internal make-up results in a response) while the Jungian theory postulated in the MBTI disallows for our ability to choose our response. According to Jung, our personality is set at birth and, while he does consent to maturity which can allow us to stretch out of our comfort zone, our preferences do not change to accommodate any external (environmental) stimulus.

What is a benchmark?

A benchmark is simply a way to measure a level of performance. In many ways, it is similar to setting a mark and then comparing people to this standard. A 4 minute mile time might be a benchmark for determining whether someone is a world class runner, while achieving all A’s in school might be a measure for being considered an honor role student. In the same way a workplace benchmark makes a performance mark for job success.

What is a Personality Style or DISC Profile?

A DISC profile is a non-judgmental way to understand people’s personal way of looking at, and reacting to the world: their individual preferences and modes of perception. Once we understand how we and others think, we can: build better relationships, understand what motivates different people and how to lead people, comprehend how people learn, and, in the case of PeopleKeys®, predict who may prefer and be better be suited for certain positions.

For example: have you ever heard someone exclaim, “I could never be a car salesman – too much pressure!” or “I could never be a telemarketer – Too much rejection!”? Both jobs are sales oriented careers, but both are diametrically opposed in the personalities attracted to them. Different people excel in different environments, therefore, PeopleKeys® looks at the work environment and preferences that people have for the type of work (task vs. interpersonal relations, goal oriented vs. detail oriented assignments), the environment in which they work, and the dealings they will have with other team members and/or customers.

What is a TEAMS Style?

The TEAMS profile can assess an individual’s strengths in relation to the team environment. Leadership experts agree that there are five critical elements to a successful team: theory, strategy, analysis, execution, and management. Everyone has skills in some, but not all of these five areas. PeopleKeys® allows you to build an effective team by giving the team members incredibly accurate insights into team roles and team dynamics. While no individual can fulfill all the critical roles necessary for team success, with PeopleKeys®, you can ensure your team has all the elements of success.

What is a workplace Value Style?

Values are invisible motivators unique to each individual. Your value style determines your perception of the world around you; they are the filter through which you view the world. Values affect the choices you make, the friends you chose, the career you pursue; they determine how you live! Conflict often arises when we interact with an individual or group whose values clash with our own.

We may not understand why people question our thoughts, decisions, opinions, actions, beliefs and attitudes. Without a proper understanding of differing values in the workplace, productivity and moral can seriously suffer. PeopleKeys® can assure a candidate is a match to the existing culture and corporate values of your organization.

What is DISC?

The DISC system of assessing personality characteristics is based upon the work of Dr. William Marston, one of the foremost psychologists of the twentieth century. Dr. Marston extensively studied the characteristics, patterns and responses of thousands of individuals. As a result, he developed an assessment to measure four important behavioral factors. The factors he selected were Dominance, Influence, Steadiness and Compliance, from which DISC takes its name.

Marston wrote “The Emotions of Normal People” as a result of his efforts. Scores of individuals have built upon the works of Dr. Marston over the last 75 years. DISC is a universal language of behavior that has been validated in over 25 countries since Marston introduced the model in 1928. DISC provides a neutral, positive language to allow the discussion of individual behavioral differences; it is not a “label” that is placed on individuals. DISC identifies how four behavioral factors interact and emphasizes the strengths and uniqueness of each individual.

For over 25 years, The Institute has developed practical, strategic applications for DISC materials for use in both business and interpersonal relationships. The Institute emphasizes the extension of DISC beyond a simple training or educational program into a life-changing experience. The Personality 24 Question Profile, from which PeopleKeys® reports are created, represents the cutting edge in the interpretation of individual responses to the DISC profile. It provides for the greatest depth of analysis of individual responses to the DISC profile instrument, leading to the most accurate, in-depth conclusions available.

However, it is important to understand that PeopleKeys® results are based upon the responses entered by the subject, and is designed to provide accurate and authoritative information in regard to the subject matter. It is distributed with the understanding that the publisher is not engaged in rendering professional psychological services. If expert assistance is required, the advice of a professional, competent person should be sought.

The DISC is the most widely used and universally accepted temperament (personality type) profile of it’s kind, has had more validation and reliability studies done than any other similar type assessment, and has been translated into many of the world’s known languages. It is race, color, gender and age “blind” and since it only focuses on normal and observable behaviors, it is the instrument of choice for the workplace, home and school environments. It is not a medical evaluation, so it is one of the few behavior assessments available that is legal for pre-hire screening.

