 | Personality AssessmentsA completely objective tool for your hiring processAll companies, whether a large corporation or a small business, share the same concerns when it comes to hiring a new employee or promoting a current employee. Too many companies have made that dreaded mistake of hiring the right person for the wrong job or promoting an excellent employee into a position beyond his ability. We tend to hire for skills, but fire because of behavior. Using a job-fit assessment can help determine the personality traits that generate top performers and the cognitive skills that assure productivity. Individuals who are properly matched against the job requirements have higher levels of success and overall job satisfaction. Employee selection and management processes are too often clouded by subjectivity and incomplete information to be as effective as they should be. Job-fit assessments allow you to easily and consistently measure and compare applicants with objective information that is critical in the hiring decision. | |
Selection AssessmentsOur selection assessments combine cognitive skills and personality traits to predict how well a candidate will perform in the job before you hire them.
| 
Aptitude AssessmentsOur aptitude assessments measure a candidate’s attitude, approach and general knowledge in relation to Leadership, Sales & Customer Service.
| 
Career Advisor™The Career Advisor™ can aid in identifying your values, attributes, skills and personality type to better align you with a career choice that is meaningful and compatible with your personal needs.
|
| What behaviors do our Assessments include?With each pre-employment or employee test, you will receive measures for personality dimensions and mental abilities on your candidate that will cover areas as such as:
| |
Development of the Original Job-Fit Assessment™
The assessments provided by Hire Level have their roots in a localized personnel testing practice formed by a group of industrial psychologists in Dallas, Texas in 1957. At the time, psychologists primarily used recognized psychological tests of the day, such as Wonderlic, Thurstone, Stanford Binet, Sixteen Personality Factor (16PF), MMPI and Strong Campbell, to test people for potential leadership roles in organizations. As the years passed, clients pressed for a more economical and simple way of testing applicants. As a result, Dr. Raymond Cattell, who developed the 16PF, collaborated with other psychologists to build the first assessment in America that measures mental aptitudes critical to any job, behavioral traits that are purely job-related, and validity scales all in one instrument. Prior to its creation, there were no purely job-related tests that included all three elements. Today, the test they developed is known as the Achiever™.
The Achiever™ family of assessments has been validated in accordance with construct validity, which is the degree to which a test measures what it claims to be measure. The Achiever™ has been administered to thousands of people, along with other standardized assessments, such as the 16PF, MMPI, Wonderlic, and Stanford Binet, and through comparison, it is determined that this assessment system does indeed measure what it professes to measure.
|
| |
