Experienced consultants working toward meeting the emerging demands placed on their business in today’s competitive environmentA unique adult learning format designed to increase productivity, enhance performance, and engage employees with the company’s strategyDesigned for the busy Executive, business owner, manager or sales person to achieve work-life balance, and reach personal and business goalsProfiles and Instruments designed to compliment your hiring & selection, leadership & career development, and communication processes
 

“The BYH has been part of our Hiring and Selection process for over three years and has met all of our expectations in terms of reducing the costs associated with our screening process, employee theft, and absenteeism while improving the quality of our staff.” - Stacey Renger - Senior Director of Human Resources, AllCare Medical

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 Our Mission is to enhance  performance and improve  productivity of  organizations and  individuals through  Consultation, Training,  and Coaching.
Assessment: Hiring and Selection 
Innovative Leadership of the Delaware Valley

Why use a hiring assessment?

As an employer you want to know an employee’s potential, their attitude towards leadership, and their potential for unacceptable behavior. Our various pre-hire assessments, Before You Hire and The Achiever Series, will guide you through the hiring process while cutting costs associated with hiring, selection, and retention.

We have the proven Hiring and Selection Tools that will turn your hiring interview into a Hiring and Selection Process.


Before You Hire (BYH)
The BYH Assessment is designed to alert employers of applicants who may be prone to unacceptable behavior. Employee past behavior is believed to be the best predictor of future behavior and this assessment is here to help you make informed decisions.

The BYH provides a systematic way of assessing characteristics, such as employee theft, work-place drug use, tardiness, absenteeism, and poor work habits. More Info


The Achiever™ Series
The Achiever combines cognitive and personality scales to provide a well-rounded picture of your potential employee. This assessment allows you to maximize the fit between employment demands and the abilities, aptitudes, and personality of the potential employee.

The Achiever reduces the time associated with hiring and selection and also reduces turn-over. More Info

Other hiring and selection assessments available in the Achiever Series include the following: 

  1. Executive Achiever 
  2. Sales Achiever
  3. Guardian
  4. Scoreboard
  5. Performer
  6. Best Hire
BEST HIRE - The Dependability Report
·       Provides a brief report on honesty, reliability and dependability, with a rating of A (Highly Recommended), B (Recommended) or C (Not Recommended) is provided.
·       Basic Job Fit - Briefly evaluates a job candidate's fit to a job in the areas of ability to meet and deal with people, customer service orientation, team spirit and dependability. Factors involved are:
- Drive and ability to withstand stress
- Honesty, reliability and integrity
- Ability to meet and deal with people
- Ego strength, confidence and frustration tolerance level
- Level of dominance and willingness to accept orders from others
- Stamina and perseverance in the face of obstacles

Hiring and Selection is a process. Save time and money with our proven assessments.

For More Information Click Here and Set Up a Conference Call. 



Frequently Asked Questions

Testing vs. Assessments

 

Is the Achiever a test?

Is the Achiever Assessment legal?

What about the OFCCP?

Has there ever been a finding or settlement out of court against any employer for using the Achiever assessment?

How many years has the Achiever been used in America?

How is the Achiever different from other tests or assessments?

What does the Achiever measure?

Are any aptitudes or dimensions considered more important that others?

What scoring system is used on the Achiever?

What is the distribution of the Achiever vs. the Bell Curve?

What is a benchmark?

How is a benchmark derived?

Are there specific measurements, aptitudes, or behaviors that are most important for a job?

Are there certain Mental Aptitudes and/or Behavioral Traits that are more applicable to sales?

What is a brief description of each Aptitude and Behavior measured by the Achiever or, its sister version, the Sales Achiever?

Six Mental Aptitudes:

Ten Personality Traits:

Why should an employer use the Achiever?


Is the Achiever a test?

No. Tests have a singular scoring system or a pass/fail rating. However, the Achiever is an assessment and assesses people in a variety of areas, not concluding a single score but rather various scores from each area assessed.


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Is the Achiever Assessment legal?

Yes. The EEOC has reviewed the assessment and the validation thereto and made the statement, in writing, concluding that there is nothing discriminatory about an employer’s use of the instrument.


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What about the OFCCP?

Investigators from the OFCCP have reviewed the instrument and its validation, in the course of their investigation of prime contractors and stated that the validation meets and exceeds OFCCP requirements.


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Has there ever been a finding or settlement out of court against any employer for using the Achiever assessment?

On numerous occasions, the FDIC has audited banks using the Achiever assessment system. In each case, the system has always passed with flying colors. The same is true with the OFCC audits of federal contractor clients. The Dallas district office of the EEOC and other EEOC offices across the country are acquainted with Candidate Resources' assessment systems. To date, there has never been an adverse finding against any employer for using the Achiever system, nor any out-of-court settlement.


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How many years has the Achiever been used in America?

Although it has been updated and revalidated numerous times, it has been in use in America and around the world for 54 years.


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How is the Achiever different from other tests or assessments?

When Dr. John L. Shirley, Dr. James Moore of Purdue, and Dr. Raymond Cattell (father of the 16 personality factors) validated the Achiever, it was the first job related assessment in America that assessed not only Mental Aptitudes, but Behavioral Traits as well. The validation instrument used at that time was Construct Validation. Dr. Shirley also copyrighted the instrument and since then the copyright has been updated and refiled. Thus, CRI controls the copyright to assessments in America and in that one assessment that contains both Mental Aptitudes and Behaviors. When an assessment contains both in America, there is a financial trail back to CRI.


