Frequently Asked Questions
You can use assessments for hiring and selection, leadership development, improving manager-employee relations, enhancing team relations and performance, individual development plans, succession planning, career planning, and talent mobility.

Many companies use assessments as part of the above-mentioned processes, and employees and candidates have grown accustomed to expecting them. However, we also find that using assessment tools can raise concerns among some employees. The key things to always keep in mind are:

  • Communicating why and how you are using the assessments
  • Keeping the process consistent
  • Determining which processes are valuable to have the assessment data
  • Deciding when in the process you should get that data

This will help you ensure you give all candidates/employees equal opportunities.

Very easy. You will require some feedback from us to make sure you maximise the data we provide, but you don’t need a psychology degree or know much about psychometrics.

In the words of one of our clients:

“The most compelling reason to use Power Assessments International assessments is that it is so simple to implement. Our very diverse workforce can use the tool and the reports immediately. The language used throughout the process is not HR “jargon,” it is clear and easy to understand. Additionally, we do not have to go through any certification to use it, and it is completely scalable.”

Most of our assessments have ‘distortion’ scales’. The Distortion scale evaluates the consistency of the individual’s responses on the assessment. Too many inconsistent or statistically unusual responses can lead to an unacceptable rating and raise concern that the results may have been distorted and may not be truly representative of the individual. The Distortion scale refers to the reliability of the results, not the honesty of the person. Some examples include a difficulty reading the questions, an attempt to portray a picture of how they would like to be seen rather than an accurate picture of who they are, or a very casual and inconsistent approach to answering the questions. Any, or all, of these situations could affect the individual’s distortion results. The Distortion scale should not be used as a basis for disqualifying an individual.

Yes, we can. The Step One Survey is a brief pre-hire assessment that measures an individual’s basic work-related values. It is used primarily as a screening tool early in the candidate selection process. This assessment provides valid insight into an applicant’s work ethic, reliability, integrity, propensity for substance abuse, and attitudes toward theft—including property, data and time.

Our assessments can help you gain a deeper understanding of employees:

Typical behaviours

Problem-solving approaches

Learning styles

Communication preferences

Current strengths

Possible challenges

With this objective information, you can define training programs and tackle development needs to effectively onboard, coach, develop, and motivate your people. Our reports provide managers with clear recommendations to maximise the employee’s contribution to the organization.

All we need is the name and surname of the person who will do the selected assessment. A link to the assessment is then sent to the email address. The person follows the instructions and completes the assessment.

Our sales and service assessments have a unique job-match feature that allows you to identify current high performers in your company and assess job candidates based upon the attributes of these high performers. The job-fit feature enables you to hire sales and service reps who share similar traits with your high performers, so you can basically replicate your top talent. The information provided by our assessment will help you identify the type of people you want on your sales team.

We suggest the Customer Service Profile. The Customer Service Profile was developed to help select individuals who will be successful in fulfilling the service needs of your customers regardless of their job titles. Employees who are well-matched to their position tend to have higher attendance records, less turnover, higher job satisfaction, and superior job performance.

Our selection of assessments is available in various languages, including English, French, Portuguese, Japanese, German, and Italian.

Yes, most of our assessments provide situational questions designed to assist the interviewer.

Depending on the type of assessment, anything from 20 to 60 minutes. Reports are available immediately.

Frequently Asked Questions