Selection Assessments

The Achiever family of assessments has varying components which differ based on the level of employment in question. To address the needs of a variety of positions, we have reconfigured the tests to adapt to the cognitive and behavioral needs of specific job levels.

Each of the assessments include ten personality dimensions. These ten dimensions reflect the core personality traits of the individual and how they may relate to the specific job for which they are applying. A personality assessment is designed to predict how a candidate will react to a given situation. It can also advise management on cultural fit, the best avenue to management and training, as well as compatibility and team dynamics.

Cognitive testing is a very effective predictor of job performance, especially when the position is complex and mentally challenging. The Achiever, Executive Achiever, Sales Achiever, Guardian and Performer all contain some level of cognitive testing. These portions of the assessments measure abilities related to thinking, learning, reasoning, memory, problem solving, perception, reading comprehension and math.

Personality assessments may cause some candidates to answer questions in a less candid manner to try to make a favorable impression. However, all of the Achiever family of assessments has an imbedded mechanism to determine when a candidate has attempted to hide weaknesses or promote non-existing strengths.