Qualifications Screens – simple questionnaires determine if an applicant has the minimum requirements to perform a job (availability, minimum age, years of related experience, etc.).

Job Simulations / Work-Sample Tests – These require the candidate to actually demonstrate or perform job tasks. Simulations may be conducted: as written tests, as role-playing exercises, on a computer, or even in real-life conditions. By design, they generally show a high degree of job-relatedness.

General Abilities Tests – Generally used for entry-level jobs or for applicants without advanced degrees. They measure broad mental abilities such as reasoning, quantitative, verbal, and spatial abilities.

Specific Ability Tests – Test for distinct mental and physical abilities, such as typing speed, reading comprehension, strength, and mechanical aptitude.

Knowledge and Skills Tests – Determine how much an individual knows about a very specific, advanced subject area such as software programming or mortgage laws. Knowledge tests are similar to specific ability assessments, but examine more sophisticated skills.
Talent Measures / Personality Inventories – Measure a candidate’s natural personal characteristics like: leadership and management skills; problem-solving ability; motivation; self-confidence; and communication styles.

Culture Fit Inventories -  Assess how well an applicant will fit into your corporate culture and work environment, to help ensure organizational commitment.

Background Investigations – Gather information from outside sources, such as former employers and police records. Employment, criminal record, and reference checks all help employers avoid potentially catastrophic hires.

Drug Screens – Use a physical specimen from the candidate (hair, urine, etc.) to determine past drug or alcohol use. Employers use drug screens to prevent industrial accidents, work-related injuries, and excessive absenteeism.

If you would like more information about any of the above assessments please contact our offices today.