1. We will help you save time, reduce hiring mistakes and make better personnel decisions related to promotions, team building, and succession planning. These will also help you to better manage, motivate and develop them.

    Our assessments enable you to uncover objective information about your candidates and employees' personalities, behaviours, interests and abilities. This insight helps you to quickly screen out unsuitable candidates and match others with jobs that fit their inherent capabilities. It also helps you understand strengths and limitations for successful onboarding, and identify opportunities to enhance performance and maximise their long-term contribution to your organisation and team.

  2. In most situations, your human resources owns the assessment process in your organisation, and an HR manager will receive detailed training in all aspects of our assessments. Part of this process will be to guide them through the implementation process and to train others who will use the system, such as hiring managers and those who manage employees.

    Once your organisation is set-up and everyone is trained, candidates will take their assessments online through your branded Profiles Assessment Center (PAC). You will use your private PAC to schedule candidates, generate reports, and manage candidate data. Scheduled candidates will receive a link from the system to take the assessments. They do not need to be present at your facility and proctoring is not necessary. Immediately after the completion of the assessment, you will be able to access to the results and all of the available reports for that candidate.

    The assessment results serve as a guide to enhance your due diligence and make the best decisions for you and your organisation.

  3. Our assessments give you deep, objective insight into a candidate’s personality, behaviours, and interests necessary for success. These include:

    • Fit with the job
    • Fit with the team
    • Fit with the manager

    For example, the ProfileXT® (PXT) helps a manager benchmark top performers in a specific job to identify the qualities required for success, and then use this model as a basis to evaluate new candidates. Hiring managers typically receive training on the PXT that includes discussion of statistics showing that employees who come closest to these ideal profiles are most likely to stay with the company. The training also covers how to use assessment results and helps guide managers’ choices regarding what questions to ask in job interviews. The PXT is one input to the hiring decision. If the hiring manager decides to hire an employee who is not evaluated as a good fit, the information from the assessment is not lost. This data provides valuable insights to the manager in order to develop a plan that will increase the individual’s success in the role – data the manager would not have had otherwise.

  4. Profiles’ assessments help you develop your employees by identifying precisely their skill gaps, 360 degree feedback, and occupational interests, as well as their natural work-related behavioural, attitudinal and motivational tendencies. In addition to providing you with information, we also provide you with tools and training to use the assessment data for improving their performance and productivity, and relationships with customers, co-workers and managers.

  5. Below is a quote from one of our Fortune 2000 healthcare clients:

    “The most compelling reason to use your tool is that it is so simple to use. Our very diverse workforce should be able to use the tool and the reports immediately. The term I use to describe what I like is plain talk that anybody can understand. It’s not HR jargon or anything like that. The other reasons I like it is that we do not have to go through any kind of certification, and it is completely scalable. I know I sound like a walking advertisement, but I really feel this way about it.”

    In other words, our assessments are very easy to use. As a hiring manager, you will learn how to use the assessment reports, and in some cases you may need to learn to schedule candidates. You will not require any help from a psychologist and no certification is required.

  6. The widespread introduction of assessment tools can raise concerns among your employees if your organisation doesn’t communicate their purpose in an unthreatening way. As part of a change management or performance improvement strategy, assessments should be presented as a process of gathering information as both an effort to provide managers with a tool for better understanding employees’ strengths and weaknesses, and as simply a matter of keeping thorough records. The key is process consistency, especially when evaluating candidates for promotion or lateral moves. Whenever it is discovered that an employee has not completed a profile, we suggest your human resources department request one as a required component for an up-to-date file.

  7. You can pay by the assessment or you can pay a flat quarterly fee for unlimited use of one or all assessments that we offer.

  8. Your HR department will play a critical role in the setup and implementation of the assessments, and training you to use the assessment reports. However, you usually will not need to rely on them to understand the reports about candidates you are considering.

  9. Time required depends on the assessment, but usually ranges from 30 to 90 minutes. Typically, the longer the assessment, the more comprehensive the resulting information; however, we do not put a time limit on our assessments.

  10. Over the past 20 years, we have found this not to be the case. Requiring placement assessments typically signals to good candidates that you take selection and development seriously.

  11. No. However, we strongly recommend that every employee takes the assessment for his or her own benefit. The assessments not only provide you with valuable information about yourself, but some of the reports reveal insight about how you can work better with your peers, your direct reports, your boss, and special teams.

  12. Yes. The assessments are general enough to cover issues that are prevalent in almost every workplace. But, Profiles’ assessments have the unique job matching ability that allows you to customise your models to see who fits where. The strong reliability and demonstrated validity of the assessments ensures that the results and reports are accurate in what they measure and applicable to any employee or prospective employee.

  13. Yes. Each Profiles assessment is re-validated regularly to ensure the questions are up-to-date and that they measure what they intend to measure. The credibility of our assessments is not only measured by the governing bodies of this industry, but also by the number of companies who have cut hiring costs in half and decreased turnover significantly. Click here to access case studies and testimonials of clients about Profiles.

  14. Yes, and in many ways. First, we offer a full range of assessments ranging from personality and behavioural inventories to 360 degree feedback systems. You can implement any or all of the assessments to achieve your specific objectives. Your Profiles' Client Service Executive will help you do this. And you can add additional assessments at any time. Our assessments share a common language and delivery platform, and scale effortlessly across your organisation.

    Once you have selected the assessments that meet your needs, your Client Service Executive will help you fine tune these assessments’ models to reflect your organisation’s unique jobs, structure, and culture. For example, the job matching feature of the ProfileXT® enables you to identify the key attributes of high performers in a specific job, and then create a custom benchmark to evaluate prospective candidates and coach others to improve performance. Our process is truly remarkable and unmatched in the industry.

  15. We offer assessments that cover a full range of human capital issues.

    The ProfileXT® is most often used during the hiring and selection process.

    The Profiles Performance Indicator™, Checkpoint 360°™, Profiles Managerial Fit™ provide information about employees and how they fit in your organisation after they are hired.

    We also have the Profiles Sales Assessment™ and Customer Service Profile™ that determine whether or not a job candidate would work well in a sales or customer service job.

    The Profiles Sales Checkpoint™ is specifically used for improving sales executives’ skills and competencies.

    For career orientation purposes, we recommend the Profiles Pathway Planner™.

    For more information on each assessment, click on the assessment or click here.

  16. Yes. We take great efforts and make significant investments in research and development to continually validate our assessments. Your Profiles' Client Service Executive will work with you to help analyse your results and fine tune your assessments’ models to ensure they are working properly and delivering value for your organisation.

  17. One simple phone call will get you in touch with one of our consultants who can help answer any additional questions about any of our services or products. Call us at (84-8)38236900 (ext: 127) or email to support@profiles-sea.com.