For example, below is additional information on three of the performance assessment products we offer:

• The HCI Personality Snapshot and Portrait 360
• Jobsat
• Superstyle

Additionally, if you would like a free personality profile please complete and submit the form on the "Contact Us" page and we will send you instructions and a link to complete the assessment.

• What you don’t know about your future employees can hurt you!
• How can you know WHAT you are getting?

Did you know that:

1. Past behavior is the best predictor of future behavior?

2. While 56% of companies and 90% of managers trust interviews most, research has found interviews to be inconsistent, biased, unreliable and subjective?

3. Data gathered from Application Forms and Resumes is often falsified, exaggerated and difficult to confirm?

4. Letters of Reference constitute the most useless form of reference check?

5. Personality Attributes are very stable over time, and when reliably measured, accurately predict what strengths and weaknesses ill be exhibited on the job?

6. Most Personality Profiles only measure two to four attributes and have NOT undergone rigorous statistical tests of validity and reliability?

HCI has created a Taxonomy of personality types which is derived from 25 personality attributes. Because these attributes are very stable over time, they not only measure past behavior but are very predictive of future performance in your workplace. When the 25 attributes are measured by a quick self-report, a surprisingly clear and detailed Snapshot is produced that reveals strengths, weaknesses, gifts, and abilities. While applicants for employment may believe that they can camouflage or hide who they really are, the 150 adjective Personal Attribute Index is difficult to deceive.

When multiple reporters, including self, peers, supervisors, and subordinates, describe that person, however, an in-depth portrait that we call Portrait 360 is revealed. It IS possible to “know what you are getting.” You will likely continue to provide applicants with forms to complete and continue to gather background information from resumes and interviews. You will come to depend, however, upon the objective, unbiased information you receive from Snapshot or Portrait 360.

Most individuals enter a new professional position excited about the prospect of participating in something special, the prospect of contributing to a worthy endeavor and through that work obtaining fulfillment and satisfaction. Just as marriage is a partnership in which husbands and wives seek the realization of common dreams, which if approached bring deep satisfaction and stability, employment is a collaboration in which both employer and employee must find satisfaction if the relationship is to endure.

A reliable measure of employee satisfaction can provide managers the understanding they need to refine their side of this “marriage” so that employees will be motivated to remain in the relationship and encouraged to make the contributions of which they are capable.

Jobsat is a research based “on-line survey” that measures the level of satisfaction that employees take in over 15 dimensions of their work experience. Jobsat describes which of these dimensions are most important to a particular employee’s overall level of satisfaction, and it provides important clues as to what adjustments are required if the employee is to stay committed to the work relationship. It provides a cornucopia of invaluable feedback to employers as to why they are experiencing the levels of turn-over, absenteeism, and lethargy that exist within the organization. If you sense that your employees are no longer confident that they are participating in something special, Jobsat will tell you why this is so. If productivity is good, but can still be better, Jobsat will identify those adjustments within the employer’s control that will motivate team members to continue to grow and improve.

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What is Superstyle? It is a three fold program in which:

1. the supervisory styles of workers are identified

2. the supervisory philosophy of the parent organization is defined, and

3. supervisory personnel are trained to utilize their individual styles within the boundaries of this adopted supervisory philosophy.

There is room for a variety of supervisory styles in any organization, but there is not room for disrespect, unfairness, and inconsistency. Who among us has not encountered one or more of these attributes in supervisory relationships? These patterns carry with them prices in time, money and product quality that no business can afford. Superstyle includes analysis of a 360 degree survey completed by supervisors, peers and subordinates in conjunction with Portrait 360, and compares this style to correct leadership principles.

Company executives are called upon to examine their supervisory philosophy as revealed in adopted personnel practices. What kind of employees do you want? Your supervisory philosophy needs to match this ideal. Training is available to help supervisors recognize both their excesses and their strengths, and identify strategies to turn their excesses into strengths.

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