Employment Assessment FAQ

Employment Assessment FAQs

Contact Us

Employment Assessment FAQs

Contact Us

Team Building

Employment Assessment FAQs

Executives need to know all the benefits that assessments offer organizations in order to decide whether to invest in this resource. We have compiled Frequently Asked Questions based on common questions received from Profiles International’s executive clients, with a particular focus on return on investment and productivity.

Questions covered in this section include:

  • How will assessing employees make my organization more competitive?
  • Will using profiling assessments increase our legal risk?
  • Can we customize your assessments to reflect our unique culture?

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Executive Leaders

We know you make decisions based what makes sense and adds significant value to the company. Investing in job assessment tests not only benefits the company financially, but it also provides the opportunity for organizations to better train and develop their employees.

Profiles International offers a full line of assessments to help your organization select the right people and develop them to their full potential. These include:

  • Pre-screening assessments that measure basic job-related skills and give you insight into an applicant’s work ethic, reliability, and integrity.
  • Customizable job-fit assessments that help you select and develop people in specific managerial, technical, sales or service jobs in your organization.
  • Four-quadrant type personality assessments for motivating and coaching employees, and resolving post-hire conflict and performance issues.
  • 360-degree multi-rater assessments, used primarily for improving the effectiveness of leaders and managers in your organization.
  • Managerial and team-fit assessments that help improve alignment, interpersonal relationships, and workforce productivity.
  • Workplace engagement surveys that check the pulse of the organization and identify opportunities to improve employee morale and satisfaction.
  • Customer loyalty surveys to drive retention and growth.

Our assessments are designed to work together and are administered from a single platform for maximum convenience, utility, and efficiency.

Profiles’ assessments work well with strategic initiatives that involve people-related decisions, such as succession planning, workforce growth or contraction, selection of individuals or teams, Six Sigma, and many others. After learning how to use assessments to help support these efforts, you will have more informed managers and motivated employees who will help support the goals of the organization.

Profiles International works with businesses from many different industries such as: hospitality, healthcare, financial services, sales, customer service, business services, and for-profit education (just to name a few). With tens of thousands of clients, we have significant experience to help with your company. Some of our products target specific industries or occupations, such as the Profiles Sales Assessment™ and the Customer Service Profile™ (Click on the name for a more detailed description of each assessment.

Yes! Profiles’ assessments can be adapted to your unique culture, organizational structure, and job descriptions, and in most situations for no additional cost. The ProfileXT® has a unique job matching feature that allows you to evaluate an individual based on qualities required to perform successfully in a specific job, even down to the region, department, office, or even manager. For example, the characteristics of a successful sales rep in New York may be very different from a successful rep in California. We can help you understand these differences so you can select and develop talent according to what works in your organization. Your Profiles client service executive will guide you through this entire process.

There are many financial benefits of using Profiles’ assessments, including:

  • Reduced costs associated with employee theft and absenteeism
  • Lower recruiting and hiring costs
  • Lower training and development costs
  • Faster time to full productivity
  • Improved sales performance and customer loyalty

Actual results depend on the organization. However, after only a few years using our job assessment tests, one of our clients in the hospitality industry now spends one-fifth of what they used to on hiring expenses. A financial services company started using ProfileXT® and the Job Match feature and discovered their ROI to be $100 for every $1 spent. Assessments also provide benefits that aren’t easily measured. Profiles’ assessments help you save time, energy, and effort in the hiring and development of your employees.

Every Profiles’ client is assigned a dedicated client service professional and given access to one of the largest teams of assessment support experts in the world. Your client services executive will guide you through every aspect of bringing your assessment solution to life in your organization. This includes:

  1. Understanding the assessment solution and how it works for your organization.
  2. Guiding your organization through the implementation process which is customized for your needs and goals.
  3. Training your team to use the system and assessment reports. No formal credentialing is required, however training is offered to become a certified user. Measuring your results, and refining your processes, and performance models.
  4. Applying insights from your assessments to improve organizational performance.

Once the system is implemented, authorized employees, such as hiring managers or HR administrators may schedule candidates through your online Profiles Assessment Center, which easily integrates with your current HRIS or can be used on a standalone basis. Candidates take their assessments online at their convenience. It is not necessary to proctor the job assessment test. Upon completion, the system scores the assessment immediately, and notifies the hiring manager to retrieve the report of his or her choice. Reports are easy to read and require only minimal training for use.

