More Information
Job Performance
There are three major components that affect and drive job performance. Understanding these different components will assist in determining how to use assessments most effectively and safely. The three components that drive job performance are Skills & Experience, Attitudes and Core Job Fit.
All three must be understood in order to make better decisions in selection, coaching development, succession planning, strategic workforce planning and personal career planning. Ideally, you will consider all three when designing a selection process.
Experience and Skills: Experience is shown on the resume and by past performance. Demonstrations and skills tests can assess this area. This area is the easiest to change by providing additional training and developmental opportunities. This may also be assessed with 360-degree surveys to find out if skills are being demonstrated.
Attitudes: Attitudes, values, counter-productive behaviours and Motivation are initially assessed during the interview process and by using tools such as Honesty/Integrity tests like CandidCLUES. Once employed, these can be assessed by attitude surveys and corporate climate surveys such as 360–degree surveys. Determining the underlying basis of these perceptions or attitudes and then addressing possible root causes to eliminate the problem become more straightforward.
Core Job Fit: Job fit is the match between the competencies required for on–the–job success and the competencies of the various candidates, using assessment instruments such as JobCLUES. This area is the most difficult to change, because many of our core traits are developed at an early age.
Quick
Less than twenty minutes for personality/cognitive combined. 8-15 minutes for attitudes. Get great data quick. No supervision required.
Easy to Use
No software to install. No extensive training. No professional interpretation needed.
Inexpensive
$25-40 AUD per use. Test all candidates for all positions as opposed to just top few.
Flexible Pricing Plans
Unlimited usage on an annual licence or choose a unit-based plan.
Descriptive
Reports tell how a candidate will function in your job. Any person can read and understand the reports.
Business use
Designed specifically for Business Use. Unlike many other tests that were designed as clinical tools.
Big-Five Principles
Based on universally accepted Five-Factors personality theory plus Team scale & cognitive abilities. You get the data you need for the traits that matter in business.
Normative Instrument
Normed on general population using latest psychometric principles. Results reflect comparison to general population as opposed to simply a raw score.
Custom Benchmarks
Easy customisation allows companies to identify the traits they need. Develop a success profile for your company versus a generic model.
Data-Mining
Use original data for selection, interviewing, development and promotions. Use the data for more than just selection.
Faking Scale
Is candidate truthful, or just saying what you want to hear? Make sure you know the data is accurate.
Turn-Key System
Job reports, interview questions, coaching and leadership reports from same data. Requires No Training. Quick set up.
Honesty/Integrity
Measures honesty, dependability, aggression, substance abuse, computer abuse and sexual harassment. The most modern, encompassing honesty assessment available.
Respected Authors
Developed by renowned psychologists Leonard Goodstein and Richard Lanyon. Gain from their years of experience and know the assessment is built correctly.
User-friendly System
Easily navigable system provides search mechanisms. Archives data for future use in training or promotions. Support always available from Assess Systems Australia
Available in Multiple Languages
English, Spanish, Chinese, English version specifically for India. Consistency across the world for multi-nationals.
Dr. Leonard D. Goodstein
As co-author of the PeopleCLUES line of assessments, Dr. Goodstein is responsible for leading the international team of experts for product development and ongoing maintenance of validation objectives. After receiving his bachelor’s degree with honours from the City College of New York, Dr. Goodstein went on to receive both an M.A. and Ph.D. from Columbia University, both in Psychology. A holder of the Diploma in Clinical Psychology of the American Board of Professional Psychology, Dr. Goodstein is a Distinguished Practitioner of the National Academy of Practice. He is a licensed psychologist in both California and the District of Columbia. Dr. Goodstein is listed in Who’s Who in America and American Men and Women in Science.
He has been actively involved in developing and validating psychological
tests for over 50 years. His published research involves over
20 books, 150 articles, and numerous books and test reviews.
His most recent books include Personality
Assessment (Wiley Series on Personality Processes),
Since completing a three-year term as Executive Vice President and Chief Executive Officer of the American Psychological Association, psychology’s national membership association in 1988, he has been engaged in consulting, research, and writing. Prior to APA, Dr. Goodstein had a distinguished academic career, including professorships at the Universities of Iowa, Cincinnati, and Arizona State University where he served as Chair of the Department of Psychology. In addition, he has been a Fulbright Senior Lecturer (Professor) at the Vrije Universiteit in the Netherlands. After leaving academia and prior to joining APA, he was President and later Chairman of the Board of University Associates, Inc., now Pfeiffer and Company.
Dr. Richard I Lanyon
As co-author of the PeopleCLUES line of assessments, Dr. Lanyon is responsible for ongoing research, development and maintenance for achieving product validation objectives. Dr. Lanyon holds a degree in engineering from the University of Adelaide (Australia) in 1964, plus M.A. and Ph.D. degrees in clinical psychology from the University of Iowa (1964). He is a Diplomat of the American Board of Professional Psychology in Clinical Psychology (1971) and also in Forensic Psychology (1988). He has been a research-and-development engineer for the South Australian Government and has held academic appointments at several universities, including Harvard Medical School where he was also Chief Psychologist at the Massachusetts General Hospital. Since 1975, he has been Professor of Psychology at Arizona State University and was Director of the Ph.D. program in clinical psychology from 1975 to 1982. He has taught graduate-level courses in the development and use of psychological tests for nearly 40 years, and he has also taught courses in statistics, neuropsychological assessment, personality, and forensic psychology.
Dr. Lanyon has published more than 100 articles in academic
and professional journals. His books have included A handbook
of MMPI group profiles (University of Minnesota Press, 1968);
Behaviour therapy (Addison-Wesley, 1978); and (with Leonard D.
Goodstein) three editions of the textbook Personality
Assessment (Wiley, 1971, 1982, 1997)
Much of Dr. Lanyon’s research activity has focused on the technology of constructing psychological tests, and in particular, on gaining a better understanding of the various ways in which test respondents tend to misrepresent themselves and on ways of identifying and measuring these distortions. He has given workshops on personality assessment and has consulted to organisations on the development and use of personnel-related psychological test instruments. In addition, he has conducted many individual psychological assessments in a wide variety of settings.
There are several types of customisation:
Private branding entails putting your company logo/brand throughout the application, so that participants see your corporate name rather than ours.
Benchmarking is the process in which the competencies necessary for job success are determined by comparing the results of successful incumbents on a specific job with those of both average and poor or struggling performers on that job. The differences in the patterns of results among the three groups can then be used as a benchmark against which to compare the characteristics of new applicants for that job — a criterion-related validation process.
Modify report style so that language in summary results, interview questions and coaching suggestions aligns to your corporate culture, terminology, training and recruitment processes. You can create your own report for a job position that is not currently in the suite or you can even create a new report template such as a graphical style requiring profiling or benchmarking of existing performers. For example, you might want to benchmark your current sales team and create a report that specifically reports on competencies particular to that job.
Samples
- Attitude Report (PDF 77KB)
- Job Fit Report (Cognitive & Personality) (PDF 84KB)
- Coaching Report (PDF 38KB)
- Leadership Identifier Graph (PDF 58KB)
- Leadership Self-Development Report (PDF 41KB)
- Customised In-Bound Call Centre Report (PDF 249KB)
- Available Reports (PDF 67KB)
- Brochure (PDF 125KB)
- Assessment Benefits (PDF 68KB)
Take advantage of our 30 day free trial. You can have unlimited access to your own account for 30 days, assess as many people as you like, and view any of the reports on those people.
Please contact us to set up your free trial.
