What Right-Hire Assessment™ Measures Because it measures the pattern of decision-making which the person uses when processing information about the world and themselves, the Right-Hire Assessment™ Technology empowers both individuals and groups to identify strengths and blocks relating to:  The people with whom they must work The tasks they are required to perform The environment in which they work The inner capacities involving confidence and self-esteem In short, the Right-Hire Assessment™ measures the capacity, clarity, and balance that individuals and groups have regarding people, tasks, systems and themselves. Most importantly, it measures these capacities scientifically, without relying on how a person describes themselves. It CAN’T be biased! Some of the competencies it can assess are:
How the Right-Hire Assessment™ Works The Right-Hire Assessment™ mathematically measures and assesses specific capacities of an individual. The assessment can be used not only to predict the subject's future performance, but also to provide insight into their core competencies, talents, and developmental needs. The Right-Hire Assessment™ uses a symbolic logic-based system that indicates clearly and accurately, what a person's thinking patterns actually are. The system that the assessment is based upon has been tested against norms of validity, reliability, discrimination and face value and has been found to be EEOC-sturdy and reflective of people's decision-making and valuing processes. Click here to see How the Right-Hire Assessment™ ranks against other assessments Or, submit your contact information below and we'll contact you right away! How the Right-Hire Assessment™ Ranks Against Other Assessments The Right-Hire Assessment™ is unlike other assessments in several ways. First of all, it is not a self-report instrument. Self-Report Assessments (like the Myers Briggs) do what they say, and do it well. They measure how a person says they will behave or what competence they say they have. 360° Feedback does what it says, and does it well. It measures one person's perception of another person. The Right-Hire Assessment™ does not ask the respondents to describe themselves. Thus it is not as vulnerable to bias as the Myers-Briggs and other personal inventories are. It is not possible to bias one's answers in the Right-Hire Assessment™ the way it is with these other instruments. Rather than asking you to tell me how well you play the piano (self-report), I will gain a more accurate assessment of your style if I ask you to actually play. That way I can hear for myself how well you play. The Right-Hire Assessment™ works in the same manner. The assessment asks the respondents to actually think, to make minute decisions by rank-ordering several items, rather than asking them to tell how they think. Thus it tracks the actual pattern of their thinking. Secondly, the assessment places its emphasis upon thinking, not behaving. It recognizes that behavior can spring from different decision bases in different people. Procrastination in one person, for example, may result because that person approaches the world through a mental model that requires them to think things through thoroughly before they act. Another person, however, might seem to procrastinate simply because they have no mental model operating. Rather, they may see so many possibilities for the meaning of what they see that they stall trying to assess the value of each of them. It is obvious that a "Time Management" tip that addresses the first person's problem will only aggravate others who process problems and tasks in a different manner! The key to success with any assessment is getting clear on what your objectives are in using it. Click here to find out What You Should Know about Using Assessments. Or, submit your contact information below and we'll contact you right away! How the Right-Hire Assessment TM Generates Such Accurate Information about People The Right-Hire Assessment™ allows us to determine the root thinking style that lies at the base of a person's decision-making. In this way the Right-Hire Assessment™ is an invaluable tool for assisting in personal and group development. Whether it is measuring one's ability to plan, to pay attention to concrete detail, to use intuitive thinking, or to read other people, the Right-Hire Assessment™ pinpoints capacities a person actually possesses and suggests ways to leverage strengths in order to optimize their impact. The Right-Hire Assessment™ is like a "fingerprint of your thinking process." The assessment asks you to do a rank-ordering task, then tracks the pattern in the decisions you make. It is objective, quantitative, universally applicable, and virtually impossible to bias. More than 99 studies have been conducted testing validity. See our Validity Study Report. CriticalPath Consulting's Right Hire Assessment™ & Benchmarking Process utilizes a computerized system of reports that have been the basis for an extensive series of validity studies and refinements. This process is rapidly becoming a best practice in skills assessment. Its accuracy, objectivity, and simplicity of administration is unmatched. How to Obtain Right-Hire Assessment Call us at CriticalPath Consulting (408) 893-4032 or email us at info@criticalpathconsulting.com. We will discuss with you which assessment reports are suited to your organization's needs. We will also explain pricing and billing requirements and issue online passwords required for access to the profiles. |
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