Canadian Personnel Selection Inventory (CPSI)

Unfortunately, we no longer offer this product. 

Please see our General Pre-Screening category for alternatives.

For alternatives to this and other discontinued assessment products click here.

Use this general pre-screeer to assess applicants for attitudes towards honesty, tenure, customer relations and work values.  This version is specific to Canadian applicants.  See the Personnel Selection Inventory series for US-versions of the Canadian Personnel Selection Inventory (CPSI) containing Drug Avoidance scales and additional measures.

The Canadian Personnel Selection Inventory (CPSI) is an online multiple choice test which accurately identifies attitudes which are proven predict on-the-job performance. The CPSI will aid in the selection of honest and productive employees. The CPSI is easy to administer to groups or individuals. It takes less than half an hour and the results are normally sent to you within hours and is an inexpensive and highly reliable way to pre-screen applicants. As with any selection tool, the CPSI should be used in conjunction with other standard selection and interview processes.

What It Was Best Used For

• Pre-screening job candidates: Reviewing applicants during initial hiring stages or internal promotion cycles to make data-driven staffing decisions.
• Predicting job commitment (Tenure): Measuring turnover risk to pinpoint individuals who are likely to stay with the company long-term.
• Evaluating workplace honesty: Assessing an applicant’s attitude toward workplace theft and identifying risk-prone behaviours.
• Gauging customer service potential: Measuring a candidate’s natural tendencies toward courtesy, cooperative teamwork, and service delivery.
• Assessing operational values: Testing a person’s alignment with general company values, safety habits, and their ability to take supervision positively.

Fully legal for use in Canada and even features fully independent French-language validation tracks calibrated specifically for Canadian adults.

American customers: Please refer to the Personnel Selection Inventory series.

The Canadian Personnel Selection Inventory measures applicants on the following scales

• Honesty – The Honesty Scale on the PSI measures an applicant’s attitudes toward theft, as well as the likelihood that the individual will not engage in theft-related behavior once hired.
• Tenure or Job Commitment – The Tenure or Job Commitment Scale on the PSI measures turnover risk, and the likelihood that the applicant will not quit after a short period of time.
• Employee/Customer Relations – The Employee/Customer Relations Scale on the PSI measures an applicant’s tendencies toward courtesy, cooperation and service.
• Work Values – The Work Values Scale on the PSI measures an applicant’s attitude toward work and positive work habits.
• Supervision Attitudes – The Supervision Attitudes Scale on the PSI measures the likelihood that the applicant will respond appropriately to supervision.
• Distortion  – The Validity Scale measuring Distortion identifies applicants who completed the inventory in a socially desirable manner. Low scores indicate a tendency to exaggerate positive qualities and minimize negative traits.
• Accuracy – The Validity Scale measuring Accuracy determines if the applicant both understood the inventory and carefully completed it.
• Applicant Employability Index – The Applicant Employability Index is a composite score that provides a quick reference as to the applicant’s overall suitability for hire.

Versions Available

The CPSI is legal in Canada and is available in four versions. All versions of the CPSI are available in French.

CPSI-3 – Measures attitudes toward tenure, interpersonal cooperation and honesty.

CPSI-7 – Measures attitudes toward work values, employee/customer relations, tenure, supervision and honesty.

CPSI-7S – Measures attitudes toward work values, employee/customer relations, tenure, supervision, safety and honesty.

This assessment was originally a part of the Science Research Associates (SRA), assessment lineup, a subsidy of IBM. The ownership then changed as follows over the years and became London House, then Reid London House, then Pearson Reid London House, then Vangent, then General Dynamics IT, and finally Fifth Theory.  This, and other related assessments, went off market around 2018 and is no longer being published or available for purchase.