The Employee Attitude and Personality Test – Revised is an overarching assessment of a person’s work personality profile, including trainability, initiative, abrasiveness, analytical thinking, emotional stability and more.
The Franchisee Personality Profile assesses a person’s personality and attitudes to fit the ideal franchisee profile with versions for fast food, hotel and restaurant industries.
The Management Skills and Styles Assessment – Abridged is a condensed test that is designed to assess 35 key traits that are linked to managerial ability.
The NAP will assess whether a person has a knack for deal-making in the business world.
The Organization Skills Test – Revised assesses how well-developed a person’s organizational skills are in terms of time-management, neatness, self-motivation, cognitive organization and organization strategies.
The Performance Review 360 evaluates different aspects of an employee’s performance in order to gain insight into his/her strengths and where improvement is needed.
Use the Jackson Personality Inventory™-Revised to assess people’s interpersonal, educational, and work-related behavior and functioning in a wide range of settings such as those involving work, educational/organizational behavior, or interpersonal situations. It is useful in personnel selection, team-building, managerial counseling, and research.
The Sales Professional 7.0 solution is designed for entry to mid-level sales positions in which employees proactively sell products to customers, develop relationships with repeat customers, and have their pay and/or performance heavily based on sales revenue. Sample tasks for these jobs include, but are not limited to: promoting products to customers, persuading customers to buy products, and building ongoing customer relationships.
Use the Maintenance Planner Test to assess journey-level candidates for a thorough knowledge of workflow processes, troubleshooting, and planning techniques.
The Learning Styles Questionnaire identifies an individual’s preference for using one of four learning styles: activist, reflector, theorist, or pragmatist.
The Career Decision-Making System Revised self-assess middle and junior high school students’ abilities, work values school subject preferences. – We’re sorry, we no longer offer this test; please contact us for alternatives.
Use the Sales Manager Solution test to assess sales candidates who proactively sell products to customers, develop relationships and are paid on performance.
The CNC Operator Test measures knowledge and skill where CNC operation is a necessary part of job activities.
Use the Cross-Cultural Adaptability Inventory to assess candidates you’ll send overseas and immerse in new cultures and face new challenges. It gives insight into people’s ability to adjust to a new culture/environment and future stressors when transferred overseas.
Use the Drafter (CAD Operator) assessment to identify people with print reading and CAD knowledge who are the right fit for the job.
Use the Machinist Test to assess journey-level machinist candidates for skills like assembly, print reading, rigging and lubrication.
Use the Mechanical Aptitude Test to assess a person’s mechanical aptitude measuring their ability to learn and perform production and maintenance job activities.
The Career Attitudes & Strategies Inventory surveys beliefs, events, and forces affecting careers and identifies problems requiring further discussion and exploration.
The Team Leader-Crew Leader Test measures coordination, organizational, team work, communication and dependability skills.
Use the Broker-Relationship Manager Test to assess managerial candidates for the mental ability to learn quickly, motivate employees, live up to their obligations and and maintain good relationships with clients.
The Work Engagement Profile uniquely focuses on measuring intrinsic rewards and providing insights that can directly affect your organization’s bottom line because it addresses work engagement at the core level the employee’s feelings about the work itself.
Use the Boilermaker test to assess technical knowledge of boilers and maintenance, piping, welding, math and Burning, and Fabricating.
The Military-to-Career Transition Inventory test provides strategies for career development and employability, and includes a worksheet for setting goals for veterans.
The Occupational Personality Questionnaire – Leadership Potential measures how aspects of an individual’s behavioural style will affect his or her performance at work.
Use the CRM Concepts to screen experienced processional candidates for knowledge of Customer Relationship Management (CRM) systems.
Use the Pastor-Minister Test to screen applicants for leadership, ethics, mental ability, agreeableness, conflict management and more.
Use the Maintenance Manager Test to assess journey-level candidates for multicraft, maintenance and leadership skills.
Use the Pastor-Minister Test (Personality Only) to screen applicants for leadership, ethics, mental ability, agreeableness, conflict management and more.
The Psychological Screening Inventory – 2 identifies people who might benefit from more extensive examination and professional attention and a brief mental health screening device in situations where time and professional labor may be a premium.
