For years we have administered and trained organizations how to use and interpret the results of pre-employment and Profile assessment tools including cognitive, honesty-integrity, and behavioral tools.
In all this time, no assessment tools have been more predictive of job performance and organizational fit than those developed, researched and validated by the Profiles International and distributed by Kestly Development – a PI Strategic Business Partner.
- Best at predicting actual job performance
- Measures job-related competencies rather than simple personality traits
- Originally developed and validated specifically for hiring
- Used millions of times to identify high potential candidates
- Backed by a large staff of doctoral-level researchers
- Available in most major languages and used by organizations globally
- Detects distortion of a candidate’s answers- assessment can’t be faked
- A completely user-friendly system
- Small up front cost – or pay as you go and only when used
- Available on demand
- Instant turnaround of assessment reports
- No software installation required
- System can be customized and branded on a client’s career web site
It’s no wonder that many organizations, hundreds of Fortune 1000 corporations and medium to small size companies rely on the track record of our assessments for selection, development, succession planning and career management.
Why use our scientific assessment tools
1. Superior methodology
Many assessment tools use Ipsative techniques, distinguished by Yes/No or Least/Most choices. Ipsative scales force respondents to make a decision between absolute categories when neither category would accurately represent a participant’s unique experience. As a result, the scores generated by ipsative scales are rank-ordered and not comparable across individuals.
Kestly Development – Profiles International use Normative Profiles that provide a more accurate approach. By offering a range of response choices, respondents can choose between continuous categories that better represent their experiences. Data generated by these scales can be validly compared across individuals.
2. Legality
Our assessments meet all EEO, ADA and privacy guidelines. The Profiles International research team continually collects EEO data, ensuring compliance with legislative mandates and adding objectivity to a client’s hiring practice.
3. Proven Validity
Validation research has been important, with ongoing validation studies conducted since initial research began almost two decades ago.
We insist on criterion related validity, the gold standard for rigorous validation. Criterion related validity measures the relationship between assessment scores and actual business outcomes: individual performance and increased organizational performance in sales, quality, customer satisfaction or retention.
Validated, normative profiles are the most predictive and objective part of a selection process. However, the assessment(s) should be only one component of an overall selection process that includes screening, interviews, references, and background verification. Any assessment by itself should be no more than 1/3 of the final decision.
Job Match outranks all other factors
A well-documented study, published in Harvard Business Review concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects. It evaluated their job performance and found no significant statistical differences, except in the area of "Job Match." The conclusion: "It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."
The only reliable method for evaluating "Job Match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job. Profiles International has assessments designed for this purpose.
Next Steps Let’s talk about how we might work together or test out one of the tools.
