Pre Employment Assessment Overview

An Assessment for Every Job

CRI 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 a wide range of industries. Learn more about each of our assessments or contact us to get started today!

What is Measured?

CRI Assessments feature a patented approach which evaluates mental aptitude, personality traits and validity scales in one instrument. Standard intelligence or personality tests are not adequate predictors of successful job performance. CRI assessments demonstrate how these characteristics relate, offering a more complete understanding of your candidates.

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?

  1. Candidates are directed to the CRI Assessment online.
  2. Assessments are broken into sections, with indications about how long each one will take to complete. Candidates are informed beforehand if a section is timed and a clock in the corner keeps track of remaining minutes.
  3. We provide information on the background of the assessment and interpretive guidance for the aptitudes and behaviors measured. We understand that there may be times when clients would like to discuss the assessment results in greater detail. We are happy to do so at no additional charge.
  4. Results are available in one business day.

6 Mental Aptitudes

  1. Mental Acuity Learning comprehension, judgment, reasoning & problem solving ability
  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 quickly & accurately
  6. Mechanical Interest Measures interest in the mechanical are
  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 plan; utilize time wisely
  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 individualistic competitiveness
  8. Mental Toughness Psychological stamina to deal with life and job problem
  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 of the respondent as related to the statistical validity of the personality dimensions
  2. Equivocation Consistent decision-making of the respondent as it relates to the accuracy of the personality dimensions measured
Validity Analysis from The Achiever Assessment

What do Assessments Include?

1. Candidate scores and details

2. Areas of concern

3. Benchmark range for ideal candidate performance

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 on each candidate with a complete opinion on their scores. This summary contains an overall recommendation as to the candidate’s fit for the role alongside the specific strengths and weaknesses identified by the assessment.

In addition, The Achiever™ report 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 behaviorally based interview questions which are designed to supplement the secondary interview with the candidate.

The Achiever™ Performance Development Example Feedback

Why Test?

A recent study by McKinsey & Company 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 once identified, how does an employer retain them?

Testing applicants and employees can clear the air by providing the following benefits:
• 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 employment test must compare current applicants to successful employees in the same position. CRI helps employers establish benchmarks which can be used as a baseline for evaluating candidates.