Use the Project Leader Skills Evaluation evaluate the suitability of candidates for the position of Project Leader, by measuring essential skills.
The Change Reaction identifies typical responses to organizational change and helps to better understand the three typical change reactions.
Use the Training Needs Assessment Test for pinpointing managerial/supervisory training needs in 15 key management skill dimensions.
Measures training needs for HR development incl. problem solving/decision making. We’re sorry, we no longer offer this test; please contact us for alternatives.
The Survival Simulations Series allows teams that meet remotely to test their communications, interpersonal relations, and group problem-solving skills in a safe environment.
The Gaming Manager Solution tests management level positions in the hospitality industry within gaming environments and focuses on security, integrity, and managing sales. – We’re sorry, the Gaming Manager has been discontinued and replaced with the Manager 7.0.
Use the Contact Center Team Lead-Coach for screening the management potential of entry-level managers who supervise hourly employees. – We’re sorry, this test has been discontinued and replaced with the Supervisor 7.0.
Use the Project Manager Solution to screen applicants for positions that lead medium to large scale projects with multiple team members involved. – We’re sorry, this test has been discontinued. Please use the Search box and look for Project Managment to find alternatives.
A comprehensive assessment of work-relevant personality traits. – We’re sorry, this test has been discontinued. See our Personality category for alternatives.
Use the Automatically-Scored Written Essay Test to measure written communication skills, write for the appropriate audience and organize content in an understandable and appropriate manner. – We’re sorry, this test has been discontinued. Please use the search box and enter Business to find alternatives.
Use the Bank Operations Supervisor to screen candidates for entry-level banking leadership positions in banks and financial roles. – We’re sorry, this test has been discontinued. Please see our Banking category for alternatives.
The Global Personality Inventory is designed to provide businesses with information on the aspects of an individual’s behavioral style that will have an impact on their performance at work. – We’re sorry, this test has been discontinued. Please see our Personality category for alternatives.
Use the Store Manager Solution for job candidates applying to entry-level leadership positions who tend to supervise hourly employees. – We’re sorry, this assessment has been, discontinued, updated and replaced with the Store Manager 7.0.
Use the Welder Test to assess technical skills required by job applicants or incumbents for jobs where technical knowledge of boilers is a necessary part of job activity. – We’re sorry. This test has been discontinued. Please search our site for “welder” to find alternatives.
The Organizational Climate Survey looks at the climate you experience and the climate you believe you create for your team. – We’re sorry. This test has been discontinued. Please see the Leadership Style Workbook and Organizational Climate Workbook.alternatives.
The PAI® (Personality Assessment Inventory) is for identifying psychopathological syndromes and providing information relevant for clinical diagnosis, treatment planning, and screening for adult psychopathology. – We’re sorry, we no longer offer the Personality Assessment Inventory. It is available, to qualified purchasers, at www.parinc.com.
Use the Director-Senior Manager solution to identify leaders for senior positions for planning, directing, or coordinating key business activities and operations.
Use the Change Style Indicator to assess an individual’s preferred style in approaching and addressing change. – We’re sorry, we no longer offer this test. Please see our LEADERSHIP & MANAGEMENT SKILLS category for alternatives.
The Watson-Glaser Critical Thinking Appraisal® I measures critical thinking ability and decision making in high-potential professionals, new managers, and future leaders. – We’re sorry. This test has been discontinued. Please see the Watson-Glaser – III for the newest version.
The Detailed Assessment of Post-traumatic Stress™ is a clinical measure of trauma exposure and post-traumatic stress in adults and only for clinicians. – We’re sorry, we no longer offer the DAPS assessment. It is available, only to qualified users, at www.parinc.com.
The Manager’s Job Style Indicator to help you prioritize the types of tasks and the style behaviors required in the position.
The Workplace Personality Profile provides a reliable measurement of nine personality traits (i.e., achievement drive, assertiveness, flexibility, helping disposition, reliability, self-confidence, stress management, team player and trustworthiness) to obtain a proper job fit.
