The PXT assessment measures how well candidates fit specific jobs & organizational culture. The “job matching” feature of the PXT is unique, enabling you to evaluate an individual relative to the qualities required to successfully perform in a specific job. This assessment is a “Total Person” approach integrating 3 critical dimensions of an individual in to one solution; measuring the Thinking and Reasoning Style of candidates, the Behavioral Traits of candidates & the Occupational Interests of candidates. It has multiple applications throughout the employee life cycle – selection, managing, and strategic workforce planning.

Measures the qualities that make up a great leader. It is used for hiring and developing leaders. The Leadership Approach targets C-suite roles to provide a comprehensive analysis on the leadership strengths and potential challenges that the candidate may face in their leadership role. As well as providing a clear picture on the leadership style of the candidate. Integrating Thinking Styles, Behavioral Traits and Occupational Interests, it is designed to illuminate the inherent potential of executives and their approach in confronting challenges while achieving excellence in leadership.

Understanding the dynamics of the supervisor-subordinate relationships helps managers work more effectively with each employee. Profiles Managerial Fit can help you identify where perspectives are similar and where they differ. Profiles Managerial Fit is a manager assessment which measures critical workplace compatibility factors between manager(s) and their employee(s) to determine managerial fit.

Using the traits measured under the ProfileXT, this report provides the manager with valuable information about how he/she and members of the team can work together to achieve team-oriented objectives and overall organizational goals. This information will help the manager work with their team more effectively through understanding the strengths and weaknesses of each team member followed by an action plan. The manager/team leader will be equipped with strategies for not only addressing potential problems with an efficient and effective approach, but also for leading the team in achieving their highest potential.

The CheckPoint Management System is a 360-degree assessment. It is a Leadership Assessment & Development tool used to evaluate the Leadership Skills & Competencies of existing & potential Leaders to help them identify and prioritize their own development opportunities. Furthermore, the system can also highlight the Training Needs Analysis & the Organizational Priority for Development.

Measures how well a person fits specific sales jobs in your organization so that you can optimize sales performance. It is used primarily for selecting, onboarding and managing sales people and account managers. The “job modeling” feature is unique, and can be customized by company, sales position, department, manager, geography, or any combination of these factors.

Profiles Sales CheckPoint 180° is a feedback system used to help sales people improve their sales abilities and skills. The information provided supports coaching the sales person and enhances communication, for better productivity and job satisfaction. The Profiles Sales CheckPoint 180° measures 19 Skill Sets and 7 Sales Competencies that helps sales managers evaluate sales people, surface their development needs, and align sales priorities.

The Customer Service Profile™ (CSP) is designed to identify the best Talent, Utilize Talent & Develop your existing Talent in a customer service environment. Understanding how well a person matches the specific customer service jobs in your organization is very important. It is the Ultimate Weapon for Recruiting, Screening and Training Customer Contact Staff. It also matches the Percentage of Agreement of the Customer Service Policies and Attitudes between the company & that of the candidate.

The Profiles Performance Indicator™ is a DISC personality style employee performance assessment used to manage employee performance in order to make every employee more valuable and productive. It reveals aspects of an individual’s personality that could impact their fit with their manager, coworkers, and team as well as their job performance. It is primarily used for motivating and coaching employees, and resolving post-hire conflict and performance issues.

With over 400 comprehensive lists of tests to measure essential knowledge and skills of an employee, our technologies use performance-based testing, which simulates popular software products to ensure accurate, reliable, measurement of the knowledge, skills, & abilities on individuals. The list covers: IT, software skills, computer literacy, clerical skills, call center skills, accounting & finance, medical, nursing, legal, industrial, retail & food services.

Why do front-line managers fail, and what can be done to avoid failure? This report elaborates on five critical issues and offers common-sense advice for helping your managers avoid them.

This report provides five key lessons to help optimize the upgrading process. It drills deeper into each lesson to guide you through the talent upgrade process and help you avoid common mistakes.

Strategic workforce planning is a process that ensures your business has the right people in the right jobs at the right time to achieve your expected results. This report explores six steps of strategic workforce planning and offers some advice for achieving results.

We’ve all been there. After an extensive and thorough search for a line manager, one candidate stands out. You hired the qualified individual, only to find there’s a disconnection with the new employee. This report discusses ways to prevent underperformance.

Times of change present many challenges for organizations, particularly for frontline managers. This fact inspired us to identify six keys to unlocking the potential of frontline managers.

Coaching not only changes the culture of an organization, but it increases performance and leads to a significant return on investment. This briefing helps business leaders better understand the importance and value of continuous coaching.

This report helps you begin the process of learning about employee engagement in your organization. We will describe three levels of engagement: organizational, managerial, and employee, and give you some practical ideas to improve engagement in your organization.

Many business leaders struggle to lead and motivate their staff to achieve the results demanded by their shareholders. By becoming more charismatic leaders, your audience can dramatically increase engagement, productivity, profitability, and even the success of their careers.