The Right-Hire Assessment™ is a unique and highly satisfactory alternative to other assessments.

• The Right-Hire Assessment™ is objective. It does not ask respondents to describe themselves. The profile asks them do a task and picks up their decision-making pattern as they do the task
  
  
• The Right-Hire Assessment™ cannot be biased. Unlike most other assessments, there is no indication in the items as to how to influence the score. Since the output depends on sophisticated mathematics, the assessment merely picks up the pattern of thinking the person is actually using. If someone is trying to play with the profile and is not taking it seriously, a report will not print out. There is a Rho statistic in the programming. This statistic indicates whether or not patterns in a body of data are random. In order for a pattern to be real and not accidental, the Rho score must be over 500. The Right-Hire Assessment™ program will not print out a report unless the score is at least 750.
  
  
• The Right-Hire Assessment™ does not invade one's privacy. The respondent is asked nothing about themselves other than how they would rank sets of items. There is no reference to their childhood or their personal behavior or their private life.
  
  
• The Right-Hire Assessment™ has been validated in a business environment. Validity and reliability testing was based on Dollar General Corporation's entire workforce of over 40,000 people, from Cal Turner the President in Nashville, to the warehouse employees in Miami and everyone in between. Additional studies were conducted at Sara Lee Corporation, GTE, CUNY Mutual, Arthur Andersen, and HCA
  
  
• The Right-Hire Assessment™ does not discriminate. There is no difference in scores between races, genders, and age levels. The same bell curves were found with each group. In fact, in one study of marginal unemployables in Manhattan conducted by the American Institute of Banking, the data from the minority groups receiving the remedial training followed the same curve as a randomly drawn sample of management personnel.
  
  What this seems to point out is that Right-Hire Assessment™ measures actual thinking processes that all human beings share, and that each human being can personalize in a unique way.
  
  
• The Right-Hire Assessment™ measures what is centrally relevant to an organization's performance: a person's thinking and decision making process. The assessment makes no assumptions about a person based on information they give about themselves. It measures simply, directly, and accurately, the pattern of that person's thinking process.
  
  

To sum up, The Right-Hire Assessment™ is unique. Organizations required to obtain multiple bids when contracting for services, such as the Postal Service, need no second bid when contracting for use of Right-Hire Assessment™. These organizations that recognize the objectivity and accuracy of this profile put it in a category by itself. Other assessments, such as the Myers-Briggs, measure only the surface. The Right-Hire Assessment™ is what an appropriately and skillfully focused x-ray would be next to the Polaroid.