Use the Basic Skills Test (BST®) to assess 15 skills including vocabulary, problem solving, language, reading, computation for identifying fundamental reasoning, numerical, perceptual abilities of applicants for clerical, administrative and customer service roles.
The Account Manager test helps you hire leaders with the communication, project coordination and management skills they need to handle client accounts effectively. – We’re sorry, this test has been discontinued, updated, and replaced with the Sales Professional 7.0.
The Insurance Director solution is for senior-level management positions in insurance companies that oversee sales functions across multiple brokerages, offices, or agencies or geographic territories.
The Jackson Career Explorer guides people toward satisfying and fulfilling careers and generates personalized career information.
The Human Resources Test assesses the candidate’s measures the knowledge and understanding of the basic concepts of human resources management.
The Human Resources Concepts (US) Test assesses the candidate’s knowledge of the core areas of Human Resources. Designed for human resource professionals and experienced managers.
The Executive Solution helps assess planning, directing, coordinating, formulating policies and overall management skills of senior executives.
Use the Workplace Fundamentals (U.S.) test to assess a candidate’s knowledge of workplace basics.
The Entrepreneurial Style & Success Indicator helps you determine your inherent entrepreneurial tendencies, motivations, and propensities.
Use the Workplace Personality Inventory II to assess work-related personality traits, shown to be important to job success in a wide range of occupations.
Use the Child Care Worker II to ensure that the people you’re putting in charge of children have the right temperament, aptitude and skills for the job.
Use the Child Care Worker I to assess applicants for roles involving supervising children, like camp counsellors, babysitters, youth volunteers, Scout leaders, sunday school teachers and more.
Use the Managerial Personal Style Assessment I to identify candidates with the mental and learning ability, leadership, delegation and productivity skills you need.
Use the Managerial Personal Style Assessment II Test to identify candidates with mental and learning ability, leadership, delegation and productivity skills.
Use the Leadership Fundamentals to give first-line managers the feedback that they need to succeed across 13 competencies.
Use the Coaching & Trainability Attitude Assessment to measure an individual’s coachability, willingness to learn, accept feedback, and criticism, for a variety of roles.
The Management Skills and Styles Assessment 360 offers managers an opportunity to rate their own performance and compare it to feedback from employees and direct reports. This can be a humbling experience, but it provides leaders with an opportunity to gain insight into whether their current managerial approach is helping or hindering employees from reaching their full potential.
The Leadership Potential Assessment 360 is designed to allow direct reports, peers, and group members to assess the performance of their leader on a variety of traits and competencies.
The Employee Engagement Survey 360 helps obtain a snapshot of an employee’s current attitude toward their work, their job, and the organization. It offers management insight into the organizational “vibe” and brings to light job issues that they may not be aware of.
The Leadership Potential Assessment will determine whether a person possesses the personality traits that characterize good leaders, and evaluates the type of techniques he or she would utilize if given a leadership position.
Locus of Control & Attribution Style Test assesses whether a person believes that he or she has an impact on and can control what happens in his or her life, which can impact motivation, expectations, self-esteem, and risk-taking behavior.
The Management Skills and Styles Assessment is an all-encompassing, in-depth assessment that evaluates a person’s managerial potential.
The Remote Worker Aptitude Assessment is designed to determine whether a person is suited for remote work in terms of personality, attitude, and conduct.
The Store Manager Aptitude Personality & Attitude Profile assesses the unique blend of skills and traits needed to succeed as a store manager.
The TEAM 360 Team Effectiveness Assessment Matrix allows members of a team to rate each other’s performance in a number of different areas. i.e. how well people work together
Use the Raven’s Progressive Matrices to measure non-verbal mental ability, identify individuals with advanced observation and thinking skills who can handle the complexity and ambiguity of the modern workplace.
This test was developed to help confirm knowledge in the concepts of lockout and tagout safety procedures.
Use the Telenurse Solution for positions in a healthcare environment that interact with patients over the telephone.
The Life Skills Inventory is a brief assessment that helps people identify their life skills proficiencies and deficiencies.
Use the Nurse Solution to screen professional-level healthcare candidates for nursing positions that require licensing or registration.