Absolutely. You can determine when, where, and how the job assessment tests will be implemented, and move at whatever pace you choose. Some of our clients choose to begin with a pilot project in a designated department, or elect to assess only new employees. This can help clients prove the concept, create a business case, and learn more about what is required to support the initiative across the entire enterprise.

We recommend you eventually assess all employees, as this will give you information to help them maximize their potential and contribution to your organization. This includes:

  • Putting people in the right jobs
  • Helping managers lead, coach, train, and motivate effectively
  • Helping employees achieve greater productivity and profitability

Assessing incumbents is the best way to determine the characteristics which differentiate between those who are successful in the job and those who are more challenged.

Resources vary with the size and scope of the implementation. Most of our clients assign a human resources professional or team to manage the process in their organization. This individual works with their Profiles client services team to implement the process, train hiring managers and users, and facilitate any systems integration. Hiring managers benefit tremendously from the training we offer, which can be conducted at your facilities or in our state-of-the-art training center.

In a word – yes. We invest heavily in ongoing research and development to ensure that our assessment instruments exceed all employment assessment guidelines. Our assessments exceed the thirteen requirements set by the Department of Labor for assessments, and meet all of the EEOC, ADA, DOL, and Civil Rights Act requirements. The job assessment tests are also monitored to ensure there’s no gender, age, or ethnic bias.

 

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HR Solutions

HR & Training Leaders

Human Resource managers and training leaders usually want to know the details of the job assessment process before its implementation.

Questions covered in this section include:

  • What types of assessments do you offer?
  • Are your assessments scientifically valid and reliable?
  • How do I administer assessments in my organization?

Profiles International offers a full line of assessments to help your organization select the right people and develop them to their full potential. These include:

  • Pre-screening assessments that measure basic job-related skills and give you insight into an applicant’s work ethic, reliability, and integrity.
  • Customizable job-fit assessments that help you select and develop people in specific managerial, technical, sales or service jobs in your organization.
  • 15-quadrant type personality assessments for motivating and coaching employees, and resolving post-hire conflict and performance issues.
  • 360-degree multi-rater assessments, used primarily for improving the effectiveness of leaders and managers in your organization.
  • Managerial and team-fit assessments that help improve alignment, interpersonal relationships, and workforce productivity.
  • Workplace engagement surveys that check the pulse of the organization and identify opportunities to improve employee morale and satisfaction.
  • Customer loyalty surveys to drive retention and growth.

Our assessments are designed to work together and are administered from a single platform for maximum convenience, utility, and efficiency.

Yes. We take the science behind our assessments very seriously and invest heavily to do so. We employ a team of full-time psychologists and psychometricians who conduct ongoing research and development to ensure that our assessment instruments exceed all employment assessment guidelines. Our assessments exceed the thirteen requirements set by the Department of Labor for assessments and meets all of the EEOC, ADA, DOL, and Civil Rights Act requirements. The assessments are also continually monitored to ensure no gender, age, or ethnic bias. Our assessments are reliable and valid based on rigorous scientific standards.

All of our assessments are administered and delivered online. No proctoring is required, so you can assess employees and job candidates from anywhere there is Internet access. You will simply direct the employee, or prospective employee, to your company’s Profiles Assessment Center or your current talent management system (TMS). Profiles will integrate easily with your TMS. Results are available immediately and can be shared with any member of your organization, anywhere in the world at no additional cost.

We are fully committed to your success. Your first level of support is your company’s Client Service Executive, who will help you maximize the capabilities of your assessments. Your Client Service Executive will spend time learning about your organization and create a plan that best suits your organization’s needs and goals. You will also receive training from Profiles International to learn how to read the reports and use the information provided by the assessments.

No. The results are available immediately following the completion of the employee assessment. You will be trained to read the reports, understand the data, and act upon the information. You will be able to decide which reports to show your employees or potential employees. The reports are simple, clear, and designed to be used without the assistance of a psychologist or statistician. Since you will not require the services of a clinical psychologist, you will not need to pay retainers and ongoing fees for professional consultation. This significantly lowers your assessment program’s “total cost of ownership”.

