We provide the world’s most reliable assessment systems to dramatically improve the caliber and capabilities of employees and executives hired, internally promoted, and retained.
Until very recently, there have been no assessment methodologies that can accurately and reliably predict and report on the probability of candidate success with a very high degree of certainty. Now there is.
Organizational productivity and enterprise financial performance is composed of employees who contribute greatly, those who do okay and those whose contributions and capabilities are less or much less than beneficial to your enterprise.
Most of the assessments in use today are decades old and based upon outdated research and contents while also suffering from dubious or non-existent validation.
Most are “ipsative” (self description of personality) and not “normative” (capability scores on a STEN or BELL CURVE basis) in design. Ipsative assessment results indicate unreliable relative strengths and weaknesses of the person being assessed, with no objective comparison to any other individuals. They have been proven to be ineffective as hiring and selection tools due largely to the fact that their “test-retest” reliability is very low. Said another way, if a person completes an ipsative assessment 2 or more times their assessment results will likely not be the same across each test result. To take that subject one very important step further, personalities can change frequently based upon external stimuli…even within a 15 minute period.
As an example, many of our clients have found prior to retaining our assessment services that the ipsative personality of a candidate tested on one day is frequently different or very different from the personality of that candidate on their third day of employment and beyond. This is why hiring or promoting employees and executives for personality fit very frequently results in termination for capability and performance reasons.
Ipsative assessments only provide information about who the test taker thinks they are or who they want you to think they are at the time of assessment completion. You may know an assessment is ipsative when no numeric assessment scores are provided and when those scores are not plotted on a normal distribution bell curve.
Normative assessments reliably measure quantifiable attributes and capabilities. They compare candidates against a normed population, generally the working population of North America or other regions of the world. Since a normative assessment compares the candidate’s results to an actual population you can then make useful comparisons of candidates regarding the attributes, skills and capabilities your enterprise requires for given position types.
Most of our assessments are equally useful for all position types from entry level to very senior executive, within all industries and in up to 15 languages. Each of our assessments is supported by a full and recent validation study allowing you to know that each of our assessments does what it is supposed to do on a highly reliable basis.
Our assessments eliminate the guesswork related to hiring, promotion and succession planning and provide your enterprise with an assurance of improved human productivity, reduced turnover, lower labor and G&A costs, and improved financial outcomes.
-The Wiley Global Assessment Center™-
The Wiley Global Assessment Center™ provides you and your enterprise with 24-hour, 7-day per week candidate assessment and reporting capabilities on a worldwide basis in up to 11 languages. We generally can design and establish your logo branded assessment center for use throughout your enterprise within 2 to 3 days of approval to proceed, even for 180,000 employees on a worldwide basis. We utilize only the very latest security, privacy compliance, data archiving and server redundancy capabilities while also providing 100% up-time.
Our assessment system is fully scalable for global use and it will be your go-to location for all assessment activities while providing access to these 9 flagship assessments among many others:
The PXT Select™ and its predecessor the ProfileXT™ are non-timed approximate 25-minute to 45-minute customized and normative psychometric assessments that can be used for selection, training, promotion, managing, and succession planning at all employment levels up to your most senior executive positions and board levels.
They are powerful and dynamic management tools that employ 21st Century technology while going far beyond simple personality assessments that are not useful or defensible for employment decision purposes.
They are the latest, most advanced, most thorough and most valid assessments of their types available at reasonable cost. ProfileXT™ was initially introduced in 2003 while subsequently proving itself for over 16 years. The PXT Select™ includes our latest assessment design advancements and more detailed reporting with a much wider array of reporting capabilities.
It is the first and is still the only employment assessment in the world that utilizes Computer Adaptive Testing meaning that it continually adapts to the candidate’s capability level. In other words, it is assessment methodology in which the next item or set of items presented to the candidate depend upon the test taker’s responses to the most recent items administered.
Both assessments validly compare an individual’s thinking style, behavioral characteristics and occupational interests against a position specific performance model customized with client input. They each provide a highly reliable job match percentage that is a valid indicator of how the individual will perform in a given position or in multiple positions. Predictive and test-retest reliability of these assessments are second to none and in many cases more than twice what is provided by other assessment publishers.
These two assessments produce multiple reports at no extra cost for use in hiring, development and organizational planning, and both provide such outstanding results that nearly none of our clients have stopped utilizing them.
Leadership is about much more than credentials, titles, prior positions, references or personalities and until now, “leadership” has been an amorphous subject that has never been able to be validly and reliably assessed.
Our newest assessment holds the key to knowing with certainty whether a person is exceptional at leadership and results creation and gives our clients actionable data to interview, hire, and develop leaders at all organization levels within any roles. There really is no other assessment like it.
More and more clients are now utilizing this assessment before promoting, placing or hiring management and executive professionals, with exceptional outcomes, because it removes the cloud around knowing who can lead others in small or large numbers while creating continually improving business results.
If you have interest we will share with you the situation from August 2018 whereby a non-client company had hired a new CFO who within 40 days proved herself to lack leadership capabilities. We were then retained to fill that position, with our final candidate beginning her new position there on October 22, 2018 after Board ratification. As predicted by her PXT Select Leadership Assessment results, her exceptional leadership skills became evident only 20 minutes after she arrived on her first day of employment. And they have been evident ever since, precisely as predicted by her assessment results.
Candidates may take the PXT Select™ Leadership Capability Assessment anywhere in the world where they have access to the Internet. For a sample Leadership Capability assessment report, Click here.
