Our psychometric and behavioral tests provide accurate assessments and profiles of current employees as well as prospective candidates. Pinkerton offers the following assessments, listed and then described in detail below:
The Behavioral Interview Online examines a candidate’s past and present performance experiences in similar situations to your available jobs. Experiences are broken down into three categories including, competency, technical, and achievement-related experiences. This web-based application collects interview answers and confirms the answers from previous employers, supervisors and personal references. Employment candidates are presented with a series of behavioral interview and objectively-crafted probing questions selected from our proprietary library of 160 behavioral interview questions from 80 competencies. Behavioral Interview Online is configured according to your company’s competency and job family requirements during our Job Modeling Analysis process.
The Competitive Strategy Profiler was created to measure the strength of four fundamental types of competitive strategy that companies use to win customers. The CSP requires just six clicks, yet paints a powerful picture of strategic priorities. This assessment reveals the relative strengths of four competitive strategies. While it does nothing to clarify what the strategic priorities should be, it does measure strategic priorities. Determining what the priorities should be would require a careful review of market demand, competitor offerings, firm capabilities, and emerging technology. Strategic priorities can be measured on a number of different individuals, from the CEO to the top leadership team, to the business units that shape and monitor tactics, and down to the brand ambassadors and frontline performers who deliver the tactics to customers (or support those who do). It’s a great first step for the CEO to have a close-to-optimal set of strategic priorities, but not so great unless they are shared by his direct reports and supported by those who impact brand promise delivery. When the measured strategic priorities for business units or functions depart too far from the desired competitive strategy mix for customers, dysfunction occurs. When the average is acceptable, but there is wide variance in CSP scores within a business unit or function, at least some of the people act according to different priorities. This again dilutes efforts and attention away from executing on the mission and tactics that lead to success.
Job Modeling maximizes the relevance, speed, and predictive power of assessment solutions. Employers have several assessment types to choose from and each assessment’s scoring method is weighted based on a company’s culture, objectives, and required job competencies. Job Modeling can include direct observation, interviews, focus groups, and online surveys collected from supervisors, incumbents, visionaries, and executives. The online Job Modeling tools synthesize the data into a model of the successful performer, prioritizing which of our methods are best suited to predict candidate job performance.
The Leadership Competencies assessment measures 18 key leadership competencies that derive from the Big Five personality dimensions. Over 20 years of continuous scale refinement, based on multiple field studies, position this assessment as the most powerful and comprehensive measure of work-related personality. Combining Leadership Competencies with measures of cognitive ability (such as our Logic Inventory, Numerical Inventory, or Work Memory assessments) delivers the most powerful, comprehensive assessment of talent capability available anywhere. The Leadership Competencies assessment report can be short and graphical, suited to supporting hiring or promotion decisions. A longer development report with specific development suggestions offers rich, detailed, and specific suggestions for boosting the participant’s effectiveness on those competencies selected for development.
The Leadership Culture Profiler is a fast (28 item) powerful measure of leader behaviors that contribute to developing championship teams, instead of teams who are champions in their own minds. It measures HOW leaders motivate members to do what needs to be done. One early study found a strong relationship (r=.70) between firm competitive standing in its market niche with its scores on the four motivational culture factors. Another study found a strong relationship (r=.47) between the store manager’s leadership culture score and that store’s gross margin per square foot for a national clothing retail chain.
Still another study found a very strong relationship (r=-.82) between the leadership culture strength index and department-level burnout, as measured by the Maslach Burnout Scale.
In addition to the overall leadership culture strength index, companies find value in setting specific behavioral change objectives to close the largest gaps that they find between the leadership culture they want (collected by an IDEAL Culture rating on each behavior) and the culture they have (collected as the CURRENT or IS NOW rating).
The 28 items of the Leadership Culture Survey all take aim on one question: “How do we motivate our people to do what needs to be done?” Our published research reveals four primary factors:
Our Leadership Team Survey begins the process by leading executives to clarify the culture they seek, and the one they think they have.
Then, our Leadership Culture Survey discovers the culture team members want and the one they have, highlighting gaps in leadership behavior that require attention.
Our focused, research-proven surveys, administered online provide the fastest, most powerful measurement tool for steering your culture towards higher performance, team member satisfaction, and a strong customer value experience.
The Logic Inventory helps identify employment candidates who learn and grasp solutions to complex problems quickly, reason correctly, and draw accurate conclusions from incomplete sets of data. The Logic Inventory provides insight into a candidate’s trainability and problem solving skills, helping you maximize predictability and reducing potential for adverse impact.
The Numerical Inventory is a timed test of numerical computation and reasoning. It is composed of the following types of numerical items: 1 arithmetic computation, 2 chart interpretation, 3 number series, and 4 table interpretation. The item type switches after a few items of each type, requiring the candidate to repeatedly shift among the different types of numerical problem, demonstrating flexibility and thought agility. It can be administered with a fixed total time (i.e. 20 minutes to cover the 30 items), or left open-ended while recording and reporting the time taken on each question. The latter option allows for separately measuring speed and accuracy. The Numerical Inventory differentiates candidates who can quickly perform calculations and reach precise, accurate solutions to numerical problems. The Numerical Inventory provides insight into a candidate’s computational accuracy and quantitative reasoning capabilities. As a major component of the mental ability domain, over 500 studies conducted in the military, public, and private sectors consistently find mental ability the single best predictor of performance. It captures from 20 – 70% of the performance value in the talent pool, depending on whether the job requires simple versus complex computation and quantitative decision making. The Numerical Inventory is a superior measure of abilities that add strong predictive power to assessment solutions. It was created for demanding roles that require successful performers to perform calculations or draw accurate conclusions from statements, charts, tables, or graphs. Some measures of ability take an hour or more to complete. Most people finish the 31 items of the Numerical Inventory in under 30 minutes. It can be administered as a timed test in 20 minutes.