During the implementation process, your Client Service Executive will provide training to help you and your organization learn how to use the personality assessments. The training continues through the first month with webinars and conference calls with your CSE. Your CSE is always available to help you with any questions you may have concerning your assessments. Profiles International also provides live training at different locations around the world for clients who want additional help with topics such as succession training, leadership development, and job pattern matching.

While no professional credentialing is required, Profiles offers training to become a Certified User of our products. This training provides a comprehensive, in-depth understanding of the development, structure, and use of Profiles’ products. Your CSE can assist you if you are interested in this certification.

The reports depend on the personality assessment, and many assessments provide several different reports to meet your needs. These may include:

  • Placement reports
  • Interview guides
  • Performance model comparison reports
  • Coaching reports
  • Team analysis and compatibility reports
  • Managerial compatibility reports
  • Developmental needs inventory
  • Strategic workforce planning reports [however, can use succession planning to enhance the reader’s understanding and avoid jargon]
  • Organizational analysis reports
  • Custom reports, and many more

We write our reports in plain business language so that they are very easy for HR Directors and front-line managers to use with their people. They are so simple that your managers do not have to be credentialed to effectively use the reports to their fullest extent.

Absolutely! Our online personality assessment center is based upon the HR-XML Assessments standard (http://www.hr-xml.org/) and integrates easily with any system. Profiles’ ensures a secure connection for all communication with your application and provides step-by-step instruction to help get you and your organization started.

Yes, we have accomplished this for many of our clients.

Profiles International goes through extensive efforts to make sure that each of our assessments are valid and measure exactly what they intend to measure. By using our personality assessments, you have a time-tested, reliable resource to help you make better decisions concerning new hires and the development of people at your organization. This helps you and your organization make better personnel decisions, reduce hiring mistakes, improve management effectiveness, and increase workforce productivity, engagement, and satisfaction.

You will also find that, over time, our assessments give you a common language and objective data to manage talent more strategically. Using the assessments provides you with measurable, quantitative data that shows the return on investment and lower costs the assessments provide your organization. Therefore, YOU have a significant, measurable influence on the organization and bottom-line.

Your Profiles Client Services Executive will help you to establish key performance indicators (KPI’s) that align with your objectives. Then, they will help you establish benchmarks and goals to track your progress and return on investment.

Some of the more popular KPI’s that deliver hard-cost savings and productivity improvements include:

  • Reduce absenteeism, theft and turnover
  • Reduce time-to-hire and overall recruiting expenses
  • Increase employee satisfaction and engagement
  • Increase sales performance, quota attainment, and customer loyalty
  • Increase return on training and development investment

 

Hiring Managers

Hiring managers care about how Profiles’ assessments can streamline and improve the pre-hiring and interview process.

Questions in this section include:

  • How will assessing my employees help me get to the next level?
  • What type of pre-hire assessments do you offer?
  • Do your assessments really predict success?

We will help you save time, reduce hiring mistakes, and make better personnel decisions related to promotions, team building, and succession planning. These will also help you better manage, motivate, and develop them.

Our career assessments enable you to uncover objective information about your candidates’ and employees’ personalities, behaviors, interests, and abilities. This insight helps you quickly screen-out unsuitable candidates and match others with jobs that fit their inherent capabilities. It also helps you understand strengths and limitations for successful onboarding, and identify opportunities to enhance performance and maximize their long-term contribution to your organization and team.

In most situations, your human resources department owns the assessment process in your organization, and an HR manager will receive detailed training in all aspects of our career assessments. Part of this process will be to guide them through the implementation process and to train others who will use the system, such as hiring managers and those who manage employees.

Once your organization is set-up and everyone is trained, most candidates will take their career assessments online through your branded Profiles Assessment Center (PAC). You will use your private PAC to schedule candidates, generate reports, and manage candidate data. Scheduled candidates will receive a link from the system to take the assessments. They do not need to be present at your facility, and proctoring is not necessary. Immediately after the completion of the assessment, you will be able to access the results and available reports for that candidate.

The assessment results serve as a guide to enhance your due diligence so you can make the best decisions for you and your organization.

