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The Achiever

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.
Did you know

CRI created, validated and copyrighted the first job related assessment in America.

Recognized by both the EEOC and OFCCP

The 1st assessment is free! The first assessment is complimentary to any employer.


Employment Manuals CRI 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

Latest News

Minimum Wage

Credit: Jason Surbey


The value of the federal minimum wage has been on a steady decline since it peaked in the late 1960s. In fact, it’s worth 20 percent less today than it was in the 1980s, making it difficult for a full-time worker to pay their monthly bills or even buy the basic necessities. With an income of $15,000 a year, this puts many workers – including many with families to support – below the poverty line. In fact, the U.S. lags behind many countries when it comes to the minimum wage as a percentage of median income. In America, far too many people at the bottom of the income ladder are working harder and harder but still falling behind.

That’s why President Obama has proposed that we raise the national minimum wage from $7.25 to $10.10. The president’s opportunity agenda is about rewarding hard work and responsibility with fair pay. And that’s why he and Secretary Perez are pushing so hard for an increase.

Raising the minimum wage isn’t just the right thing to do for working families — it’s the smart thing to do to grow our economy. Consumer spending accounts for almost 70% of GDP.  Business owners know that in an economy driven by consumer demand, more money in people’s pockets means more customers for them. That’s especially true for low-wage working people. When you put more money in their pockets, they don’t stash it in offshore bank accounts, they pump it right back into the economy – spending it on groceries, gas, school supplies and more. In fact, more than 3 in 5 small business owners support a $10.10 minimum wage.

Additional spending from this increase could help the U.S. compete on the global stage; greater consumer spending and a higher GDP mean a stronger economy – and fewer countries outranking us when it comes to comparing the purchasing power of our minimum wage to theirs.

The Executive Achiever

Measures cognitive ability,
10 important behaviorial traits
Management principles knowledge
Evaluation on 16 important competencies

The Best Hire

An 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?

Testing and Assessments

CRI introduced job related testing and assessments in 1972

results back no later than the following business day

Assess Someone Today

Get the results back no later than the following business day.


Webinars CRI offers live and recorded webinars on important HR subjects.

HR Tips

Outsourcing and EEOC Regulations

Outsourcing has become a normal part of everyday business that enables companies to cut costs and utilize their staff’s full potential. Focusing specifically on recruiting and HR functions, most companies assume that if they are using a staffing agency or recruiting firm to acquire applicants, then the firm is either keeping the appropriate applicant log as required by the EEOC or they are at least responsible for doing so. However, this is not the case. The Department of Labor recently issued a statement concerning Internet Applicants and third-party agents. This statement reveals that since a staffing firm is acting on behalf of a company regarding seeking and screening applicants, they are then considered an agent since they are authorized to conduct business; thus, the company is responsible for their actions.


Regarding EEOC and OFCCP compliance regulations, it is the company’s responsibility to either ensure that under a contract the firm is collecting the appropriate data for the applicant management log, or that the company itself is keeping record of applicants and job seekers. Since the whole point of outsourcing is to cut costs and reduce the amount of time employees spend working on such matters, it would be most beneficial to utilize an Applicant Management System. With a CRI built Applicant Management System a company is able to direct potential employees to apply online, via a customized site, so that the company can obtain pre-screen information, an application, resume, and information for Job Tax Credits. A recruiter is then able to quickly look for those candidates that meet the minimum job requirements, as requested by the company, and as a feature of the AMS, the applicant log per the EEOC/OFCCP regulations are available for viewing, editing, and printing.



Saturday, September 20, 2014

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

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:

  1. 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.
  2. 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.
  3. The job description and/or job function is reviewed relative to The Achiever Benchmarking process, which creates a benchmark based on the job description.

Click here to view a sample Achiever assessment report

Click here to view a sample Sales Achiever assessment report

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
  • Drive
  • Integrity
  • Ability to interact with people
  • Ego
  • The ability to handle people
  • Psychological Toughness
  • Motivation
  • 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.

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