Turn on Contenders and turn off Pretenders

1. Personal JobFIT

Color-code (♦♦♦ ♦♦♦ ♦♦♦) candidates on a set of job features based on whether your job offers what they want in their Ideal Job and how important that feature is to them.

2. WorkSTYLE

Profile personality along behavioral dimensions in just six clicks, assigning candidates to 1 of 4 social types and 2 of 9 Style Types. Generates a coaching report suitable to assist all candidates with advancing their career success.

3. Intelligence

Don’t forget the best predictor of job performance in over 100 years of studies published by researchers who aren’t selling anything. Our measures include: 1Quick Thinking, 2Deep Thinking, and 3Clear Thinking. No more than 10 minutes each.

4. Performance

Cover critical value factors for High Volume Hiring, including: Dependability | Customer Service | Sales | Safety | Supervision. Created by Dr. Paajanen, these 7 minute scales have been taken over 140 million times and validated in over 240 field studies.

1. Personal Job Fit

Hiring Managers pick from up to 30 job and work environment features covering the work itself, company size and structure, contact with customers, work hours, working conditions, travel requirements, work culture, and leadership culture.
Candidates rate 5-12 features picked by Hiring Managers on how much of that feature they expect in their ideal job, and how important it is that the job delivers on that feature. Features where candidates expect a lot of it, and the job delivers on it get flagged as Green. Features that candidates want, but the job lacks OR that candidates don’t want, but the job delivers, get flagged as Red— particularly if the candidate rates that feature as Critical to their job fit.

2. WorkSTYLE

Created to benefit candidates by quickly profiling their personality type and coaching them on how to better inform and influence others, WorkSTYLE delivers a lot of value for a little effort. Candidates appreciate getting something back after applying on line, most often into a black hole. The report shows them their Primary (out of 4) and Predictive (out of 9) personality types. It explains how to handle people like themselves, and also how to better inform and influence people who fall into the other three Primary types.
Even better, field research finds the six factors often deliver predictive value as high as much longer, old-school, boring personality tests. Employers get notified of extreme responses on job-related personality factors, so they can check them out carefully on other factors, and in final interviews.

3. Intelligence

For high volume jobs– quick, accurate thinking avoids many small mistakes or delays that add up to millions of dollars of revenue or cost over time and a large workforce. Look left for images from our visual and game-delivered tests of QuickTHINKING. For high impact jobs, DeepTHINKING and ClearTHINKING avoid costly incidents on the downside while delivering scale-able, profitable, and sustainable innovation on the upside.
In today’s reality of a connected professional workforce, smart devoted talent that continually reinvents customer value is the only sustainable competitive advantage- John Hagel, Deloitte Center for Edge Perspectives.

4. Performance

Our Performance Factor tests for entry-level talent come in two forms: 1Condensed- as short as required to power accurate screening decisions, but not shorter, and 2HD- (for High Definition) required to provide the detail to deliver productive on-boarding and talent development.
Our Performance tests are the latest iteration of test constructs developed by Dr. George Paajanen. First realized as the PDI Performance Inventory, and then re-developed for Unicru, George’s robust test constructs have been taken by over 140 million candidates and validated in over 240 field studies. They are among the most widely used and praised psychometric instruments on the planet.
This latest set of Performance Factor tests raises the bar again, with a behavioral vs. attitudinal spin to the items. Recent and ongoing consortium studies extend the power of these items via response vs. item level scoring. Ask us about the many specific improvements in revenue, risk, and cost that have been found using these tests.