6 important cognitive skills, Mental Ability and Perception
10 behavioral dimensions including drive, integrity, ability to deal with people, ego, assertiveness, mental toughness and more.
The Sales Achiever
Six Cognitive Skills,
Mental and Perceptive Ability
10 behavioral dimensions
including drive, integrity, ability to deal with people, ego, ability to close, psychological toughness, money and incentive recognition.
CRI created, validated and copyrighted the first job related assessment in America.
Recognized by both the EEOC and OFCCP
ManualsCRI offers the following manuals: Employee Policies and Procedures
EEOC and OFCCP Compliance
How to Select Really Great People
Tax Credits on Hires
Understanding Human Behavior
DOL Funding improves outcomes for individuals with disabilities
Source credit: http://www.dol.gov/opa/media/press/odep/ODEP20141797.htm
Nearly $1.85M in funding to improve outcomes
for individuals with disabilities awarded by US Labor Department
WASHINGTON — The U.S. Department of Labor's Office of Disability Employment Policy announced today a cooperative agreement award of $1,848,350 to The Viscardi Center in Albertson, New York, to manage and operate the National Employer Policy, Research and Technical Assistance Center on the Employment of People with Disabilities.
The center will be a resource to assist employers with recruiting, hiring, retaining and promoting people with disabilities by:
- analyzing employer research, policies and practices related to disability employment;
- researching effective employer engagement strategies; and
- developing and providing outreach and technical assistance to targeted employers, such as federal agencies, federal contractors, small businesses and state governments.
"At ODEP, we work to ensure that people with disabilities have an equal opportunity to contribute their skills and talents not only for their benefit, but also for the benefit of society as a whole," said Kathy Martinez, assistant secretary of labor for disability employment policy. "This center will help employers understand these benefits and get them the information and tools they need to successfully employ people with disabilities."
To contribute to the awardee's success The Viscardi Center has partnerships in place with a number of entities that each bring valuable perspectives and experience to the effort. Partnering organizations include: the United States Business Leadership Network; The George Washington University's Graduate School of Education & Human Development; the World Institute on Disability; the Center for the Study and Advancement of Disability Policy; the National Conference of State Legislatures, in coordination with the National Governors Association; and the Georgia Institute of Technology's Center for Advanced Communications Policy and Scheller College of Business.
ODEP works to increase the number and quality of employment opportunities for people with disabilities by developing and influencing policies and practices. For more information, visit http://www.dol.gov/odep/.
The Executive AchieverMeasures cognitive ability,
10 important behaviorial traits
Management principles knowledge
Evaluation on 16 important competencies
The Best HireAn important assessment for entry level and hourly candidates. Measures: honesty, reliability, dependability and the ability to get along with others
Why use testing and assessments?
CRI introduced job related testing and assessments in 1972
Assess Someone TodayGet the results back no later than the following business day.
WebinarsCRI offers live and recorded webinars on important HR subjects.
Personality testing in colleges
Lately, College Boards and Universities alike have been using personality testing to develop a better understanding of the candidates they are considering for President. However, as Patrick Phillips, chairman of the Presbyterian College Board of Trustees said, “It is not a tool that made the decisions for us. It helped us validate our decision.” Personality assessments, such as the Achiever, can be used to determine whether a candidate truly has the ability to succeed in a specific environment or whether they are simply good interviewers. Most individuals considered for College President and even top executives for companies are taught throughout school and work experience how to act in an interview and even how to turn weaknesses into a positive when they’re are brought to light. Therefore, tools such as the Achiever can be used to identify an individual’s personality traits as they relate to the job.
While most personality/job-related assessments only measure the personality aspects of an individual, the Achiever measures 10 Behavioral Traits as well as 6 Mental Aptitudes. Although taking into account work and educational experience is still important, these tools can provide an objective, direct look at a person’s true personality and brain power – things that may not be brought out in an Academy-Award winning interview.
Why Use Pre-Employment Testing and Assessments?
