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ASSESSMENT INSTRUMENTS

The Selection Process usually covers reviewing resumes, which tells about the candidate's education, work history and referrals. The interview reveals data on candidate's experiences and competencies. This is good information but limited, as it does not give us full information on the Total Person.Most selections are done, based on "gut feel" - First Impressions based on emotions, biases, chemistry, personality, and stereotyping - Hiring in your own image, Pirating from your competitor, Hiring based on experience, Hiring based on education.The Harvard Business Review published the results of a study of 360,000 employed people. The study's goal was to evaluate the effectiveness and validity of traditional hiring practices.The Study Revealed - Men and women performed at the same level. - A person's age had nothing to do with their ability to perform. - Ethnic background had no bearing on their job performance. And… "It's not experience that counts, or college degrees or other accepted factors - success hinges on fit with the job i.e "Job Match Percentages"."Using your customised Job Match Patterns, you can easily identify the people you want to promote and hire. These Job Match Patterns also help you train people so you achieve outstanding results.

Why Use Assessments: Profiles' assessments are designed to help solve the "people problems" that rob profitability and reduce efficiency and effectiveness.

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Products: Profiles' assessments are designed to help solve the "people problems" that rob profitability and reduce efficiency and effectiveness.

Science and Reliability: Profiles’ assessments are thoroughly researched in every step of development. A technical manual that verifies validity and reliability backs up each instrument.