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
Noted economist Bruce Steinberg reports that temporary help services continue to increase and reach new highs at a steady, albeit slightly diminishing, rate of growth for June. Temporary help services were up over 10,100 to 2,869,600 which was a 0.4% month-over-month increase and year-over-year growth of 8.1%. For May, the job number was up 15,500 or 0.5% sequentially and also 0.5% sequential growth and up 8.9% year-on-year. In April, the temporary help industry added 15,100 jobs, which was also 0.5% sequential growth and up 8.9% year-on-year. Temporary help services market share, that is its portion of all jobs, again reached an all –time high of 2.068% in June compared to 2.065% in May (it was 2.057% in April). The record breaking use of temporary workers indicates employers do not have confidence in administrative policies or in the economy to start making full time hires.
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.
Managers vs. Leaders
With the evolution of our current economy and workforce, companies are discovering that there is a significant difference between good managers and good leaders. This differentiation can either empower your employees to strive for higher levels of success or cause them to simply ‘go through the motions’ of their workday. While managers and leaders certainly encompass some of the same qualities, such as the ability to delegate tasks, there are other significant differences between the two. For instance, while managers tend to focus on structure, procedures, and managing work, leaders will engage and invest in their employees and look for creative ways to improve the overall work environment.
As a result, when looking to hire productive, effective leaders it’s important to look for people that exhibit not only the management skills needed to perform but also strong leadership qualities. One of the easiest ways to do that is by utilizing the Achiever assessment which helps measure whether a person has the motivation, ego, assertiveness, and psychological toughness necessary to handle the demands of a supervisory role while also encouraging employees to strive for higher levels of success. Effective leaders tend to creatively push their workforce to improve and work to increase the bottom line by consulting with employees to implement the most beneficial strategy for the department or team, which is crucial in helping take your company to the next level.
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.