A test is a single score instrument, and an assessment is comprised of a series of tests with individual scores. Since the behavioral output of an individual is related to both cognitive and various important behavior traits, an assessment is then best used rather than a test to project the behavior of an individual. Today people are groomed in what to say and how to act in an interview, thus an interview is not a truly objective way to evaluate what a person is really like and is an artificial situation. Background checks are good, however they reflect the past behavior of an individual and lack an ability to accurately project the future. For more in depth information on this subject see www.whytest.biz.
We recommend the Achiever or its sister assessment the Sales Achiever since both of these instruments are assessments. They are related to the job by benchmarks and encompass both the important Cognitive and Behavioral testing to properly establish:
- Which candidates are likely to be high risk from an Honesty, Reliability and Dependability standpoint in the job and are most likely to be safety or product quality risks.
- Which Candidate best fits the job.
- Which Candidate is the best choice for a transfer or promotion?
- How best to train, manage and develop an individual.
CRI’s Achiever and Sales Achiever instruments:
The Achiever and Sales Achiever convey scores of an individual compared to a benchmark pattern based on the job description and/or people in a particular job category.
The Achiever and Sales Achiever utilize benchmarks derived from one of the following:
- Assessing an employer’s top performers in a specific job category or categories. The Achiever is used to assess each individual, then the group’s results are plotted and statistically analyzed to determine mental and behavioral trends. This analysis results in a benchmark for the job category, and is also referred to as concurrent validation study.
- The Achiever’s database contains benchmarks that have been derived from the scores of successful performers in the same job categories in various organizations across America.
- The job description and/or job function is reviewed relative to The Achiever Benchmarking process, which creates a benchmark based on the job description.
Once benchmarks are established, candidates or current employees seeking a promotion or transfer are compared to the benchmark chosen for the job. By utilizing a benchmark, an individual who has been assessed is compared to the job in question. Comparison of an individual’s scores on The Achiever to the benchmark provides concrete data as to a person’s likelihood for success. The individual’s scores are then plotted on a stanine (standard nine) scale, and contrasted to the Normal Bell/Distribution Curve.
Critical Achiever and Sales Achiever measurements:
- Cognitive Ability
- Numerical Perception
- Ability to interact with people
- The ability to handle people
- Psychological Toughness
- Ability to deal with people
Legality and Validity of CRI’s assessments:
The Achiever was reviewed by Mr. Charles E. Duffy, District Director of the U.S. Department of Labor, who stated that there is no need to have the Achiever validated within each company since there is only a slight possibility of any adverse effect on a protected group, particularly since there is not a passing or failing score yielded by the assessment. Nevertheless, under CRI’s direction, The Achiever and Sales Achiever are validated through the construct and concurrent validation methods on an ongoing basis.
Thus, when the Achiever or Sales Achiever is properly implemented, and utilized in conjunction with other standard hiring and interviewing procedures, it provides an objective opinion of the candidate to the job to form the employer’s ability to make good hiring decisions. It also strengthens the employer’s position of taking affirmative action to ensure that applicants and employees are treated fairly without regard to race, age, religion, sex, or national origin.
The OFCCP has stated that CRI’s validation meets and exceeds their standards.
Why CRI’s assessments are unique
CRI began over 50 years ago as Industrial Psychologists in Dallas, Texas serving company startups including Pier 1, Mary Kay Cosmetics, 7-11 and others. CRI’s clients hated spending $250.00 per assessment and candidates being assessed having to spend two days in our Dallas offices. Consequently, Dr. John L. Shirley (our founder), Dr. Raymond Cattell (who created the 16PF), and Dr. James Moore of Purdue created, validated and copyrighted the 1st true job related assessment in America, known today as the Achiever and its sister version the Sales Achiever. In the 1970’s CRI made the decision to both serve clients directly and through trained partners in other cities providing our assessment services to employers in their areas. CRI continues to hold the copyright for job related assessments in America that measure both Mental Aptitudes and Personality Dimensions (Behaviors) with a financial trail back to CRI of those of other names that appear in the marketplace. CRI’s assessments are unique, since they also provide scores of their validity as well.
CRI’s assessments have been updated, and revalidated with copyrights renewed to continue our position as the original source of true job related pre-employment testing and assessments in America comprised of both assessment of Cognitive ability and Behavioral traits.