The Profile Evaluation Systemä (PES) has been successfully implemented in thousands of organizations throughout the United States and Canada over the last 30 years. PES combines cognitive and personality scales in a normative instrument to provide a well-rounded, comprehensive description of an individual's aptitudes and personality.

The PES predicts how an individual may perform in a given job by comparing that individual's Profile to a normative pattern which can be developed for a specific job at a specific organization. Along with interviewing, checking references, and administering other applicable tests, the PES helps ensure good, solid hiring decisions.

Because it is very comprehensive, the PES is often used in hiring and placement of higher level associates and sales individuals. As a coaching tool, the PES helps a group leader communicate more skillfully with group members and develop them more effectively.

Windows-based software is available to score and print a comprehensive report. The report provides important information on 6 mental aptitudes and 10 personality dimensions, along with 2 validity scales. Information can be saved and retrieved for further evaluations and reports.

Sample report PES 

The Development Needs Inventory^TM (DNI) is 360 instrument designed to allow managers, supervisors and others in leadership positions to better understand their strengths and development needs.  The information provided by the DNI will help facilitate the individual(s) growth and progress and as a result increase their effectiveness in the organization.  Designed for customization to the client's needs, it consists of 10 Standard scales and up to 13 Optional scales.

The results of the DNI, along with the Interpretation and Feedback Session, provide participants with a sound basis for setting development goals and tracking their development over a period of time.

Sample report DNI 

Before You Hire^TM (BYH) is a pre-employment evaluation of an applicant’s attitude toward motivation, adaptability, service-orientation, and trustworthiness (including workplace theft and drug use). By routinely using BYH with all qualified job applicants, an employer may receive these benefits: 

• Better quality staff  
• Turnover reduction
• Improvement in productivity 
• Reduced shrinkage (employee theft) 
• Increased profits

Effectively used in the marketplace for more than 20 years, the BYH is a quick, inexpensive, reliable method for screening job applicants. 

Windows-based software is available for scoring and saving information completed by an individual and printing a comprehensive report.  Applicants complete the BYH in 15-20 minutes. 

Sample report BYH 

The Organizational Needs Inventory^® (ONI) is a survey and comprehensive report relating to three key areas for every organization:

1) Organizational Structure
2) Predominant Leadership Style, and
3) Organizational Culture

The ONI^® Survey is a benchmark for continuous improvement that helps an organization’s leaders plan for the future with a clearer sense of direction and purpose. This tool can also help business owners and executives adapt appropriately to desired changes and to measure changes that occur over time.

The information produced by the ONI^® provides leaders with a basis for better understanding their organization and implementing positive change.

Sample report ONI 

The Personality Profile may be used for training, promoting, transferring, evaluating, team building, and outplacement of existing employees.  It is a remarkably accurate instrument that’s quick and easy to complete. Even the most thoughtful individual will generally take no longer than 18 minutes to respond to each of 60 words representative of personality and talent traits as they apply to the work environment. Personality Profile is designed to eliminate some of the mystery of the applicant and determine where they might best fit into an organization. 

The Partner Profile is an excellent tool for matching an individual with an organizational leader or determining if two or more individuals would be compatible in a partnership environment.

The Partner Profile uses the same 60-word questionnaire and scoring system included in the Personality Profile and Team Design reports.

A Partner Profile can also be used in departments where a problem exists. By evaluating the manager to see if personality and character traits mix well with direct reports, a solution can be more readily reached.

Team Design helps place the best team members in each team position. The members are evaluated as a result of their profile score. Twelve set categories or positions, ranging from clerical to leader, correspond to the most frequently encountered positions within a workplace team.

Each prospective team member responds to the same 60 questions that are included in the Personality Profile and Partner Profile Reports. The answers are scored based on the position for which the individual is a candidate and compared to the position profile. Selecting all the positions will indicate the positions for which each candidate is most suited.

With the team scoring, a separate report is produced for each applicant, including a Management Summary which characterizes the candidate in key areas applicable to each position. Potential conflicts are also noted.

Sales Aptitude is a tool used to evaluate salespeople. It produces a comprehensive report outlining the individual’s knowledge and skills relating to the selling process.

Both knowledge and skill scores are provided in the Sales Aptitude report. Skill scores include a "read between the lines" characteristic which is valuable for those seeking to hire people with the knowledge and ability to sell at the beginning of their employment. The report also includes a review of the applicant’s compensation and other relevant facts important in understanding the applicant with regard to aggressiveness, experience, and position.

Questions and answers can be exported to the Custom Aptitude Tests so that an assessment can be tailored to an employer’s business.

Employers can build Custom Aptitude Tests, using a format similar to that of Sales Aptitude. Questions and multiple choice answers are created to relate to a particular situation, industry, profession, vocation, or skill. Up to 60 questions are allowed, with as many as four multiple choice answers for each question.

The higher the score, the more an applicant knows about the subject or the employer’s business. A Summary Sheet allows the applicant’s score to be compared to the scoring/ranking system of the employer. This allows the employer to compare this individual with other tested applicants. A full report shows areas where the individual may need training.

I.Q. Test is a standard test used by businesses, schools, government, and other institutions to evaluate reasoning and problem-solving abilities. It is a general assessment of one’s ability to think and reason. 

This test does not measure musical and talent abilities and manual dexterity.  Designed for adults over the age of 18, this test is timed and must be completed in 45 minutes or less.