The People Skill Scenarios assessments measure nine people skill competencies, primarily based on nine visual scenarios that involve the interaction of employees in the targeted job class with customers or co-workers. Candidates use slider bars (that can adjust the response from 0-100) to indicate how likely they would take each of four possible actions in each of the nine scenarios. They also rate the likelihood of three possible reactions from customers or coworkers. Two other sources of candidate data include slider bar self-ratings on the candidate’s interpersonal interaction experience levels as well as the candidate’s self-rating against skills the candidate evaluated as possessed by top performers. Results from a recent field trial of People Skill Scenarios compared head to head with Evolve at Kelly Services found a 99% candidate completion rate and satisfaction rating for People Skill Scenarios. Less than 60% completed the Evolve assessment. People Skill Scenarios is normally priced as an unlimited use subscription fee based on the number of FTE employees in the business unit/s that deploy the People Skill Scenarios solution. This encourages employers to test all eligible candidates and then focus recruiters on those candidates who score well, instead of spending 80% of their time rejecting candidates that hiring managers will never see. Our Visual Scenario offering combines the People Skill Scenarios with the predictive power of Work Memory to create an engaging, visually-oriented assessment that packs maximum predictive power as well. Instead of annoying candidates with scores of boring, repetitive, multiple-guess questions, our assessment engages candidates with dynamic, branded, graphical simulations of highly job-related situations. With a prepared solution set for every job class where people skills contribute to performance, the People Skill Scenarios component of Visual Scenario sets up quickly and cost effectively, yet delivers an impressive candidate experience that dramatically boosts employer brand impact. All Visual Scenario components are smartphone, tablet, and PC compatible— ready for today’s candidates wherever they access the internet. Visual Scenario knows that for most roles, revenue acceleration depends on having talent with BOTH strong thinking and people skills. While many competitors experience candidate drop off rates of 40-60%, Visual Scenario cuts dropout to under 10%. Where many competitors generate few if any candidate referrals to their friends, classmates, and coworkers, Visual Scenario generates brand buzz, resulting in an over 70% referral rate for one large client.
The Performance Inventory serves three primary purposes: 1) screens out employment candidates unlikely to deliver good value; 2) identifies high-scoring candidates that employers can confidently expect to be star performers; and 3) suggests behavioral interview questions to assess traits and behaviors that most contribute to success, and supplement test score data.
The Personal Job Fit provides valuable insight on how an applicant’s ideal job preferences match with the job’s tasks, and your company’s culture and environment. Applicants rate how much of each feature exists in their ideal job and how important it us to their level of engagement. Assessment scores increase for a candidate whose ideal job aligns with a position opening. Pinkerton’s Personal Job Fit is a proprietary library of 42 questions that have been created from years of online pre-employment screening experience and client feedback. This assessment has shown significant contribution to predicting overall engagement, retention, and job performance.
The Work Behavior Inventory (WBI) is a state-of-the-art tool that assesses the work styles of job applicants and employees. It gives organizations the ability to objectively assess people and match them to jobs. This assessment is comprehensive, extensively validated, and tightly linked to development resources in the applicant’s feedback report. The inventory is reliable, relevant, and applies to a wide range of jobs in a variety of work settings. Not only does it assess work styles, but also has a range of 40 scales that are relevant to work settings. Research has shown WBI to be effective in selecting more effective performers while focusing on career development and coaching efforts. Further, it identifies individuals who will be successful in leadership, sales, entrepreneurial, and customer service roles.
Work Memory tests candidate short term memory using job-related content that job experts identify as items that highly effective performers can remember quickly and recall accurately. Less effective performers either take longer to commit the content to memory or take more time looking things up or guess at answers, making mistakes. Research in the journal Intelligence found that short term memory tests capture 80-85% of the predictive power of general mental ability (the single best predictor of training success and job performance across all jobs), but cause half the adverse impact against protected classes. Work Memory tests offer high predictive validity, a reasonable time-on-test of 6-10 minutes, and favorable candidate reactions. They are visual (vs. text heavy) and obviously job related. We have created Work Memory tests ranging from warehouse worker to retail store associate. Creating a Work Memory test for job classes not covered can be done quickly–in about a day. Setup requires job modeling information that can be collected via a phone interview (30 minutes) or an online form.
The WorkSTYLE Personality Report provides a three-dimensional analysis of an individual’s personality; it lists his or her primary, secondary, and alternative personality styles. The descriptions of the personality traits are geared to the work setting, providing information that is relevant to what an organization needs to assess an individual’s personal work style. The report analyzes and describes the way in which that individual prefers to communicate and influence others. The report also describes how managers should best communicate, coach and influence the individual.
To learn more how you could benefit from utilizing any or all of Pinkerton’s Employee Assessment Tests, please contact us