In many organizations, personnel costs are among the largest budget line items. Given the top challenges facing CEO’s, organizations need their leaders, managers, and people aligned and working together at the highest levels of performance.

Assessments provide a wide range of work-related information about a candidate or an employee that can help companies predict and analyze his or her job performance. These include:

• Attitudes Toward Work Ethic: People with work ethic make an honest effort to do “a full day’s job for a full day’s pay”
• Attitudes Toward Reliability: Those who are reliable can be depended on to show up for work promptly every day
• Learning Ability: The ability to learn, assimilate, and apply new information of the candidate as well as their preferred learning and communication style
• Occupational Interests: Indicates the types of work that interests a person, aiding focus, enthusiasm, and performance
• Core Behavioral Traits (Who They Are): Describes a person’s core behaviors
• Behavioral Tendencies “Actions” (How They Will Act on the Job): This is the way a person acts in various work situations.
• Development Needs: In what area does this person needs more training and coaching to better themselves and achieve greater results?
• Team Interface: As a team member, how will this person interact with the other members of the team?
• Compatibility: Will this person fit in with organizational culture, job, manager, and team?
• Response to High-tension Situations: How will this person cope with conflict, stress, and frustration in the workplace?
• Perceptions of Management Skills: How do a person’s boss, peers, and direct reports perceive his/her management skills?
• Perceptions of Leadership Competencies: How do a person’s boss, peers, and direct reports perceive him/her as a competent leader?
• Job Standards: An empirical measurement of the attributes required to do a particular job well.  Helps companies realistically set standards for jobs and design more accurate job descriptions