“A very well-rounded assessment for a hiring manager to enhance the interview process. It provides a solid overview of a candidate’s overall intelligence and behavioral tendencies.”
–Ashley Cox, HR professional
Candidates are directed to the CRI Assessment online.
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.
Results are available in one business day.
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.
CRI Assessments feature a patented approach, which combines mental aptitude and personality testing in one instrument, revealing a complete picture of an individual’s potential. Intelligence testing alone is an inadequate predictor of successful job performance. Likewise, an analysis of an individual’s personality without insight into how that person learns and processes information is incomplete.
Test scores are distributed on a STANINE Bell Curve and easily correlate to job requirements by means of successful performer benchmarks. Other assessments often rely on scoring systems which don’t clearly relate to job requirements, opening employers up to compliance and litigation concerns.
An effective test must compare the applicants with successful employees in the position for which the employer is hiring. Employers benchmark their top employees, establishing the baseline for future hires.
Clients receive a Management Summary on each candidate we assess with a complete opinion on their scores compared to the benchmarks. This summary contains an overall recommendation as to the candidate’s fit for the role and the specific strengths and weaknesses identified by the assessment. In addition to the Management Summary, the detailed assessment results in the Achiever report discusses each of the 6 mental aptitudes and 10 behavioral traits measured by the assessment 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.
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
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
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!