Assess your sales force to emphasize and develop the behaviors that drive sales performance with this 360º tool to help to differentiate between outstanding sales people. – We’re sorry. This test has been discontinued. Please see alternatives in our SALES category section of this site.
The Depression Symptom Screener is designed to determine whether a person presently has, or is at risk for developing, a depressive disorder. It also evaluates whether his or her mindset makes him or her more prone to depression.
The Precise Fit Entry Level Cashier Solution is for entry-level retail positions in which employees receive payment in the form of cash, check, or credit cards for goods purchased.
Use the Bookkeeping, Accounting, and Auditing Clerk to screen candidates for the ability to enter financial data into computers and other financial tasks. – We’re sorry, this test has been discontinued and replaced with the General Entry Level 7.0 – Data Entry – Click Here
The Occupational: Accountant/Auditor measures the critical thinking, reasoning and inference skills, as well as, the overall job fit of your accountant, auditor, banking and financial manager candidates.
The Comprehensive Personality Profile screens for roles such as customer service, telemarketing, and sales. Match personalities to position requirements.
The Sigma Survey for Sales Professionals measures 28 behaviours important for effective sales performance.
The Six Factor Personality Questionnaire (16PF) establishes a fully-rounded picture of the whole individual, making it a vital roadmap for decision makers and help understand the enduring personality characteristics of individuals.
Use the Restaurant Manager Test to assess your candidates for supervisory, motivation, communication, organizing and coaching skills.
Use the Sales Manager Test to assess your candidates for competitiveness, goal-orientation, supervisory, motivation and delegation skills.
The Supervisor Test measures people who are comfortable with supervising others, directing work, communicate well, are organized and dependable.
Use the Bank Manager Test to assess mental ability, information processing, ethics, leadership qualities and decision making in financial roles
Use the the Customer Service Manager Test to identify candidates with the leadership qualities to create a customer oriented culture
Use the Executive-Senior Manager For Non-Profit Organizations Test to identify candidates who can lead, collaborate, set goals, manage work, and strategize.
The Financial Services Practice Manager Test identifies the leadership qualities necessary to monitor others, make ethical decisions efficiently and handle complexities.
Use the Health Care Practice Manager Test and identify candidates who have leadership qualities, ethics, who can motivate employees, relate well to others, and handle the complexities of managerial-level responsibilities.
Use the Marketing Manager Test to identify candidates with leadership and interpersonal skills who is results-oriented and productive.
Use the Property Manager Test to assess applicants for the management, organizational, employee relations, customer service and work ethic skills you need to ensure success.
Use the Purchasing Manager Test to assess competitiveness, drive, cost management, supervisory, delegation and coaching skills you need to ensure success.
Use the Leadership Styles Workbook (formerly the Managerial Style Workbook) to measure leadership style and give managers a chance to understand their own managerial style, reflect on whether it suits the situations they face, and make appropriate changes.
Use the DecideX Strategic Decision Making Instrument – build more effective teams and identify team member inputs, processes, and acts on information in the work setting.
Use the Stress Indicator and Health Planner to help you assess your stress and wellness levels in 5 areas: Personal Distress, Interpersonal Stress, Wellness Assessment, Time, and Occupational Stress.
The Values Preference Indicator helps clients prioritize 21 behavioural values, and make over 300 micro decisions about their values.
The Employee Assistance Program Inventory is an an intake and screening device for processionals that quickly identifies common problems and can be used to guide either referrals or short-term interventions.
Use the Special Needs Job Search Teaching Module to teach essential job search skills to students with special needs.
Use the Prevue™ Solution for creating job specific “ideal profiles” which candidates scores are then compared against to produce a rating.
Use The Test of Supervisory Skills to assess the knowledge required for successful supervision, for applicants and employees being considered for promotion.
Use the Quality Manager Test to assess your applicants for management, team and motivation skills, as well as, ethics and more.
Hire the right person with the School Principal Test and identify strong leadership talent, delegation skills, goal setting and vision skills.
Use the Sales Director Solution test for mid- to senior-level sales management positions that oversee the sales function across multiple stores or geographic territories.
