WHY OUR ASSESSMENTS ARE DIFFERENT

Reliability & Validity - Our assessment publisher's roots span over thirty years in research and development. In fact, they have recently completed a large assessment analysis. Over 200,000 participants in the workforce participated in this landmark study. This study has been replicated in more than 70 countries, emphasizing our mission to bring culturally sensitive and accurate assessments to clients around the world. While many assessment studies in the industry are administered on college campuses, utilizing students with no professional work experiences, Profiles International focuses on samples that represent the working populace whom the assessments serve. When assessment developers utilize inappropriate sampling techniques, their assessments on the market today fail to address the issues of validity and reliability we support. This results in inaccurate measurements and wasted time and money on the part of their clients. Our comprehensive assessment analysis studies include employees at all levels of their companies and across many industries. Reliability and validity results for our assessments benefit from our diligence in attaining the most representative samples attainable.

Regular and Consistent Revalidation - We validate more than once for a good reason – because assessments can't be allowed to get old. Old is not good in the assessment business because language is not static and assessments are made up of words. The meanings of words change, sometimes quite rapidly, and when meanings change, it can affect how people respond to a questions in an assessment, invalidating the question. If enough questions change, the entire assessment may become invalid. That’s why we regularly and consistently revalidates all of our products, question by question. Whenever necessary, revisions are promptly made.

Customized Job Match Patterns - Some Profiles assessments create job match patterns that are customized to fit your company and its corporate culture. Job match patterns are used to assure the new people you hire will have many of the same job-related attributes as the people you have who are productive and doing an all-around good job for you.

Measure the Total Person - An extremely important feature found in several of our products is that we measure the total person. We measure the three most important dimensions of human beings. We measure thinking and reasoning which is essential to knowing how to train people effectively. We measure behavioral traits because top performers in any position will have behavioral traits in common. And we measure occupational interests because people perform much better when they are interested in the work they are assigned and find it challenging at a motivational level. Even if a person has never done a certain kind of work, you may find that with a bit of training they will perform very well on the job if it fits their motivational interests.

Suggested Interview Questions - A special feature of Profiles™ assessments used for placement is suggested interview questions. Too often, interviewers are not sure of the questions that should be asked of a job candidate. Placement decisions are often made on first impressions (experts say in the first five minutes of an interview) and the rest of the interview may consist of the interviewer talking about the job, the company, and, generally, talking the candidate into coming to work for the business. Meanwhile, the job candidate largely remains an unknown quantity. The assessment report aids the interview process because it identifies areas of concern with regard to a candidates’ qualifications and it suggests questions to help an interviewer learn essential information that is needed for making good placement decisions.

Eliminate Common Hiring Mistakes - A common hiring error occurs when an employer senses an eagerness on the part of a job candidate and mistakes it for an interest in doing the job. So many people want the money, not the work, and they’ll leave a job they’ve only tolerated and take the same job with your company thinking that it will be different. After an initial burst of enthusiasm, the newness of the environment wears off and they dislike your job more than they disliked the job they left.

Solve Employee Performance and Attitude Problems - Management guru Peter Drucker has estimated that two of three hiring decisions will prove to be a mistake during the new employee’s first year. Sometimes the employee can be terminated, or quits, but all too often they are allowed to stay on the payroll and are a drag on an organization’s overall productivity. They are also often the source of problems that management must resolve. An employee whose performance is marginal is likely to have a bad attitude toward his or her work – an attitude that can contaminate others. Using AssessUSA products helps to keep the “bad apple” syndrome out of your business.

Multiple Reports For the Same Cost - Most of our assessments generate more than one type of report, making them multi-use management tools. You never pay more for additional reports so you can get additional information without additional expense.

Learn about The Advantages of Working with AssessUSA