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Westborough, MA 01581
Phone: (508) 366-9203
Fax: (707) 276-3833
Employee Assessments
One of the biggest challenges facing companies in today’s service economy is fitting the right person into the right position. Poor job fit lowers organizational effectiveness, increases total compensation and reduces profit. Making a poor fit, whether hiring or promoting, is estimated to be 3 to 5 times the annual cost of the position.
Predictive assessments fill the information gap that the interview does not provide. Assessments will help you develop a high performing workforce by giving your managers consistent, in-depth, and objective information about their people.
Information uncovered from assessments helps leaders and managers rely less on applications, resume’s, references and gut instinct and make smarter people decisions. Our suite of assessments focus on all aspects of employment including initial selection and placement, promotions and transfers, individual, team and unit effectiveness, customer service, 360 reviews, workforce engagement and more. Please review the following overview of the assessments and solutions.
Step One Survey II is a brief pre-employment assessment that measures an individual's basic work-related values. Work-related values that we closely examine in our Step One Survey II® include: employee background, employment history, integrity, personal reliability, and work ethic. This pre-employment assessment is used primarily as a screening tool early in the candidate selection process.
The ProfileXT assessment measures how well an individual fits specific jobs in your organization. The “job matching” feature of the PXT is unique, and enables you to evaluate an individual relative to the qualities required to perform successfully in a specific job. It is used throughout the employee life cycle for selection, on-boarding, managing, and strategic workforce planning.
This assessment reveals consistent, 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 being successful in a role, and provides practical recommendations for coaching them to maximum performance. It also gives your organization consistent language and metrics to support strategic workforce and succession planning, talent management, and re-organization efforts.
The Profiles Performance Indicator is a DISC-type assessment that reveals aspects of an individual's personality that could impact their fit with their manager, coworkers and team, and their job performance. It is used primarily for motivating and coaching employees, and resolving post-hire conflict and performance issues.
The PPI specifically measures an individual's motivational intensity and behaviors related to productivity, quality orientation, initiative, team work, problem solving, adapting to change, as well as response to conflict, stress, and frustration. The output from this assessment serves as an "operator's manual“ for an employee, which helps managers better motivate, coach, and communicate with the employee. It also helps to predict and minimize conflict among co-workers and provides crucial information to improve team selection and performance.
A powerful feature of the PPI is the Team Analysis Report designed to help managers form new teams, reduce team conflict, improve team communication, and improve ability to anticipate problems and better team leadership.
It helps evaluate overall team balance, strengths and weaknesses, and team members’ personality characteristics along 12 key factors: control, composure, social influence, analytical, patience, results orientation, precision, expressiveness, ambition, team player, positive expectancy, and quality orientation. It also provides team leaders with practical recommendations and action steps to succeed in their jobs.
The Profiles Sales Assessment 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.
The “job modeling” feature of the Profiles Sales Assessment is unique, and can be customized by company, sales position, department, manager, geography, or any combination of these factors. This enables you to evaluate an individual relative to the qualities required to perform successfully in a specific sales job in your organization. It also predicts on-the-job performance in seven critical sales behaviors: Prospecting, Closing Sales, Call Reluctance, Self-starting, Teamwork, Building and Maintaining Relationships, and Compensation Preference.
The Customer Service Profile measures how well a person fits specific customer service jobs in your organization. It is used primarily for selecting, on-boarding, and managing customer service employees.
The Customer Service Profile also looks at what your current and future employees believe is a high-level of customer service, while at the same time showing where they align (or not) with the company’s perspective. We have a general industry version of this assessment as well as vertical specialties in hospitality, health care, financial services, and retail.
The CheckPoint 360 is a 360-degree assessment. It is used primarily to evaluate the effectiveness of your managers and leaders. This assessment combines feedback from direct reports, peers, supervisors, and even customers, with a personalized program for developing specific leadership skills based on that feedback. This process highlights a manager’s job performance in 8 skill clusters: communication, leadership, adaptability, relationships, task management, production, development of others, and personal development.
The CheckPoint 360 helps managers identify and prioritize their own development opportunities. And, it helps the organization to better focus management training and development investments, proactively uncover misaligned priorities between senior executives and front-line managers, and surface management issues that could lead to low employee productivity, morale, satisfaction, and turnover.
Profiles Managerial Fit measures critical aspects of compatibility between a manager and their employees. People typically don’t quit their company, they quit their bosses. This report offers an in-depth look at how the employee learns and five critical dimensions of compatibility with their manager: self-assurance, conformity, optimism, decisiveness, self-reliance, and objectivity.
Managers use this information for adapting their style to get the most from each employee, improve communication, increase engagement, satisfaction, and productivity, and reduce employee turnover.
The Workforce Engagement Survey measures the degree to which your employees connect with their work and feel committed to the organization and its goals. This gives you and your management team a detailed view of what influences engagement across all of your workforce segments and how your employees compare statistically to the overall working population.
In addition, the Workforce Engagement Survey measures “satisfaction with employment” and “satisfaction with management” across your entire organization and gives specific recommendations for your organization to improve.
Profiles Skills Tests™ include a comprehensive list of skill tests to measure essential pre-employment skills and knowledge. Our technologies use performance-based testing to ensure accurate, reliable measurement of the knowledge, skills, and abilities of a person. The tests utilize popular software products including: Microsoft Word, Microsoft Excel, Microsoft PowerPoint, basic computer skills, data entry skills and many more. Profiles International offers over 1,500 customizable employee skills tests in six languages.
Profiles Skills Tests™ are pre-employment skills assessment tests that help employers identify an employee’s individual capabilities. The skills tests include, but are not limited to, assessment of computer skills, basic job skills, legal skills, medical skills and retail skills.
Employee Background Checks are comprehensive checks that include: Consumer Credit Reports, Criminal History Record, Drivers' History Report (DMV), Education Verification, Employment History Verification, Foreign Nationals Terrorist Sanctions Search (OFAC, CLFST & OSFI), Identity Verification Search, Incarceration Records Search, Military Service Verification, Cursory Nationwide Criminal Index Database Search (CNID), and many more.