Use the Sales Supervisor Solution for entry-level sales leadership positions that supervise employees and have a their job performance based on sales.
The Occupational Personality Questionnaire – Managerial/Professional Selection measures how aspects of an individual’s behavioural style will affect his or her performance at work.
Use the Survey of Work Styles to select and counsel managers for impatience, anger, time urgency, competitiveness and job dissatisfaction.
The Career Priorities Profile is a structured method for career exploration that empowers individuals to identify priorities and evaluate their career or job choices based on them.
Use the Engineering Manager I & II Tests to identify candidates who have the right leadership, team and math skills, service attitudes and ethics.
Use the Hotel Manager Test to identify candidates who leadership and organizational skills with integrity, high tenure and people skills.
Use the Patient Care Supervisor Test to screen applicants for leadership and decision making skills, ethics and organizational skills.
Use the Team Effectiveness Survey to assesses the patterns of communication within a team and their effects on team functioning.
Use the Work Smarts to help individuals explore their strengths and preferences by analyzing and reflecting on their “intelligences”.
The Event Sales Manager Solution is for assessing candidates for management level positions in the hospitality industry.
Use the Construction Manager/Superintendent Test to screen applicants for leadership, problem-solving, delegation, reasoning and more.
Use the Chief Financial Officer Test to screen applicants for analytic, problem-solving and strategic-thinking abilities, ethics, drive and capable of instilling confidence.
Use the Plant Manager Test to screen applicants for mental acuity, delegation, task management and ability to command the respect of employees.
Use the Product Manager Test to screen applicants who are smart, flexible, capable of multi-tasking, negotiating, consulting, motivating others.
The Service & Repair Manager Test identifies management-level applicants with skills like delegation, management, commanding respect, motivation and mental acuity.
The Training Manager Test identifies with teaching and leadership abilities, as well as, directing others, decision making, motivation and enthusiasm skills.
The Warehouse Manager Test identifies experienced with managerial skills who excel at delegating, leading, commanding respect and driving results.
The NEW Kolb Experiential Learning Profile (KELP) was created as a self-reflection tool to help learners understand themselves better through their individual preferences in approaching an ideal process of learning.
The Accounting Manager Test screens accounting candidates for mental ability, leadership qualities, integrity and work ethics.
The Applicant Potential Test is a general pre-screening to accurately and objectively identify effective problem solvers top performers and quick learners
The FREE Pandemic Resilience Test evaluates a number of traits and skills that play an important role in people’s response to adversity, and offers loads of helpful, down-to-earth advice on how to manage the stress and fear stirred up by the COVID-19 epidemic. The Test evaluates nine factors, eight of which can act as a protective psychological “shield” against the stress caused by the COVID-19 crisis.
The Clinical Professional Career Battery identifies individuals who possess the profile critical to success in today’s fast moving and changing health care environment.
The Patient Service Career Battery is designed to quickly and efficiently identify the best candidates for patient-facing positions such as account representatives and unit clerks.
Use the The Business Process Reengineering test to screen candidates for successful implementation of business processes skills and a vast array of related skills.
The Customer Complaint Situation™ is an interactive team exercise that raises awareness of behaviors that contribute to high-quality service while building participants’ consensus decision-making skills.
The Interpersonal Skills Test assess candidates on their interpersonal, customer service and teamwork skills as well as their workflow management abilities.
Use the Leadership Styles and Climate Reference Card to provide users of the Leadership Styles Workbook assessment with a clear definition of each style and each climate dimension.
Provides info on impact on others, strategies/leadership techniques, training guides. We’re sorry, this test has been discontinued; please contact us for alternatives.
The Hospitality Manager Solution tests management level positions in hospitality for property, staff and guest experience management. – We’re sorry, the Hospitality Manager has been discontinued and replaced with the Manager 7.0.
Use the Restaurant Manager Solution to assess skills for management level positions in the hospitality industry such as, managing staff, solving problems, making good decisions and maintaining focus on the customer. – We’re sorry, this test has been discontinued and replaced with the Manager 7.0.
The Supervisory Skills Inventory 2 measures 5 critical managerial competencies in first-time managerial candidates. – We’re sorry, this test has been discontinued. See our Leadership & Manaagement category for alternatives.
