The test, entitled the Hilson Personnel Profile/Success Quotient, is a 150-item true-false instrument developed as a pre-employment or promotional tool. The five major scales used to measure a person's success potential are candor, achievement history, social ability, winner's image, and initiative. Three of these scales contain additional content areas. The success quotient score is the total score for an individual on the five scales. To examine the instrument's usefulness in managerial assessment, a large national security company administered the test to its senior, mid-level, and entry-level managers. This included 9 senior managers, 32 branch managers, and 8 entry-level managers. Two senior managers assigned each of the 49 tested persons one of the following ratings: exceptional performance, satisfactory performance, unsatisfactory performance. When both raters agreed that a manager was either exceptional or unsatisfactory, the manager was placed in the category. The test scores identified 80 percent of the exceptional managers as identified by the raters. The test identified only three of the six managers rated unsatisfactory.