DISC focuses on for dimensions of human personality:

• D – Dominance, the Driven one
• I – Influencing, the Inspiring one
• S – Stable, the Steady one
• C – Compliant, the Correct one

Few people are a pure D, I, S or C style.

PeopleKeys® reports 25 different combinations including the pure styles. Are you a creative, analytical “Designer” (High C combined with secondary D) like Thomas Edison, or do you have the resolve, tenacity and detail orientation of a “Challenger” (High D combined with secondary C) like Helen Keller?

What is involved in setting me up in PeopleKeys®?

First, we get some basic information from you to set up a PeopleKeys® account. Account set-up is usually complete within 24 hours, but can often be done in much less time, depending on the complexity of your account (multiple locations, different managers, billing procedures, etc).

Second, within your account we set up the benchmark(s) for your positions that you will be assessing. If you are using an existing benchmark, this can be done instantly, but will take slightly longer if you need a custom benchmark. You are sent an e-mail confirming your account information and providing you with directions for people to take the assessments along with how to get reports.

Once you are set up with an account, you have instant access to your assessments and reports.

What is OccupationalKeys?

OccupationalKeys will allow a manager or supervisor to critique the soft skill requirements for a particular position. By responding to 20 statements, you are providing unique, comprehensive insight into the behavioral characteristics of a position. These characteristics include communication and motivational styles, core workplace values, and teamwork styles required to be comfortable in a specific position. This is the first step in defining the position and the environment in which the successful candidate must operate efficiently.

Factors assessed:

Drive and determination, influence and social interaction, steadiness and stability, compliance and conscientiousness, workplace loyalty, workplace equality, personal freedom, justice, and the preferred team work styles of theoretical reasoning, execution and completion of tasks, quality control, resource management, and strategic planning

What is PeopleKeys®?

PeopleKeys® is a tool to add to your existing hiring practices to help you to hire the best person for the job…the first time. It allows you to filter people, and identify who may or may not be an ideal match for your company by comparing the applicant’s preferences to a given set of criteria called a benchmark.

More than just a temperament indicator, with PeopleKeys, you can assess Personality Style (using DISC), coupled with Workplace Values, and a TEAMS Profile for a complete understanding of your applicants – information you will never see on a resume and rarely garner from even the most intense interview. Since we are measuring preferences rather than actual abilities, we always stress the importance of using PeopleKeys® to do further interviewing to probe those areas outside the ideal range or style.

This is why we rank or score based upon a green-yellow-red (traffic light colors) and remind our users that even a yellow or red candidate may work well at the job, it is just wise to use “caution” or “stop” the process until more questions can be asked or more information is obtained to have a better understanding of why the person responded in a manner that showed a less than desirable fit for the position.

What is reliability?

Reliability is a measure of the repeatability of results by test-retest method. For example: if someone measures 120 on an IQ test today, would they test at a similar score a month from now, or a year from now? If their scores are similar the test would show a degree of reliability as opposed to a test that had radically different scores every time the person took the assessment.

What is the Institute for Motivational Living?

The Institute for Motivational Living is a training and publishing company designed to help people communicate better and work together more effectively. “The Institute” trains and certifies individuals in product usage with their behavior analysis course, Introduction to Behavioral Analysis. This training course provides the expertise to consultants, entrepreneurs, business managers, pastors and counselors in the use of the DISC Personality System and other behavioral assessment profiles for use in team building, career planning, hiring, conflict resolutions, family counseling, personal counseling, marriage counseling and executive coaching. This course and the others The Institute offers are designed to teach you to apply the concepts of DISC in your business and daily life.

The Institute also publishes a variety of profiles for use in counseling or consulting. They include two versions of the DISC Profile: The Personality System Profile, and the Biblical Personality System Profile. They also publish many other behavioral assessment tools including The Values Style Profile, The Children’s Profile, The TEAMS Profile, The Stress Management Profile, The Small Group Workbook, The Sunday School Workbook, and the Job Requirement System. We’ve also helped companies like Manpower and American Water Works.

We’ve developed learning assessments for major education facilities to use for school age students, as well as key assessments for the Air Force Academy as part of the Leadership Training.

What is the turn around time for reports from the assessments?

Reports are available immediately.