Selection & Retention

Test Batteries

Skill Tests

  • Increase efficiency and improve cost-effectiveness in your employment process.
  • Identify and hire people who can contribute to your business profits.
  • Use high quality employment tests that minimize the costs of hiring employees with poor performance.
  • Don't pay the hidden costs of making bad hiring decisions.
  • Eliminate guesswork from the employment process by using reliable and valid skills tests.
  • Make informed employment decisions by measuring the skills, abilities, and personality traits of applicants.

Personality Tests

Structured Job Interviews

  • Use structured, sophisticated employment practices for collecting relevant information from applicants.
  • Measure personality traits, interests, and motivational tendencies that contribute significantly to job success.
  • Administer personality tests that help you predict how well individuals will perform on the job.
  • Kick the habit of conducting a bad interview that wastes your time and money.
  • Enhance your employment process with a structured job interview that can shed light on applicants.
  • Treat the behavioral interview as a test and use sharp interview questions to help you hit your targets.

Don't just put out fires – prevent them by hiring good employees

Many supervisors spend significant time and energy on managing employee inefficiency and poor performance. Frustration continues to grow in an organization when headaches created by employees keep getting bigger and bigger. Management constantly has to put out fires if too many employees can't meet job expectations. Using preventive medicine clearly is the answer to this dilemma.

Focus on competencies to get rid of employee headaches

Hiring good employees means making sure they have the capabilities to do the job. Educational background and employment history give no guarantee that people will be successful on the job. And an employment interview alone won't tell you what you need to know. So what can you do to increase your chances of hiring employees who have the skills, abilities, and job-related personality traits needed for success?

Use effective employment testing procedures

Managers often believe that they can "spot" the right person to hire or promote. Aptitude tests and structured interviews aren't crystal balls, but they certainly are better than relying solely on human judgment. An employment test, however, is only as good as the kind of information it gives you. You need to use skills tests and job-related personality tests that provide relevant, accurate, and reliable results. And you need information to help hire people you can really count on to make a difference in your organization.

Take the gambling out of your hiring decisions

The main reason for using pre-employment tests is to improve your ability to predict who will be successful on the job. If an employment assessment doesn't increase your chances of selecting the right person, it's not worth your time. An employment test may just have "face validity," which means it looks good on the surface but doesn't have much substance. This type of test simply doesn't improve your ability to hire people with the skills, abilities, and personality traits needed for job success.

Put more money in your pocket each time you hire or promote someone

The quality of an assessment test is determined by its utility in measuring relevant skills, abilities, and job-related personality traits accurately and reliably. Not only have our skills tests and personality tests been professionally designed, but they have also been empirically validated.

We have conducted statistical studies that show our competency test tools can help you identify people who will be more successful on the job. And everyone knows that successful employees contribute significantly to your organizational health and business profits.

Does this story sound familiar?

Everybody was asked to do an important job. Everybody thought that Anybody could do it. Everybody also was sure Somebody would do it. Anybody could have done it, but Nobody actually did it. Nobody realized that Everybody wouldn't do it. Somebody got angry because it was Everybody's job. As things turned out, Everybody blamed Somebody for something that Anybody could have done but Nobody did.

  • Nothing is likely to improve in an organization unless someone does something about it.
  • If you want to make a big difference, change the way you hire people in your company.
  • Questions about our products and consulting services? Please contact us for more information.

Interested in employment testing that reduces employee turnover?

Take a close look at our full line of employee recruitment and retention products, which can help you identify people whose skills, abilities, and personlity traits will make your organization more successful.