Determining the right mix of mental aptitudes and behavioral traits a person should have to be successful in a given role is something few of us can do well across all positions.
To make the best hiring decision, an applicant's aptitudes and personality need to be compared against those who have been successful in the specific job for which the applicant is being considered.
IC has partnered with
Candidate Resources, a leader in the assessment industry, who has assessed
successful performers in hundreds of different job categories, resulting
in benchmarks that represent the aptitudes and behaviors required for
success in these jobs categories. Candidate Resources maintains a large
database of these benchmarks that an employer may use to make better
hiring decisions. For even greater success in identifying the specific
aptitudes and behaviors required for success in a job, Candidate Resources
provides employers the ability to develop benchmarks specific to the
employer by assessing the successful performers in a job within that
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Types of Assessments
Achiever Measures six mental aptitudes, ten personality dimensions and two validity scales for professional, sales, management, supervision and administration jobs.
Executive Achiever Full Achiever, plus Leadership and Competency analysis, for upper level professional and management jobs.
Sales Achiever Full Achiever in sales language, for inside or outside sales.
Guardian For hourly jobs; measures ability to learn, math, numerical perception and personality.
Scoreboard For entry level and hourly jobs; measures personality and direct admissions of theft, drug or alcohol problems as they relate to the job.
Performer For entry level and hourly jobs; measures ability to learn, numerical perception and ten personality dimensions.
Besthire Brief assessment for blue collar or hourly jobs to determine if a person will be dependable and if there is a "job fit" between the person and the job.
Career Advisor The Career Advisor is an assessment designed to measure the skills and traits of an individual relative to those required for success in a particular vocation.
Black Belt Assessment for Six Sigma Black Belts or those aspiring to be, to determine if the individual has what it takes to be successful as a Black Belt.
360 Competency Offers employer ability for employee and up to five other parties to rate the employee on up to sixteen different job competencies.
Performance Appraisal Combines the features of a traditional performance appraisal form with an objective assessment of an employee's mental skills and personality traits as compared to those required for success in the job under review.
Interview This general Exit Interview provides an employer
with an online survey for gathering information from departing employees
regarding their attitudes and opinions about working for the employer.
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