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Benchmarked Pre-Employment &
Pre-Promotion Assessments

What can The Achiever
employment tests do for you?

To effectively manage its human capital, an organization needs to have as much information as possible. Unfortunately, the employee selection and management process is too often clouded by subjectivity and incomplete information to be as effective as it could be.

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

Join the ranks of companies that trust The Achiever:  Siemans, Toyota, Farmers Insurance, State Farm Insurance, American National, Woodman, UCS, Reynolds and Reynolds, Lawson, Honeywell Consumer Products, McGraw Hill, Equifax — and many other clients too numerous to mention.

The Achiever Assessment

The Achiever is an in-depth pre-employment assessment that measures the following six mental aptitudes (cognitive abilities) and ten personality dimensions exhibited within an individual as they relate to the job the individual is being assessed for:

Mental Aptitudes

  • Mental Acuity – learning, judgment, problem-solving and reasoning ability
  • Business Terms – knowledge of basic business terms
  • Memory Recall – knowledge of current events
  • Vocabulary – general English vocabulary
  • Numerical Perception – ability to handle numerically related tasks quickly and accurately
  • Mechanical Interest – interest in the mechanical area

Personality Dimensions

  • Energy – energy and drive level; how tension and stress are handled
  • Flexibility – integrity, reliability, dependability and work ethics
  • Organization – ability to plan and utilize time wisely
  • Communication – individual’s desire to meet and interact with people
  • Emotional Development – level of self-confidence and ability to handle pressure
  • Assertiveness – whether a person is a leader or a follower
  • Competitiveness – whether a person is team-spirited or individualistically competitive
  • Mental Toughness – ability to persevere and deal with obstacles in life without giving up
  • Questioning/Probing – desire to ask questions and probe
  • Motivation – whether person is security-motivated or recognition, incentive and commission oriented

The Achiever assessment tool, noted as one of the most in depth and comprehensive pre-employment assessment reports in the American and Canadian marketplace, contains the following segments:

The narrative segment, which explains each mental aptitude and personality dimension that is being assessed in the report and how the individual has scored in each compared to the job.

A pictorial analysis comparing the individual’s actual scores to the desirable benchmarks for the job. These job benchmarks may be derived for an individual company based on their own successful people in the job, based on the job description, or the person can be assessed against Candidate Resources’ data base of people who are successful in those jobs.

Leadership Analysis identifying the person’s strongest areas and areas the person could benefit from developing in, based on the following five elements of leadership skills:

  1. Planning

  2. Organizing

  3. Directing

  4. Staffing

  5. Controlling

Sales Analysis is a sales assessment which identifies the person’s strongest sales skills and areas the person could benefit from developing in, based on the following five elements of selling:

  • Developing rapport
  • Identifying a need or desire
  • Presenting the product/service to fill prospect’s needs
  • Dealing with objections
  • Closing the sale

Personal Development Plan compiled as a result of the overall assessment of the individual. The Personal Development Plan compares the mental aptitudes and behavioral traits required to successfully perform the job and an identifies those actions that the individual can take on a daily basis (books they can read, etc.) to become more proficient in the job.

Behavioral interview questions that can be asked in a secondary interview process, which are created as a result of the comparison of the individual to the requirements of the job. In addition, responses are given that the interviewer might look for in the candidate’s responses, in relationship to the person’s job fit.

The Achiever’s most prominent use is in employment testing for the screening and evaluation of applicants, or objective evaluation of existing employees who are being considered for promotion, transfer or annual performance review in job categories which include:

  • Inside and outside sales
  • Customer service skills
  • Supervisory skills
  • Management skills
  • Administrative
  • Technical
  • Engineering

Organizations who make an investment in their employees are concerned about matching the person with the job generally use some type of aptitude testing, personality testing or profile testing. Employees who are appropriately matched to their jobs have higher levels of job satisfaction and overall job performance than their “unmatched” co-workers. Higher levels of job satisfaction result in lower employee turnover and improved retention.  

Click here to view a sample Achiever Report

For more information and pricing, email info@integrow-change.com or call 402-346-5856.

View a Sample Achiever Report

“With Janyne, you get the total package. She certainly is very knowledgable of the subject matter. She is very personable, easy to talk to and that’s across the board — not just with one individual — all of our senior leaders have had a favorable experience.”.

Matt Lopinski

Vice President of Industrial Automation Division, Mitsubishi Electric Automation, Inc.

“Janyne is adding more value, breaking down silos and getting us to work together as a real team.
I can’t speak highly enough of her. She has been a great help to me with the 360° Feedback, her coaching and advising. She has really helped me grow as a leader by earning my trust and respect. We have developed a mutual relationship, and her advice is spot-on.”

Ken Innami

Senior Director of Strategic Planning & Innovation, Mitsubishi Electric Automatic, Inc.