Our pre-employment testing, candidate screening and coaching tools have been proven to:
Our psychometric assessment tools, which utilize the proven DISC Personality Profile and Prevue Assessment, evaluate an individual's approach to the job, attitudes, behavioral and motivational traits, and job related competencies. The tested individual's traits are then compared against a customized benchmark of individuals who have proven to be successful in that position. Our pre-employment testing allows the employer, generally with a high degree of accuracy, to predict whether the individual being tested is a good fit for the position for which they are being considered. Our clients have reported up to 30-50% reductions in bad hires and turnover after using our psychometric assessment tools - which have, in turn, saved them millions of dollars in lost productivity and turnover costs.
With our employee screening and assessment tools, you can quickly, easily, and inexpensively:
Assessments from Aptitude Analytics are EEOC compliant
The purpose of the Office of Federal Contract Compliance Programs (OFCCP) is to enforce (for the benefit of job seekers and wage earners) the contractual promise of affirmative action and equal employment opportunity required of those who do business with the federal government. Adverse impact studies provide evidence that there is no adverse impact — that no one could be discriminated against — in the use of assessments. These studies are a requirement and best practice for anyone doing business in the assessment industry.
Unfortunately too many companies place themselves in jeopardy by not using assessments with robust adverse impact studies and based on additional anti-discriminatory, evidence-based research. Sadly, not all assessment companies invest the time and resources to produce adverse impact studies, nor do they base their instruments on deeper scientific understanding and data. Those who don't risk the reputation of an industry that seeks to eliminate bias from the hiring process and uplift rather than discriminate against individuals.
As a company, Aptitude Analytics has been aware of the need for a comprehensive adverse impact study that includes much more than race and gender. That’s why we began collecting data over 10 years ago on 13 additional categories of protected classes in addition to gender. In 2012, we released our initial adverse impact study findings, and we regularly revisit these studies to ensure there is no adverse impact against any protected group.
If you would like to receive a copy of our adverse impact study, please contact us.