Why Assessments?

  • Improve Hiring & Selection

    • The right person for the right job is priceless. The wrong one is a nightmare waiting to happen. Accurately identify job applicants BEFORE the interview, make scientifically informed judgments, and build an organization of A+ employees.


  • Increase in Sales

    • Teach your sales team powerful behavior profiling skills. Empower them to identify— to your organization’s advantage— observable behaviors, then adapt their selling style to fit the customer’s buying style.


  • Improve Customer Service

    • Know in advance that your people believe in your organization and care about your customers. Better equip and train your customer support team with the invaluable communication and behavior profiling skills that pay countless dividends.


  • Increase  Productivity

    • Identify with scientific accuracy the strengths and shortcomings of each employee. Create observable action plans from the data, which maximizes your organization’s talent.


  • Reduce Employee Turnover

    • Ensure the best possible positional job “fit” for each new hire. Great fit means stronger retention rates, which lowers the costs associated with turnover.


  • Customize Employee Training

    • One size fits ONE, not all. Learn how each person learns best and get them back to productivity sooner.


  • Model Team Building

    • Know who fits with whom in advance. Create your teams based on compatible skills and traits, not just generic ideas of balance. Top-level teams are comprised of behaviorally compatible members with an optimal array of complimenting proficiencies.​​​​

Hogan​ Assessment

  • The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be.


  • The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.


  • The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive.


  • The Hogan Business Reasoning Inventory (HBRI) describes reasoning style – the ability to evaluate sets of data, make decisions, solve problems, and avoid repeating past mistakes. By assessing reasoning style, you can identify candidates’ problem-solving style, understand their capacity, and identify areas for development.  HBRI was developed specifically for the business community to identify differences in problem-solving style and reasoning ability making it a powerful tool that can be used throughout the employee lifecycle.


The first measure of reasoning ability designed to predict real-world performance, the HBRI evaluates two kinds of problems solving:


Tactical Reasoning: the ability to solve problems and come to sensible conclusions once the facts are known. High scorers tend to be disciplined, steady, and precise.


Strategic Reasoning: the ability to detect errors, gaps, and logical flaws in graphs, memos, diagrams, written reports, numerical projections, and tables of data. High scorers tend to be curious and interested in feedback.


More than IQ. Judgment is about making good decisions.


It’s clear that some people have better judgment than others. But what sets them apart? Although most people would say intelligence, that doesn’t account for the abundance of very smart people who continually make very bad decisions.


The first to combine cognitive ability, bright- and dark-side personality, and values, the Hogan Judgment assessment consists of two brief measures related to verbal and numerical reasoning, three independent scales that assess non-cognitive attributes that influence how an individual approaches decisions, and an assessment of post-decision reactions, including responses to negative feedback.


The Hogan Judgment Report draws on this powerful new assessment and provides an in-depth description of participants’ information-processing style, decision-making approach, decision-making style, reactions to feedback, and openness to feedback and coaching. Good judgment involves being willing to acknowledge and fix bad decisions and learn from experience. Armed with this powerful knowledge, participants can improve their decision-making and judgment.


DISC Assessment

Our DISC online assessment is an invaluable behavior profiling system that teaches users how to identify and use to their advantage the predictable aspects of communication. Based on the research of Dr. William Moulton Marston, DISC is the most widely used behavior profiling tool of its kind, supported by decades of research and validation. Whether you’re a member of a large or small organization, our DISC reports offer the greatest accuracy for a range of dynamic business applications.


  • The DISC Sales report teaches users to (a) know their natural behavioral tendencies, (b) identify their customer’s observable behaviors, and (c) adapt their selling style to fit the customer’s buying style.


  • DISC is a cornerstone utilized in each of our hiring & selection tools. Fact: the average employee costs his/her company 3x their annual salary once training, benefits, and other ancillary expenses are calculated. The right person in the right job is priceless; the wrong person is a nightmare waiting to happen.


  • Use DISC to bring clarity and newfound understanding among otherwise contrasting behavioral styles. Optimize your “communication environment” for a more productive and profitable outcome.


  • Use DISC to identify strengths and struggles before they manifest in the workplace, then establish measurable benchmarks for improvement.


  • Use DISC to train anyone on how to exceed customer expectations for courteous treatment and professional service. Your staff will be equipped to deal with any behavioral style.


  • The DISC Leadership report trains managers to (a) know their natural behavioral tendencies, (b) identify their employees’ observable behaviors, and (c) adapt their leadership style to optimize the employees’ work style.


  • Know who fits with whom in advance. Create teams based on compatible skills and traits, not merely by “rounding up the usual suspects.” When you need a top-performing team, you must find out who will mesh and who will clash.