6 important cognitive skills, Mental Ability and Perception
10 behavioral dimensions including drive, integrity, ability to deal with people, ego, assertiveness, mental toughness and more.
The Sales Achiever
Six Cognitive Skills,
Mental and Perceptive Ability
10 behavioral dimensions
including drive, integrity, ability to deal with people, ego, ability to close, psychological toughness, money and incentive recognition.
CRI created, validated and copyrighted the first job related assessment in America.
Recognized by both the EEOC and OFCCP
ManualsCRI offers the following manuals: Employee Policies and Procedures
EEOC and OFCCP Compliance
How to Select Really Great People
Tax Credits on Hires
Understanding Human Behavior
Interesting facts from the Early Eagle, published by www.vetjobs.com, the nation’s leading job board to attract veterans. The final numbers for the first quarter were released by the DOC, and according to the Vet Jobs article, the US economy actually contracted by 2.9%! Worse still, corporate profits decreased by $198.3 billion, 9.1% at a quarterly rate. Economically, this is devastating. Less profits means less money available to create new jobs!
Even if the economy were to grow at 2.0% per month for the rest of the year, according to the article, the US economy is in essence flat and not growing. This is the worst decline in nearly 40 years for a non-recessionary period, and is not good news for those seeking work.
The experts are offering several reasons for the drastic decline. The administration is saying it was due to weather which definitely had an impact, but weather can only account for a portion of the entire 2.9% contraction. Many economists point to the severe reduction in inventories, downward consumer spending, and exports and an upward revision in imports. Others point to the Affordable Care Act, and events overseas.
The Executive AchieverMeasures cognitive ability,
10 important behaviorial traits
Management principles knowledge
Evaluation on 16 important competencies
The Best HireAn important assessment for entry level and hourly candidates. Measures: honesty, reliability, dependability and the ability to get along with others
Why use testing and assessments?
CRI introduced job related testing and assessments in 1972
Assess Someone TodayGet the results back no later than the following business day.
WebinarsCRI offers live and recorded webinars on important HR subjects.
Pick up the phone
Recently the Wall Street Journal reported the frustrations managers have with younger employees who want to communicate via e-mail or social media. These employees (usually born between 1981-early 2000s) rely heavily on their smart phones and other communication tools such as texting and online chatting. However, managers have different expectations as to how clients and prospects need to be contacted. As mentioned in the article “some managers say avoiding the phone in favor of email can hurt business, hinder creativity, and delay projects.” While many younger employees believe that e-mailing is more efficient, the consensus among experienced workers is well explained by Mr. Nazar, chief executive of Docstoc “if you can do something more quickly by using older technology, then do it.”
That said employers also need to realize that many employees are not confident in their ability to communicate effectively over the phone. It seems they either lack the confidence to do so, fear they won’t convey their messages effectively, or are simply not comfortable on the phone. To help overcome this dilemma we at CRI strongly suggest hiring employees who have the communication skills, confidence, assertiveness, and mental toughness to simply pick up the phone –especially in positions that are sales or client based. CRI’s Achiever assessment measures a person’s ability to effectively express their thoughts and ideas as well as how outgoing they are by revealing their comfort in doing so, further displaying whether they have the psychological stamina necessary to put in the time on the phone to build and solidify rapport with clients and prospects.
Why Use Pre-Employment Testing and Assessments?
A test is a single score instrument, and an assessment is comprised of a series of tests with individual scores. Since the behavioral output of an individual is related to both cognitive and various important behavior traits, an assessment is then best used rather than a test to project the behavior of an individual. Today people are groomed in what to say and how to act in an interview, thus an interview is not a truly objective way to evaluate what a person is really like and is an artificial situation. Background checks are good, however they reflect the past behavior of an individual and lack an ability to accurately project the future. For more in depth information on this subject see www.whytest.biz.
We recommend the Achiever or its sister assessment the Sales Achiever since both of these instruments are assessments. They are related to the job by benchmarks and encompass both the important Cognitive and Behavioral testing to properly establish:
- Which candidates are likely to be high risk from an Honesty, Reliability and Dependability standpoint in the job and are most likely to be safety or product quality risks.
- Which Candidate best fits the job.
- Which Candidate is the best choice for a transfer or promotion?
- How best to train, manage and develop an individual.
CRI’s Achiever and Sales Achiever instruments:
The Achiever and Sales Achiever convey scores of an individual compared to a benchmark pattern based on the job description and/or people in a particular job category.
The Achiever and Sales Achiever utilize benchmarks derived from one of the following:
- Assessing an employer’s top performers in a specific job category or categories. The Achiever is used to assess each individual, then the group’s results are plotted and statistically analyzed to determine mental and behavioral trends. This analysis results in a benchmark for the job category, and is also referred to as concurrent validation study.
- The Achiever’s database contains benchmarks that have been derived from the scores of successful performers in the same job categories in various organizations across America.
- The job description and/or job function is reviewed relative to The Achiever Benchmarking process, which creates a benchmark based on the job description.
Once benchmarks are established, candidates or current employees seeking a promotion or transfer are compared to the benchmark chosen for the job. By utilizing a benchmark, an individual who has been assessed is compared to the job in question. Comparison of an individual’s scores on The Achiever to the benchmark provides concrete data as to a person’s likelihood for success. The individual’s scores are then plotted on a stanine (standard nine) scale, and contrasted to the Normal Bell/Distribution Curve.
Critical Achiever and Sales Achiever measurements:
- Cognitive Ability
- Numerical Perception
- Ability to interact with people
- The ability to handle people
- Psychological Toughness
- Ability to deal with people
Legality and Validity of CRI’s assessments:
The Achiever was reviewed by Mr. Charles E. Duffy, District Director of the U.S. Department of Labor, who stated that there is no need to have the Achiever validated within each company since there is only a slight possibility of any adverse effect on a protected group, particularly since there is not a passing or failing score yielded by the assessment. Nevertheless, under CRI’s direction, The Achiever and Sales Achiever are validated through the construct and concurrent validation methods on an ongoing basis.
Thus, when the Achiever or Sales Achiever is properly implemented, and utilized in conjunction with other standard hiring and interviewing procedures, it provides an objective opinion of the candidate to the job to form the employer’s ability to make good hiring decisions. It also strengthens the employer’s position of taking affirmative action to ensure that applicants and employees are treated fairly without regard to race, age, religion, sex, or national origin.
The OFCCP has stated that CRI’s validation meets and exceeds their standards.
Why CRI’s assessments are unique
CRI began over 50 years ago as Industrial Psychologists in Dallas, Texas serving company startups including Pier 1, Mary Kay Cosmetics, 7-11 and others. CRI’s clients hated spending $250.00 per assessment and candidates being assessed having to spend two days in our Dallas offices. Consequently, Dr. John L. Shirley (our founder), Dr. Raymond Cattell (who created the 16PF), and Dr. James Moore of Purdue created, validated and copyrighted the 1st true job related assessment in America, known today as the Achiever and its sister version the Sales Achiever. In the 1970’s CRI made the decision to both serve clients directly and through trained partners in other cities providing our assessment services to employers in their areas. CRI continues to hold the copyright for job related assessments in America that measure both Mental Aptitudes and Personality Dimensions (Behaviors) with a financial trail back to CRI of those of other names that appear in the marketplace. CRI’s assessments are unique, since they also provide scores of their validity as well.
CRI’s assessments have been updated, and revalidated with copyrights renewed to continue our position as the original source of true job related pre-employment testing and assessments in America comprised of both assessment of Cognitive ability and Behavioral traits.