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What does the Achiever measure?

The Achiever measures six Mental Aptitudes and ten Personality Dimensions


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Are any aptitudes or dimensions considered more important that others?

Yes. Some come together to raise a red flay about considering hiring the person at all, whether they fit the job or not. It raises concern when scores are in the lower range of the following dimensions:

    A score of a 1-2 in Nervous Tension would reflect an individual who is highly stressed and tense as a result of physical, work, financial, or personal, etc. stressors and may not be able to stay focused on job performance.

    A score of a 1-2 in Flexibility would demonstrate an individual whose mental makeup basically says “anything goes”. Thus this individual can typically rationalize any kind of behavior and may also lack the discipline to follow rules, guidelines, and morals.

    A score of a 1-2 in Emotional Development is a major concern, especially if the individual is over the age of 18, since this score represents ego development. In the case of a low score in this dimension from an individual older than 18, the concern would be directed toward whether the individual has sufficiently developed the ego to personally believe they can do the job and do it well.

    A score of a 1-2 in Psychological Toughness exhibits that the individual lacks mental stamina. We all survive in a world of problems and issues, financial, personal, family related. Just driving to work is oftentimes highly stressful. This measurement indicates the mental toughness of the person to go through their job and life and ability to deal with the issues they are confronted with.


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What scoring system is used on the Achiever?

The Stanine system is depicted by a line broken into 9 parts with equal distribution as compared to the Bell Curve.


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What is the distribution of the Achiever vs. the Bell Curve?

23% of the population score in the 1-3 range, 54% score in the 4-6 range, and 23% score in the 7-9 range.


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What is a benchmark?

A benchmark pattern represents the range of scores on The Achiever of the requirements for successful performance in a particular job category. By utilizing a benchmark, an employer can “see” how an individual who has been tested with The Achiever compares to the requirements for success in the job category under consideration. Comparison of an individual’s scores on The Achiever to a benchmark provides concrete data as to a person’s likelihood for success on the job based on The Achiever results, and ensures that use of The Achiever is job related.


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How is a benchmark derived?

A benchmark can be derived in three ways:

1. By assessing people meeting and exceeding their objectives in the job for one employer

2. By assessing people in the same job category in similar company who are meeting and exceeding their job objectives.

3. By utilizing CRI’s online system to derive a benchmark based on a job description.


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Are there specific measurements, aptitudes, or behaviors that are most important for a job?

Yes, they are as follows:

    Mental Ability

    Drive, i.e. Nervous Tension

    Flexibility, i.e. Integrity

    Ego, i.e. Emotional Development

    Dominance, i.e. Assertiveness to lead or follow

    Stamina, i.e. Psychological Toughness

    Motivation


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Are there certain Mental Aptitudes and/or Behavioral Traits that are more applicable to sales?

Yes. The critical sales traits are:

    Mental Ability- to understand the product line, aligns the product with the prospect/customer needs, and understand/recommend solutions for their needs

    Flexibility- integrity, ability to adhere to a set of morals, guidelines, or rules

    Sociability- the ability to meet and deal with people

    Assertiveness- the ability for the salesperson to ask for the order and/or close the sale

    Mental Toughness- the psychological toughness to deal with issues, obstacles, and people


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Secondary Importance:

    Drive/Energy- to proactively make things happen

    Ego/Emotional Maturity- the confidence to believe in oneself

    Motivation- most salespeople are motivated by commission or incentives


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What is a brief description of each Aptitude and Behavior measured by the Achiever or, its sister version, the Sales Achiever?


Six Mental Aptitudes:

   Mental Acuity - learning comprehension, judgment, reasoning and problem-solving ability

   Business Terms - knowledge of basic business terms

   Memory Recall - knowledge of current events as they relate to the job

   Vocabulary - general English vocabulary skills

   Numerical Perception - ability to handle numerically related tasks quickly and accurately

   Mechanical Interest - measures interest in the mechanical area

Ten Personality Traits:

   Energy - energy, drive, tension and stress levels

   Flexibility - integrity, reliability, dependability and work ethics

   Organization - personal orientation to plan and utilize time wisely

   Communication - innate ability to meet and interact with people

   Emotional Development - ego, self-esteem, self-confidence and ability to handle pressure

   Assertiveness - strength and determination to get one's way

   Competitiveness - team orientation versus individualistic competitiveness

   Mental Toughness - psychological stamina to deal with life and job problems

   Questioning/Probing - instinct to question and probe rather than accepting things at face value

   Motivation - security-motivated or recognition, incentive and commission oriented

The Achiever also contains two validity scales to assess the accuracy of The Achiever report:

   Distortion - frankness of the respondent as related to the statistical validity of the personality dimensions

   Equivocation - consistent decision-making of the respondent as it relates to the accuracy of the personality dimensions measured


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Why should an employer use the Achiever?

Basically there are two reasons: (1) The Achiever, or Sales Achiever, will often point out critical areas that you missed during an interview and when they are further explored and validated indicate that the employer really doesn’t want to hire the candidate in question, and bring in a new set of problems from this individual into the workplace. (2) Scientifically and objectively the Achiever compares the person to the requirements of the job and gives the employer information that may have not been apparent in an interview situation, which are at best false much of the time.


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