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It's unfortunate, but people don't always make informed hiring decisions. Maybe some people don't want to take the time to get the information they need. Or maybe they just don't know how to obtain useful information about applicants. Considering how much is at stake, making an uninformed hiring decision doesn't make much sense if you want to keep your business healthy.
Measures the ability to sort alphabetic, numeric, and alphanumeric data fields quickly and accurately (sorting test). Assesses conceptual organization skills required for filing and organizing various types of business materials.
Measures the ability to identify errors in strings of numeric and alphabetic characters (proofreading test). Assesses perceptual speed and accuracy required for identifying and correcting errors in documentation.
Measures the ability to identify alphanumeric errors in written material by comparing the material to an original (proofreading test). Assesses perceptual speed and accuracy required for identifying and correcting errors in documentation.
Measures the ability to recognize the correct spelling of words commonly used in business (spelling test). Assesses language proficiency required for creating and revising documents.
Measures the ability to recognize the correct spelling of words commonly used in legal organizations (legal spelling test). Assesses language proficiency required for creating and revising legal documents.
Measures the ability to read and understand written procedures (reading test). Assesses reading comprehension required for understanding written materials used in training programs or on the job.
Measures the ability to read and understand written material and to answer literal and inferential questions about this material (reading test). Assesses reading comprehension required for understanding written materials used in training programs or on the job.
Measures the ability to solve math problems involving whole numbers, fractions, and decimals, by using addition and subtraction (math test). Assesses basic numerical skills required for completing various job tasks.
Measures the ability to solve math problems involving whole numbers, fractions, decimals, and percents, by using addition, subtraction, multiplication, and division (math test). Assesses basic numerical skills required for completing various job tasks.
Measures the ability to measure objects using both the U.S. standard and metric systems (measurement test). Assesses measurement accuracy required for completing job tasks involving measuring instruments.
Measures the ability to solve work problems by identifying similarities and differences among objects (reasoning test). Assesses logical and analytical skills required for solving routine work problems.
Measures the ability to solve problems by applying established procedures and using logic (problem solving test). Assesses analytical and logical skills required for solving routine work problems.
Measures the ability to memorize detailed information and to recall this information (memory test). Assesses short term memory required for remembering information, such as work procedures and technical data.
Measures the ability to understand diagrams of objects (graphics test). Assesses basic visual skills required for interpreting graphic materials (e.g., blueprints, drawings, schematics) used to complete certain job tasks.
Measures the ability to visualize the size, shape, spatial relations, and spatial orientation of three-dimensional objects (visual test). Assesses visualization skills required for manipulating assemblies, components, equipment, and machines.
Measures the ability to enter alphanumeric data into computers with speed and accuracy by applying simple rules (keyboard test). Assesses keyboard speed and accuracy required for a wide variety of clerical and administrative job tasks.
Measures the ability to enter numbers into computers with speed and accuracy by applying simple rules (data entry test). Assesses keyboard speed and accuracy required for a wide variety of clerical and administrative job tasks.
Companies typically rely on applications and job interviews for collecting information about applicants. This information, however, usually is insufficient or unreliable for making predictions about people's job success. It's no wonder then why hiring decisions often fail to give companies the results they need. So what can you do to make better employment decisions when you have little or no information about applicants?
You already know how costly and painful it is each time you hire or promote someone who doesn't have the skills and abilities needed for success. By using our specially designed assessment tests, you will keep more money in your pocket by making better recruitment and selection decisions. Our skills tests are:
Compared to the costs associated with hiring people who have poor performance, our employment tests offer an inexpensive way to safeguard your human resources investment.
Criterion-related and content validity studies support the use of our pre-employment test batteries for predicting successful performance in a wide variety of jobs.
The content of our employment assessment batteries is based on various job analysis studies conducted in numerous companies across several industries.
Our ability test batteries can be administered quickly. Most are only five minutes long, and no test takes longer than 10 minutes.
The computer administers our online tests without any fuss. Even our paper-based skills tests are simple to administer and score.
Examine our recommended skills test batteries for various types of jobs.