Assessments

PXT is a multi-purpose “total person” assessment that measures 20 performance indicators used for selection, development, training, promotion, managing and succession planning. PXT reveals in-depth, objective insight into an individual’s thinking and reasoning style, relevant behavioral traits, occupational interests and match to specific jobs in your organization. It helps your managers interview and select people who have the highest probability of success in a role and provides practical recommendations for coaching them to maximum performance.

SOS II is a brief pre-hire assessment that measures an individual’s basic work-related values. It is used primarily as a screening tool early in the candidate selection process. SOS II provides valid insight into an applicant’s work ethic, reliability and attitude toward theft – including property, data and time.

The PSA measures how well a person fits specific sales jobs in your organization. It is used primarily for selecting, on-boarding and managing sales people and account managers. It also predicts on-the-job performance in seven critical sales behaviours: prospecting, call reluctance, closing the sales, self-starting, working with a team, building and maintaining relationships and compensation preference.

PST’s provide an accurate and reliable assessment of essential knowledge, skills and abilities. PST’s cover: software skills, clerical skills, call centre skills, accounting and finance, medical, nursing, legal, industrial, computer literacy, retail, information technology, staffing and human resources.

CSP measures how well a person fits specific customer service jobs in your organization. It is used for selecting, on-boarding and managing customer service employees and, at the same time, showing whether or not they align with the company’s perspective.

CP360 is a 360 degree assessment process used primarily to evaluate the effectiveness of your managers and leaders. CP360 combines feedback from direct reports, peers, supervisors and even customers, with a personalized program for developing specific leadership skills. This process highlights a manager’s job performance in 8 universal competencies: communication, leadership, adaptability, relationships, task management, production, development of others and personal development.

PPI is a DISC-type assessment that reveals aspects of an individual personality that could impact their fit with their manager, coworkers and team and their job performance. PPI specifically measures an individual’s motivational intensity and behaviours related to productivity, quality of work, initiative, teamwork, problem solving, adapting to change, as well as response to conflict, stress and frustration. It provides crucial information to improve team selection and performance.

A powerful feature of the PPI is the Team Analysis Report designed to help mangers form new teams, reduce team conflict, improve team communication, improve ability to anticipate problems and better team leadership. It helps evaluate overall team balance, strengths and weaknesses and team members’ personality characteristics among 12 key factors.

People typically do not quit their company, they quit their bosses. PMF measures critical aspects of compatibility between a manger and an employee. This report offers advice to a manager about approach to learning and six dimensions of compatibility with an employee: self-assurance, conformity, optimism, decisiveness, self-reliance and objectivity. Managers use this information to adapt their style to get the most from each employees; the result is increased communication, engagement, satisfaction, productivity and reduced employee turnover.

PXT is a multi-purpose “total person” assessment that measures 20 performance indicators used for selection, development, training, promotion, managing and succession planning. PXT reveals in-depth, objective insight into an individual’s thinking and reasoning style, relevant behavioral traits, occupational interests and match to specific jobs in your organization. It helps your managers promote people who have the highest probability of success in a role and provides practical recommendations for coaching them to maximum performance.

WES measures the degree to which your employees connect with their work and feel committed to the organization and its goals. This quick and inexpensive survey gives your executive team an overview of what influences engagement across all of your workforce segments. WES also measures satisfaction “with employer” and “with manager” across your organization, plus recommendations for your organization to improve.