Use the Branch Manager to assess mid-level applicants for management judgment, leadership potential, problem solving and teamwork skills. – We’re sorry, this test has been discontinued and replaced with the Manager 7.0 – Click Here
The Restaurant Supervisor Solution is for management level positions in the hospitality industry, focusing on problem solving, decision making and customer service. – We’re sorry, this test has been discontinued, updated, and replaced with the Supervisor 7.0
The District/Regional Manager test is for mid/senior level managers who oversee multiple stores, direct others and are responsible for a district or region. – We’re sorry, this test has been discontinued, updated, and replaced with the Manager 7.0.
Use the Agency Manager Solution for assessing candidates for mid-level and front line sales management positions. – We’re sorry, this test has been discontinued, updated, and replaced with the Manager 7.0.
The Organizational Climate Exercise looks at the climate you experience and the climate you believe you create for your team. – We’re sorry. This test has been discontinued, and has been replaced with the Organizational Climate Workbook.
Hire the right person with the Contact Center Manager for mid to upper-level contact center managerial positions like team leader or supervisor. – We’re sorry. This test has been discontinued and replaced with the Manager 7.0
The Senior Sales Professional Solution is high-level sales positions in which employees proactively sell products to customers and whose revenue depends heavily upon performance. – We’re sorry, this test has been discontinued and updated. Please see the Sales Professional 7.0 instead.
The Manufacturing Director assess critical thinking and personal work style competencies for whether an applicant is likely to perform well in a director role.
The Work Styles Predictor® is a customized assessment designed to select the best entry-level and supervisory candidates for your organization.
Use the Youth Work Readiness Report to gain insights into how young applicants’ personalities will impact their on-the-job success.
Use the Offender Reintegration Scale to identify the challenges that offenders will face upon release and re-entry into society. – We’re sorry, this product has been discontinued.
Use the Adaptive Reasoning Test to screen applicants for cognitive ability as it relates to success on the job.
The Professional 8.0 Job-Focused Assessment is designed for all non-managerial professional/individual contributor positions. It measures behaviors that underlie successful performance in a professional/individual contributor setting across a wide range of industries.
The Manager 8.0 and 8.0+ assessments are designed for candidates applying to their first leadership roles. They are most relevant to roles that supervise salaried employees.
The Sales Manager solution is for entry- to mid-level management positions that involve supervising employees working in an insurance organization and have a substantial portion of their job performance based on sales
The Agency Manager (formerly the Insurance Agency Manager) test is for mid-level sales management positions that include front line management and sales responsibilities. – We’re sorry, this test has been discontinued, updated, and replaced with the Manager 7.0.
The Insurance Account Manager Test assesses mid-level insurance professionals that manage the day-to-day operations and activities of customer accounts. – We’re sorry, this test has been discontinued, updated, and replaced with the Sales Professional 7.0, or Professional 8.0, or Manager 8.0
Use the Safety Manager Test to assess your candidates for safety knowledge, efficiency, ethics and caution skills.
Use the Career Interest Profiler & Canadian Career Interest Profiler to help clients identify and clarify their top career choices, and career options.
Use the Job Search Knowledge Scale (3rd Edition) to help determine how much an individual knows about looking for work and help people focus on key areas of the job search as needed.
The Entry Level Customer Service (Retail & Contact Centre) is for entry level positions in which employees interact with customers by providing information or carrying out customer requests related to an organization’s products or services.
The Self-Esteem Assessment – 2nd Revision evaluates an individual’s general level of self-esteem and assess whether their self-image could use improvement.
The Comprehensive Leader helps people discover their personal leadership style, recognize their potential, and understand how to exercise visionary leadership realistically.
The Customer Service Career Battery identified individuals who possess the profile critical to success in today’s customer service environment.
The Nursing Career Battery is for all candidates applying for patient facing nurse positions across functional areas in any health care provider environment.
The Team Member Career Battery (TMCB) helps to quickly identify individuals who possess the profile critical for success in entry level manufacturing environments.
Use the Marketing Specialist Test to identify candidates who can multi-task, are detail oriented, follow rules, achieve high customer satisfaction and are ethical.
