Whether you are considering outside candidates for supervisory or management positions, or trying to identify current employees with untapped leadership potential, you need reliable and objective information about the strengths and liabilities they bring to the job.

• Resumes are often little better than exercises in the candidate’s creative writing ability.
• Interview impressions are only as good as the person who conducted the interview; at best, they only show you how well-prepared the candidate is to talk to you.
• It’s more and more difficult to get any information from previous employers other than confirmation of employment dates.
• Current employees may seem ready for advancement, but what you really know about them is how well they are doing now; you need data-driven information about hidden potential.

Our Management Potential Assessment is a scientifically-validated employment test that can be used with current employees and with outside candidates. It’s easy to use, and you get fast results that help you solve five problems you have -that we all have! – with hiring and promotion decisions:

• You need objective, detailed information about how productive and effective the person is likely to be on the job, before you make a hiring or promotion decision. It’s difficult to predict about how a person will act on the job. After all, candidates are putting their best foot forward during an interview; in fact, it’s their job, during an interview, to call attention to their strengths and minimize the attention you pay to their liabilities. But you don’t get to hire only a person’s strengths; you get to hire or promote the whole person. The Management Potential Assessment gives you objective information about an applicant or candidate for promotion because it is based on cutting-edge science in the measurement of the underlying characteristics that affect job performance.
• It takes time to get to know applicants and candidates well enough to make the best possible hiring and promotion decisions, and time costs money. Do you always have time to conduct second and third follow-up interviews? The Management Potential Assessment uses the candidate’s time, not yours, and then provides you with detailed, customized information about the person’s underlying work-related behavior preferences and characteristics. Not only that, but you also get follow-up interview questions, based on the person’s self-described characteristics, so that you can guide the interview to learn more about the attitudes the person brings to the job.
• Not everyone interviews well, and the Management Potential Assessment reports help you identify candidates with potential that did not show up in the interview. Some people simply don’t show to best advantage in the stress of an interview, and some interviewers don’t always manage to “click” with a candidate. Don’t miss out on hiring some of these uniquely-qualified candidates whose strengths may not show during the interview.
• It costs more than you would expect to hire or promote the wrong person, and this is as true for entry-level hourly workers as it is for senior managers. People are not interchangeable cogs who can be made to fit whatever openings you may have at a given point in time, and the costs to you and your company of hiring or promoting the wrong person add up quickly

1.  The cost of the initial selection process is lost if the person you hire or promote cannot perform successfully on the job, and you have to start another search;
2. You lose the salary and benefits costs of the person you hire or promote who quits or is let go;
3. Time spent training the inappropriate new or promoted employee is lost, as well as the time (money) of the trainers and supervisors;
4. Harder to quantify, but absolutely a part of the cost of unsuccessful hiring or promotion decisions, is the cost to your company of the loss of customers or the damage to your company’s reputation that results from having a person in the wrong position.
5. Find out why experts say that, conservatively, it costs at least the equivalent of 20% of a person’s annual total compensation (pay and benefits) to hire or promote the wrong person.

• Save time and money on training. How often have you spent money on one-size-fits all training for new employees, money that did not actually address the unique problems or challenges that new employee faced?

Use the detailed results reports from the Management Potential Assessment to ascertain who will benefit most from training, what kind of training will give your company the most bang for the buck, and to boost your succession planning by identifying future leaders – employees who have not only the knowledge and experience, but also the key temperament characteristics the underlie natural leadership.

The Management Potential Assessment is a scientifically-validated, general personality assessment that is job-relevant because it measures the work-related preferences that a person brings to the job.

It is the most convenient tool to use in your selection process: it is administered online and is available 24/7/365. It takes a candidate only about 30 minutes to complete the entire assessment, and can be completed in either English or Spanish.

The customized, job-relevant Results Reports are emailed automatically to your designated recipients within 20 minutes of the candidate’s completing the online testing session.

The Management Potential Assessment Results Report is organized so that you can see the candidate’s work-related leadership strengths and liabilities at a glance, and detailed information is included for specific selection and development decisions when you need it.

Based on our 38 years of experience, the Management Potential Assessment Results Report highlights five key areas that have been shown to be critically important in identifying and developing leadership potential: