Pre Employment Assessment

Overview of the multi-factor approach

An assessment for every job

Hiring assessments are customized to each job, so we guarantee the accuracy of our results and the quality of every candidate we refer. Our tailored approach has made CRI a trusted partner for HR professionals across many industries. Learn more about our Pre Employment Assessments or contact us to get started today!

What do assessments include?

1. Candidate scores and details

2. Areas of concern

3. Benchmark range for ideal candidate

4. Assessment and summary of the candidate’s leadership traits

5. Suggested interview questions to probe the candidate with follow-ups and response interpretations

6. Development suggestions for the candidate and steps to effect positive change

7. Candidate Management Summary with full profile and recommendations

Management summary

Clients receive a Management Summary for each candidate with an analysis of their scores. This summary contains an overall recommendation as to the candidate’s fit for the role alongside specific strengths and weaknesses that were identified.

In addition, The Achiever Assessment™ discusses each of the 6 mental aptitudes and 10 behavioral traits measured and how the candidate’s scores relate to job performance. Included in the report are interview questions which are designed to enhance your hiring process.

sales achiever assessment

What is measured?

CRI Pre Employment Assessments feature a patented approach which evaluates mental aptitude, personality traits, and validity in one instrument. Standard intelligence or personality tests do not provide enough information to predict job performance. CRI assessments measure more factors and demonstrate how they relate, which offers a complete understanding of each candidate.

Multi-Factor Assessment

  • 6 Mental Aptitudes
  • 10 Personality Dimensions
  • 2 Validity Scales

Below is a detailed breakdown of each factor and examples from assessment feedback.

How do I take an assessment?

  • Candidates are directed to the assessment site
  • Assessments are broken into timed sections, which candidates complete
  • We provide interpretive guidance for the results, which are available in one business day

6 Mental Aptitudes

  1. Mental Acuity Learning comprehension, judgment, reasoning & problem solving
  2. Memory Recall Knowledge of current events as they relate to the job
  3. Business Terms Knowledge of basic business terms
  4. Vocabulary General English vocabulary skills
  5. Numerical Perception Ability to handle numerically related tasks
  6. Mechanical Interest Measures interest in mechanical areas
  7. Basic Math Ability to perform simple math functions as may be required on the job
Sales Vocabulary Analysis from The Achiever Assessment

10 Personality Dimensions

  1. Energy Energy, drive, tension, and stress level
  2. Flexibility Integrity, reliability, dependability, work ethic
  3. Organization Personal orientation to planning
  4. Communication Innate ability to meet and interact with people
  5. Emotional Development Ego, self-esteem, self-confidence, and ability to handle pressure
  6. Assertiveness Strength and determination to get one’s way
  7. Competitiveness Team orientation versus individual competitiveness
  8. Mental Toughness Psychological stamina to deal with life
  9. Questioning/Probing Instinct to question and probe rather than accepting things at face value
  10. Motivation Security-motivated or recognition, incentive, and commission oriented
Validity Results from The Achiever Assessment

2 Validity Scales

  1. Distortion Frankness as related to the validity of the responses
  2. Equivocation Consistent decision-making as it relates to the accuracy of the responses
Validity Analysis from The Achiever Assessment

Why test?

A recent study revealed that “A” performers tend to be 50-100% more productive than “C” performers. Clearly, identifying the “A” performers can enhance an organization’s performance. So, how does an employer identify the “A” performers and retain them?

Benefits of candidate assessment
• Reveals an individual’s true talents
• Clear basis for comparison with other candidates
• Comparison of abilities with those required by the job
• Questions to ask in an interview
• Introduces objectivity into the selection process
• Evidence of due diligence in the event of litigation
• Ability to benchmark successful performers
• Basis for developing specific training and development programs
• Insight for managers to know how to best manage subordinates

Benchmarks for workforce development

An effective assessment must compare current applicants to successful employees in the same position. CRI assessments establish benchmarks which can be used as a baseline for evaluating candidates.