This assessment has established a new and significantly improved standard for hiring exceptionally productive sales professionals from entry levels to executive levels within all industries. It is easily customized to what your enterprise requires for selling capabilities and results based largely upon what is being sold, the sales channels through which it is being sold, and to whom it is being sold.
During the last 3 years this remarkable assessment has increased client revenue, reduced sales staff turnover, increased individual sales results, reduced bad debt, improved customer feedback, shortened sales cycles, and removed the unknown aspects of candidate capabilities.
In summary, this assessment reliably measures the human capabilities that create and build sales to a degree that has not existed previously while also creating dramatically improved sales team interactions and relationships.
Candidates may take the PXT Select™ Sales Assessment anywhere in the world where they have access to the Internet. For a sample PXT Select™ Sales Assessment report, Click here.
Selling in today’s marketplace is much more challenging than it has ever been in the past. Salespeople are expected to be competitive, while maintaining allegiance to the organizational team. They are expected to be self-reliant while having a persistent level of effort that causes them not to take “no” for an answer. They are expected to be subject matter experts regarding their products and services as well those of their competitors. And, they are expected to have a drive to sell while maintaining the correct balance within customer and prospect relationships.
The Profiles Sales Assessment™ is a customized tool for selecting, managing, and improving the performance of salespeople and sales managers. It measures five key qualities of successful salespeople and predicts performance in seven critical sales behaviors. Using the Profiles Sales Assessment™ to build and develop a sales organization can result in record-breaking productivity, retention of top performers, and exceptional revenue AND profitability growth.
Candidates may take the Profiles Sales Assessment™ anywhere in the world where they have access to the Internet. For a sample Profiles Sales Indicator™assessment report, Click here.
The Customer Service Profile™ is a customized assessment that provides an easy comparison of an individual’s perspective with your company’s perspective on customer service. It is used for placement, self-improvement, and coaching.
The Customer Service Profile™ measures all of the following:
- Behavioral Characteristics
- Vocabulary Skill
- Numerical Skill
Candidates may take The Customer Service Perspective™ 24/7, anywhere in the world where they have access to the Internet. For a sample The Customer Service Profile™ assessment report, Click here.
The Profiles Performance Indicator™ measures key behavioral factors and their impact on the critically important aspects of success in business, providing information that makes every employee or executive more productive.
The report helps you understand how an individual is effectively understood, motivated, and managed and ensures greater human productivity and improved workplace relationships. The Profiles Performance Indicator™ measures the following behavioral tendencies in the following job-related competencies, and provides suggestions for improving performance and business outcomes:
- Quality of Work
- Problem Solving
- Response to job related stress, frustration and conflict
- How to motivate the employee.
- Whether the employee is internally motivated or will need to be externally motivated.
Most personality assessments such as The Myers-Briggs Type Indicator™, The Kolbe Index™, The Firo-B™, The Insight Inventory™, and DiSC™ provide only personality labels and color codes as feedback. The Profiles Performance Indicator™ provides actionable feedback in business terms without simplistic labeling in soft terms, and is administered via the Internet.
For full details on this assessment and to view any of its sample reports click here.
The Step One Survey II™ is a scientifically designed and heavily validated assessment tool that evaluates job applicants for integrity, tendency toward substance abuse, reliability, and work ethic. Step One Survey II™ report results are immediately available to hiring decision makers upon completion of the assessment by candidates for employment. The report contains the following information for consideration while making an employment decision:
- Quick Check – Providing the candidate’s employment status, availability to start, most recent salary, and supervisory experience.
- Employment Profile – Concise employment history plus supporting interview questions.
- Integrity – A summary of admissions regarding theft of money, property, data and time.
- Substance Abuse – Admissions regarding personal use and/or distribution of illegal and/or regulated substances.
- Criminal Convictions – Admissions regarding criminal convictions.
- Candidate’s Attitudes – Regarding Integrity, Substance Abuse, Reliability, and Work Ethic.
- Graph – A visual summary of the candidate’s results.
- Structured Interview Questions – Structured interview questions related to certain issues that may be of concern to you regarding the information provided by individual candidates. Asking these questions of candidates provides additional information for making appropriate hiring decisions.
Within the USA we also provide an updated version of this assessment for use in those cities, counties and states where Ban The Box laws have been enacted protecting the initial employment consideration rights of individuals with criminal histories.
Candidates may take the Step One Survey II™ anywhere in the world where they have access to the Internet. For a sample “Quick Check” assessment report, Click here. And, for a sample detailed “Interview” assessment report, Click here.
The Checkpoint™ 360° is a powerful professional development tool, designed to positively impact an individual’s position performance, and an organization’s outcomes.
Designed for executives, managers, supervisors, and others in leadership positions it can facilitate peak performance that generates improved productivity in the workplace. The Checkpoint™ 360°quantifies a participant’s competencies, verifies the results from a variety of perspectives, and identifies ways to enhance skills. It is the most advanced and validated instrument of its type and is administered via the Internet.
Many organizations suffer from the aftereffects resulting from poorly designed and excessively complex 360° instruments that are actually designed by their publishers to create downstream challenges for which your organization must seek assistance from the publisher, at great expense or inefficiency cost. One widely distributed and poorly designed 360° instrument, for instance, utilizes a very dubious competency construct whereby one of their competencies…similar to many others…is “dealing with ambiguity”. Our position on that subject is clear: It is much more important to organizational success that ambiguity be eliminated rather than merely “dealt with”.
The Checkpoint™360° universal management and leadership competencies, and 18 skill sets, identifies performance opportunities in simple terms and in a manner that creates individual and organizational performance improvement very rapidly. For a sample Checkpoint™360° assessment report, Click here.