Our career assessments give you deep, objective insight into a candidate’s personality, behaviors, and interests necessary for success. These include:

  • Work ethic, reliability, and integrity
  • Fit with the job
  • Fit with the team
  • Fit with the manager

For example, the ProfileXT®(PXT) helps a manager benchmark top performers in a specific job to identify the qualities required for success, and then use this model as a basis to evaluate new candidates. Hiring managers typically receive training on the PXT that includes discussion of statistics showing that employees who come closest to these ideal profiles are most likely to stay with the company. The training also covers how to use assessment results and helps guide managers’ choices regarding what questions to ask in job interviews. The PXT is one input to the hiring decision. If the hiring manager decides to hire an employee who is not evaluated as a good fit, the information from the career assessment is not lost. This data provides valuable insights to the manager in order to develop a plan that will increase the individual’s success in the role – data the manager would not have had otherwise.

Profiles' career assessments help you develop your employees by precisely identifying their skill gaps, 360-degree feedback, occupational interests, and their natural work-related behavioral, attitudinal and motivational tendencies. In addition to providing you with information, we also provide you with tools and training to use the assessment data for improving their performance, productivity, and relationships with customers, co-workers and managers.

Below is a quote from one of our Fortune 2000 healthcare clients:

"The most compelling reason to use your tool is that it is so simple to use. Our very diverse workforce should be able to use the tool and the reports immediately. The term I use to describe what I like is plain talk that anybody can understand. It’s not HR jargon or anything like that. The other reasons I like it is that we do not have to go through any kind of certification, and it is completely scalable. I know I sound like a walking advertisement, but I really feel this way about it."

In other words, our career assessments are very easy to use. As a hiring manager, you will learn how to use the assessment reports, and in some cases you may need to learn to schedule candidates. You will not require any help from a psychologist and no certification is required.

The widespread introduction of assessment tools can raise concerns among your employees if your organization doesn’t communicate their purpose in an unthreatening way. As part of a change management or performance improvement strategy, assessments should be presented as a process of gathering information as both an effort to provide managers with a tool for better understanding employees’ strengths and weaknesses, and as simply a matter of keeping thorough records. The key is process consistency, especially when evaluating candidates for promotion or lateral moves. Whenever it is discovered that an employee has not completed a profile, we suggest your human resources department request one as a required component for an up-to-date file.

Your HR department will play a critical role in the setup and implementation of the assessments, and training you to use the assessment reports. However, you usually will not need to rely on them to schedule candidates or understand the reports about candidates you are considering.

Time required depends on the assessment, but usually ranges from 15 to 45 minutes. Typically, the longer the assessment, the more comprehensive the resulting information; however, we do not put a time limit on most of our assessments.

Over the past 20 years, we have found this not to be the case. Requiring placement assessments typically signals to good candidates that you take selection and development seriously.

No. However, we strongly recommend that every employee takes the assessment for his or her own benefit. The assessments not only provide you with valuable information about yourself, but some of the reports reveal insight about how you can work better with your peers, your direct reports, your boss, and special teams.

Yes. The assessments are general enough to cover issues that are prevalent in almost every workplace. But, Profiles’ assessments have the unique job matching ability that allows you to customize your career assessments to see who fits where. The strong reliability and demonstrated validity of the assessments ensures that the results and reports are accurate in what they measure and applicable to any employee or prospective employee.

Yes. Each Profiles assessment is re-validated regularly to ensure the questions are up-to-date and that they measure what they intend to measure. The credibility of our career assessments is not only measured by the governing bodies of this industry, but also by the number of companies who have cut hiring costs in half and decreased turnover significantly.

Yes, and in many ways. First, we offer a full range of assessments ranging from basic skills tests to personality and behavioral inventories and 360 degree feedback systems. You can implement any or all of the career assessments to achieve your specific objectives. Your Profiles’ Client Service Executive will help you do this. And you can add additional assessments at any time. Our assessments share a common language and delivery platform, and scale effortlessly across your organization.

Once you have selected the assessments that meet your needs, your Client Service Executive will help you fine tune these assessments to reflect your organization’s unique jobs, structure, and culture. For example, the job matching feature of the ProfileXT® enables you to identify the key attributes of high performers in a specific job, and then create a custom benchmark to evaluate prospective candidates and coach others to improve performance. Our process is truly remarkable and unmatched in the industry.

