Job Related Characteristics and Behavioral Modification
The Achiever is used in sales and lower to mid level management. The purpose of the Achiever is to identify job-related characteristics, such as the level of organization, assertiveness, communication style, mental alertness, etc. It also identifies whether or not the applicant (or employee) has learned to modify or manage his natural temperament. (Samples are available on our website, www.ihdcorp.com.)
The Guardian is used for first-line supervisory level as well as technical, administrative, and skilled hourly employees. This assessment measures mental acuity and math along with ten personality dimensions.
The Customer Service Performer is used for entry level, service, production, and semi skilled applicants or employees. It includes the personality section of the Achiever, which indicates ten personality dimensions, along with the numerical perception (scanning) and math dimensions. It also includes an optional admissions section on theft and drug use.
The Scoreboard is used for unskilled, volume hiring, and high turnover. It is a bare-bones assessment that measures only the personality dimensions.
Benchmarks are created from the collective assessments of the top performers in each job family, and the Achiever results of the applicant are compared against those job-related benchmarks.
Using the Achiever in Performance Management
Managers are interested in the personal and professional growth of their direct reports, but they may not have a clear picture of the specific areas in which they need to work. In performance management, the Achiever can help clarify specific job-related areas that need attention. It gives a manager insight into how to work best with his or her direct report(s), especially if the manager reviews both his report and the results of the direct report's together.
Pre-employment Aptitude Assessments and Employment Personality Assessments at IHD are held in strict confidence and are not shared with anyone outside of your organization.
In the over forty-five years on the market, the Achiever has never had an adverse finding in any court of law nor has there ever been an out-of-court settlement on any case involving the use of the Achiever. The publishers of the Achiever, Candidate Resources, Inc., will defend their assessment against any challenge in any court of law for any client as long as the Achiever is used in accordance with the instructions for taking it and is not altered in any way.
The DISC II is a temperament assessment that identifies a person’s natural tendencies that he has had throughout his life. If you have an awareness of your basic temperament or temperament blend, then you have a better understanding of why you do what you do. Also, learning about the temperaments of others helps create an environment that increases cooperation and decreases tension in all relationships. An individual is more comfortable and confident in relating to others when he understands, accepts and appreciates the differences in himself and those with whom he works or who are friends and family.
Everyone works hard at what they enjoy. However, they enjoy the kind of work that fills their basic need(s). The DISC II Career Assessment lists the careers in which the individual’s primary temperament is typically found.
The DISC II is also used as an addendum to the Achiever as a pre-employment assessment tool. It includes interview questions that are specific to the applicant’s DISC II temperament pattern and can be used to enhance dialogue in the interview. The wealth of information gleaned from the DISC II - and especially the correlation between the DISC II and Achiever- can help prevent costly mistakes in hiring those applicants who are not a job match.
The section on "How to Supervise" a particular person gives clear insight into the best type of leadership for him and can make the difference between success and failure for that new hire. In the book, "First Break All the Rules," Buckingham says that people do not leave companies . . . they leave managers. The supervising section enables managers to make their employees feel valued and understood.
The DISC II was validated at the University of Arlington, Texas Department of Psychology and Organizational Development, by Dr. Mark Frame, PhD. and staff. The DISC II was found to be valid and reliable. For more information, the UTA Validity and Reliability study can be provided by request by emailing Leroy.firstname.lastname@example.org.
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