Choosing the right person for a specfic job is extremely important for the continued success of a company. In addition, people are more productive and happy if they are in a job that matches their personality, abilities, and interests. The "Insight Test Series" fulfulls both these needs quite well!

As an employer, it is always hard to choose between three to four people for one position based upon references, background information, interview, experience, etc. By using Insight, employers increase their predictive ability significantly.

Insight is effective because it uses objective information concerning employees in all the important areas necessary for successful promotion or employment. Insight is the only test on the market that does this. Most of the other tests are basically personality only, achievement only, aptitude only, or interest only. Further, Insight's norms are current (1997) and are being continually updated. All scores go through one office nationally as most of the good clinical psychological tests do today. We have the computer ability to continually update our information and the norms and use them effectively.

Insight has another, especially important, use--the ability to determine individual or group needs for training. Insight taps into all important areas of various jobs and can give you a comparison between any one employee or group of employees and any other group.

Insight is quite useful in showing graphically, not only what areas the employee must improve, but also how much they must improve in each area.

Insight is actually a group of tests anchored by a 19 Scale Personality Inventory that also has three additional and very useful validity scales. There is an obvious need to have validity scales in personality inventories, since some work applicants/employees may try to present themselves as having a personality trait that they do not have. The Insight personality inventory gives the employer standard scores for all individuals taking the test, in addition to comparing the amount of lying, faking good, and faking bad. The 19 scales also include comparisons of their applicants with others (using national and/or local norms) in terms of loyalty, persistence, empathy, assertiveness, salary versus commission potential, etc. Finally, norms for salesperson, manager, customer service personnel, secretary, etc., are available for comparison or you can devise your own norms and "clone" your best employees.

The Eight Aptitude Scales determine cognitive, numerical, word knowledge, mechanical, perceptual, and/or psychomotor skills compared to an appropriate normative group or the public in general.

The Two Achievement Tests, Reading Comprehension and Numerical Computational, are quite useful in setting standards and in screening secretaries, administrative assistants, etc., who must read extensively and/or do a variety of computations in their individual jobs.

Finally, the Interest Section can be very helpful in determining specific areas in which applicants may enjoy being involved versus those areas in which they would not be happy.

Insight is not expensive, since you give the test in your office and send or fax the answer sheets directly to us. We can give you a graphic printout within 24 hours (often less) and a normative printout within two days.

Using Insight will increase a company's legal defensibility, but will not guarantee it. It is still necesary to monitor race, sexand age to insure EEOC compatibility and insure there are no violations and no adverse impact against protected groups.

We do not advise setting a rigid cutoff score on Insight. Instead, we help you set flexible guidelines, i.e., 50% of minimally successful candidate score and prioritize "equally" qualified applicants based upon Insight scores -(i.e., higher scores get first priority over the more inferior scores).

The Insight test series follows the "Uniform Guidelines for Employee Selection Procedures." We have performed specific face, content, and construct validity testing in specific job situations to produce norms and procedures that are extremely useful to a wide variety of employers. Great pains have been taken by the author and publisher to develop tests that impress the job applicant as a "fair test" through obvious face validity observations. Questions are job related and the personality test questions ask about how you act in job situations. The test has been compared to the 16PF and the MMPI to get a high comparative validity. We have correlated the individual subtest scores with each other so that each subtest score does measure something unique and different from the other subtests. Next, its test/retest reliability is approximately .84, indicating that the ability , interest, achievement, and even personality subtests are stable and do not change substantially without significant training and/or individual psychotherapy. Finally , we compared the results of the Insight test series with the overall productivity on the job, as well as other measures, to get excellent predictive validity.

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