About Hiring & Development Employee Assessments

The best performance in the industry

Across decades of experience, the Hiring & Development consulting team has administered and interpreted virtually every profiling and assessment tool in the marketplace (including cognitive, personality, behavioral, temperament and type indicators.)

In all this time, no assessment tools have been more predictive of job performance and organizational fit than those developed, researched and validated by the Self Management Group.

  • Best at predicting actual job performance
  • Measures job-related competencies rather than simple personality traits
  • Originally developed and validated specifically for hiring
  • Used over 3 million times to identify high potential candidates
  • Backed by a large staff of doctoral-level researchers
  • Available in 12 major languages and used by organizations globally
  • Detects distortion of a candidate’s answers- assessment can’t be faked
  • A completely user-friendly system
    • No up front cost – pay as you go and only when used
    • Available on demand
    • Instant turnaround of assessment reports
    • No software installation required
    • System can be customized and branded on a client’s career web site

It’s no wonder that 80 percent of financial service organizations, hundreds of Fortune 1000 corporations and medium to small size companies rely on the track record of Self Management Group assessments for selection, development, succession planning and career management.

Three reasons Self Management Group outperforms other assessments:

1. Superior methodology

Many assessment tools use Ipsative Profiling, a technique distinguished by Yes/No or Least/Most choices. Ipsative scales force respondents to make a decision between absolute categories (e.g., True/False; Energetic / Sedentary) when neither category may accurately represent a participant’s unique experience. As a result, the scores generated by ipsative scales are rank-ordered and not comparable across individuals.

Self Management Group uses Normative Profiles that provide a more accurate psychometric approach. By offering a range of response choices (usually 5), respondents can choose between continuous categories that better represent their experiences. Data generated by these scales can be validly compared across individuals.

2. Legality

Self Management Group assessments meet all EEO, ADA and privacy guidelines. The SMG research team continually collects EEO data, ensuring compliance with legislative mandates and adding objectivity to a client’s hiring practice.

SMG assessments have withstood careful scrutiny by many US corporate legal teams. Neither SMG or any of its clients have ever been sued as a result of use of any of its assessments in the employment process, thanks to the thoroughly validated ability of the assessments to demonstrate relevance to job performance.

Validated, normative profiles are the most predictive and objective part of a selection process. However, the assessment should be a component of an overall selection process that includes screening, interviews, references, and background verification.

3. Proven Validity

Validation research has been the cornerstone of Self Management Group’s approach, with hundreds of validation studies conducted since initial research began three decades ago.

SMG insists on criterion related validity, the gold standard for rigorous validation. Criterion related validity measures the relationship between assessment scores and actual business outcomes: individual performance and increased organizational performance in sales, quality, customer satisfaction or retention.

Annual validation studies are performed for any client with sufficient data that requests it. These studies have consistently found a significant relationship between the assessment’s prediction of success and actual successful performance. These studies validate and provide a model for continuous improvement to the client’s selection system.