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QUICK GUIDE

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INTRODUCTIONMINT, Measuring Integrity, is a web based personality test that measures fundamental personal characteristics that are next to universally important in the world of work. It is based on the five factor model of personality, which is the most empirically robust and well documented approach to measuring personality traits today.

The candidate’s scores on MINT are combined to an Integrity score. With a high score, candidates are more often rated as high performers at work, both with regards to handling job tasks well, as well as being friendly and effective in their relationships at work. With a low score on MINT, there is a higher risk for counterproductive work behaviours (CWB), such as tardiness, being rude or abusive and shrinkage.

MINT is a modern and secure test that can be used both for positive and negative selection in recruitment. MINT makes a measurable contribution to an organisation’s strive in the area of safety and security, and it will also increase job performance and job satisfaction levels amongst the selected employees.

FACTS ABOUT MINT • Measures both the Integrity of the candidate as

well as two sub factors; Relational orientation and Task orientation

• The Integrity and sub factors are based on measures of three personality traits; Emotional Stability, Agreeableness and Conscientiousness

• The test consists of 120 items but not all are scored in the assessment

• The system has a time limit of 30 minutes but a candidate will usually complete it in 15

• Oftentimes integrated in recruitment portals and applicant tracking systems to be used as an early or front end assessment in recruitments

• Only available in a web administration format

• Studies show that MINT correlates with job performance, job satisfaction, CWB and learning performance. For instance, studies show that candidates with high results on MINT are at least twice as likely to be rated as high performers at work than those with low results

• Only used for selection and recruitment purposes

UTILITY

PREDICTS JOB PERFORMANCE

• MINT is a powerful predictor of job performance both regarding task performance and contextual performance, as well as a higher learning performance

• Candidates with high scores have received more favourable ratings from their managers for successful behaviours such as being hard working, taking initiatives, carrying out work tasks in the right order and to independently and creatively solve job related problems

• High scorers also get better ratings on behaviours for successfully engaging in job relationships such as being friendly and positive, to be cooperative with superiors, to have a positive outlook and to trust others, and to rarely get angry

• Furthermore, research indicates that high scores on MINT are associated with a higher job satisfaction and low intention to quit. Candidates with a high score on MINT are prone to enjoy their work and the organisation than their low scoring peers

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PREDICTS COUNTER PRODUCTIVE WORK BEHAVIORS (CWB)

• CWB are prevalent to some extent in almost all organisations. This syndrome is defined as behaviours that are intentional and contrary to the organisations interests. CWB ranges from behaviours such as unsafe behaviours, intentionally low work quality, low attendance or faking sick leaves, to others such as substance related problems and to be hostile, aggressive or rude towards colleagues or clients

• MINT predicts CWB. Follow ups show that groups selected with at least average or high results on MINT display very low levels or even absence of CWB, such as excessive breaks, theft, substance abuse, or to be verbally rude to colleagues or customers

• Research also shows that low results on MINT are associated with a high level of interpersonal problems, a general feeling of discomfort for the individual and also a higher rate of antisocial behaviours

REPORTS AND INTERPRETATION OF RESULTSThe Integrity score can range between 0 and to with an average of 5. 0-2 is considered a low result, 3-6 an average and 7-10 a high result. Also, the two sub factors Relational orientation and Task orientation are described in the system.

Three reports are generated upon the assessment. The project report is a group and administration report that gives an overview of a candidate in relation to other participants in a project. This report can be used for ranking purposes. Furthermore, the Interpretive report will give an in depth analysis of the individual test result, both with regards to the Integrity score and sub factor results. There is also a report that can be used as a written feedback to candidates; “Your result”.

The Integrity score is a powerful predictor of both job performance and the risk for CWB. Information from the sub factors can be used for feedback purposes as well as information regarding in what way CWB might be expressed; towards the organisation or the individuals in the organisation.

ADMINISTRATION• Available on the web based assessment

platform of Assessio

• High degree of test security

• System supports group as well as individual testing

• Reports available around the clock after test completion

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0 1 2 3 4 5 6 7 8 9 10

Results report—IntegrityThe result for the Integrity scale can range between a score of 0 and 10, and isreported below in what is known as the normal distribution curve. The normaldistribution curve represents the distribution of the test scores in the norm group.A “norm group” is a group of test-takers that is representative of the population.The individual results are compared to the responses of the norm group. The mostusual outcome is to obtain test scores in the middle interval of the normaldistribution curve, while it is less usual to obtain low or high scores (in otherwords, in the intervals furthest out on the left or right tail of the curve).

The candidate’s result can be read out as an interval highlighted in grey in theThe candidate’s result can be read out as an interval highlighted in grey in theThe candidate’s result can be read out as an interval highlighted in grey in theThe candidate’s result can be read out as an interval highlighted in grey in thenormal distribution curvenormal distribution curvenormal distribution curvenormal distribution curve, based on the test score obtained ± 1 point, which iswhat is known as the error of measurement with 95 % reliability. This means thatthe highlighted score interval will, with 95 % probability, cover the individual’s“true score”. Test scores are interpreted as high, average, or low.

Low Average High

Results for Daniel Danielsson on the Integrity scale: 2 scores

MINT Interpretive Report©Assessio International AB, 2007. All rights reserved.

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High scoreIndividuals who obtain a high score (8–10 points) on the Integrity scale will demonstrate a

very low probability of counterproductive work behavior.

Such individuals are often described as emotionally stable, reliable, conscientious, pleasant

emotionally stable, reliable, conscientious, pleasant

emotionally stable, reliable, conscientious, pleasant

emotionally stable, reliable, conscientious, pleasant

and goal-orientedgoal-orientedgoal-orientedgoal-oriented. They will probably adapt readily to future work situations, and comply

with the organization’s rules and standards.

Average scoreIndividuals who obtain an average score (3–7 points) on the Integrity scale will demonstrate

an average probability of engaging in counterproductive work behavior.

The higher the score, the lower the probability that the individual will engage in

counterproductive work behavior. The reverse is also true —the lower the score, the greater

the probability that the individual will engage in counterproductive work behavior.

Low scoreIndividuals who obtain a low score (0–2 points) on the Integrity scale will likely

demonstrate a high probability of counter-productive work behavior.

Such individuals are often described as emotionally unstable, unreliable, volatile

emotionally unstable, unreliable, volatile

emotionally unstable, unreliable, volatile

emotionally unstable, unreliable, volatile, and

impulsiveimpulsiveimpulsiveimpulsive. The result is that they more readily get into conflict with their work colleagues

and engage in behavior that harms the organization. This might include absence without

good reason, maintaining a deliberate low standard performance, misuse of sensitive

information and unauthorised use of the organization’s resources and property for his or her

own purposes.

MINT Interpretive Report

©Assessio International AB, 2007. All rights reserved.

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ABOUT ASSESSIO

Assessio is the leading publisher of psychometric tests in the Nordic region and a consulting organization with a focus on Human Capital Management. The company has a long history of developing research-based tools for selection and development of personnel. The business was started in 1954 by the Swedish Psychological Society. In 1991, the company was acquired by Hunter Mabon, a professor in Personnel Economics at Stockholm University, and has since then evolved into an international test publishing house and modern HR consultancy organization with operations in Sweden, Norway, Denmark, Finland and the U.S. The tests of Assessio are available in over 30 countries around the world.