We offer career assessments that cover a full range of human capital issues.

For more information on each assessment, click on the assessment or click here.

Yes. We take great efforts and make significant investments in research and development to continually validate our career assessments. Your Profiles’ Client Service Executive will work with you to help analyze your results and fine tune your assessments to ensure they are working properly and delivering value for your organization.

 

Hiring Management
Sales Management

Sales & Service Managers

Sales and service managers want to hire, promote, and develop the best employees.

Questions in this section include:

  • Will your assessments help me achieve my sales objectives?
  • How will assessing employees help me reduce turnover?
  • How long does it take for a candidate to complete an assessment?

We offer career assessment tests that are created specifically to help organizations select the right sales and service people and develop them to their full potential. This enables you to win new business and to retain and grow existing business.

For example, the Profiles Sales Assessment™ (PSA) allows you to evaluate an individual based on job performance in seven sales behaviors: prospecting, call reluctance, closing the sale, self-starting, working with a team, building and maintaining relationships and compensation preference. The PSA has a powerful job-matching feature that enables you to identify the key attributes of your top performers to establish criteria for comparing job applicants. Knowing the characteristics of each employee helps you hire the right sales people and manage their strengths and weaknesses to improve productivity and sales. For more information on the Profiles Sales Assessment™, click here.

Turnover of sales and service reps is costly and disruptive. Our career assessment tests first help you select employees who are a good fit with the sales or service job you are trying to fill. If they are a good fit, they typically have a much better chance of being successful and satisfied, and will want to stay with your organization for a long time. Our assessments also identify areas where employees need to be developed and coached, and provide insight to help the employee build good, productive relationships with their boss and coworkers. There are many ways in which our products and services help reduce turnover in your organization.

Our sales and service assessments have a unique job-match feature that allows you to identify current high performers in your company and assess job candidates based upon the attributes of these high performers. The job-match feature enables you to hire sales and service reps who share similar traits to your high performers. The information provided by our career assessment tests will help you identify the type of people you want on your sales team.

Profiles International has a career assessment test that specifically identifies a candidate’s capacity for customer service. The Customer Service Profile™ can be used for selecting, onboarding, and managing customer service employees. We also provide industry-specific versions for companies in the hospitality, healthcare, financial services, and retail industries. The results of our assessments will help determine whether or not a candidate would be a good fit as a customer service representative in your company.

Our most comprehensive sales and service assessments usually take candidates about 30 – 45 minutes to complete, and others can be as short as 15 minutes to finish. We do not put a time limit on completing any of our assessments. Our research found that putting a time limit on a career assessment test complicates administration, is not appropriate for most jobs, and is not necessary for effective results.

Many of our clients use their HR departments to help with the administration of the assessment process, especially if the career assessment tests are used for hiring. However, this is not essential because our system is easy to use and the assessment reports are written in business language and easy to understand. You do not require an advanced degree or advanced training to effectively apply their results to your organization.

No. Some of our assessments provide you with information that will help you the most in the hiring process, but we also have career assessment tests that measure performance, employee fit, and employee engagement. We want to help you select the right people and develop them to be top performers in your organization. Our assessments can be used for many different purposes in an organization and we recommend that you take full advantage of the reports and job matching capabilities.

Our career assessment tests can help your managers gain a deeper and more objective understanding of their employees. This can include the employees’ typical behaviors, thinking and learning styles, and communication preferences, as well as current strengths and weaknesses. This helps the manager better diagnose the employee’s developmental needs and better enables managers to motivate and coach the employee. Our assessment reports provide managers with clear recommendations to maximize the employee’s contribution to the organization.

Yes. Profiles International will set up your system so that you will send the candidate a link to the online assessment where they can begin the assessment at a convenient time for them. There are no special instructions or proctoring that you need to provide for the candidate to take the career assessment test. After he or she has completed the assessment, the reports are immediately available for you at the online assessment center.

For example, the traits of a successful new business development executive in New York will probably be very different from a strategic account manager in Alabama. Our career assessment tests enable you to develop a performance model of an ideal candidate for the role you are trying to fill, and assess job candidates based upon the attributes of these high performers.