For entry-level leaders supervising hourly employees with performance based on sales.
Use the Technical Writing Test measures experienced writers’ knowledge of the appropriate design and style for technical documentation.
The Advanced Numerical Reasoning Appraisal assess higher-level numerical reasoning skills for managing complex business information.
Use the Occupational: Financial Manager to measure the critical thinking, reasoning and inference skills, as well as, the overall job fit of your financial manager candidates.
The Manufacturing Engineer assess critical thinking and work competencies to see if an applicant is likely to perform well in a engineering role.
The Manufacturing Manager assess critical thinking and personal work style competencies for whether an applicant is likely to perform well in a management role.
The Manufacturing Supervisor assess critical thinking and personal work style competencies for whether an applicant is likely to perform well in a supervision role.
Screen candidates who will be responsible for managing and coordinating the work of a construction team with the Construction Crew Team Leader Test.
CORE20™ Tests – are a set of four individually sold assessments for Clerical, Management, Personality and Sales-Customer Service
Use the Executive-Senior Manager Test I to identify powerful effective leaders who inspire others, build alliances, strategize, make good decisions and more.
Use the Executive-Senior Manager Test II to identify powerful effective leaders who inspire others, build alliances, strategize, make good decisions and more.
Use the Household/Estate Manager Test and identify candidates who quickly learn the intricacies of the property owner’s preferences, the mental ability to handle multiple tasks simultaneously, make solid, intelligent choices, are productive and have leadership ability.
Use the Human Resources Manager Test to identify candidates who have top leadership qualities, great ethics and efficiency.
Use the Human Resources Recruiter Test to identify hard working, team players who can communicate, persuade and promote your company well.
Use the Human Resources Specialist Test to identify candidates who can communicate, cooperate, lead, be reliable and represent your company positively.
Use the Maintenance Facility Manager Test to find maintenance candidates who can delegate, manage, communicate, motivate and be level-headed.
Use the Office Manager Test to screen applicants for organizational and leadership skills, confidence, decision making and effort.
Use the Operations-Manufacturing Manager Test to screen applicants for management, delegation, supervision and motivation skills.
Use the Project Manager Test to hire people with the multitasking, communication, coordination and information management skills that you need.
Use the Retail Store Manager Test to assess applicants for the goal-driven managerial, motivational and delegation skills you need to ensure success.
Use the Dealing With Conflict instrument to identify conflict solving approaches and solve interpersonal and team friction problems.
Tells how much additional training a manager needs to be fully effective.
360-Degree Assessments, also known as multi-source feedback assessments, are a comprehensive type of evaluation process that gathers feedback on an individual’s performance from various sources, including their supervisors, peers, direct reports, and sometimes even customers or vendors. It aims to provide a holistic view of an individual’s strengths and weaknesses by considering multiple perspectives. Use the following 360-Degree Assessments to help ‘hold up a mirror’ to individuals or groups who need to be shown where they excel and where developmental needs exist.
Use the Assertiveness Rating Scale to assess the ability of individuals to communicate thoughts and opinions, be aggressive, stand up for themselves and consider others.
Career Advancement Profile – Assess an individual’s preparedness for career advancement and measures initiative, confidence and adaptability skills.
The Childcare Aptitude Profile assesses whether a person has the necessary skills and traits to be a professional nanny, empathy, stress tolerance, respect for family privacy, etc.
The Concentration Ability Test assesses how well a person concentrates on a task and identifies their repertoire of focusing strategies.
Use the Creativity & Problem Solving Aptitude test to assess problem solving attitudes and creative thinking ability in clients or employees.
The objective of the Emotional Intelligence Quotient 360 is to allow an individual to gain insight into how he or she handles emotions as well as interpersonal situations. Emotional intelligence has been shown to have an impact on personal as well as professional success.
The Entrepreneurial Aptitude Profile identifies whether a person has the characteristics that typically demonstrate entrepreneurial potential.
An emotionally intelligent employee and/or manager can be an asset in any company and field. The Multidimensional Emotional Intelligence Quotient – 9th Revision will assess 5 key competencies.