Assessment Programs and Solutions for Selection and Employee Engagement.

1. Assessment Programs and
Solutions
Hunter-Ross, LLC
www.hunterross.com

2. Assessment Sciences Overview
Five Primary Sciences (Web-Based)
Provide foundation for 100+ Assessment Profiles
Behavioral
Style
Motivators &
Values
Acumen
Capacity
Emotional
Quotient
Competencies
DNA
1. Behavioral Style
2. Motivators & Values
3. Competencies
4. Emotional Quotient (EQ)
5. Acumen Capacity Index
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3. Behavioral Style (DISC)
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Behavioral research suggests that the
most effective people are those who
understand themselves, both their
strengths and weaknesses, so they can
develop strategies to meet the
demands of their environment.
Behaviors/DISC examine an individual’s
dominance, influence, steadiness and
compliance, revealing the ways in
which one responds to the following:
 Problems and Challenges
 Influencing Others
 Pace of Environment
 Rules and Procedures

4. Motivators and Values
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Motivators assessments reveal why
people do what they do. These
assessments examine the relative
prominence of the following six basic
interests (or Motivators – ways of
valuing life):
 Theoretical — the discovery of truth
 Utilitarian — money and what is
useful; ROI
 Aesthetic — form and harmony
 Social — an inherent caring for
people; helping others
 Individualistic — personal power,
influence and renown
 Traditional — a system for living

5. Competencies (DNA)
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Research has shown that, for many jobs,
personal skills (or soft skills) are just as
important as technical skills in producing
superior performance. Personal skills are often
transferable to different jobs, whereas technical
skills are usually more specific. This profile
examines the level of development of 23 unique
personal skills, ranking them from the most well
developed skill to the one requiring the greatest
level of further development. While not every
job requires the development of all 23
Competencies, the profile examines the
following personal skills:
 Analytical Problem
Solving
 Conflict
Management
 Continuous Learning
 Creativity/Innovation
 Customer Service
 Decision Making
 Diplomacy
 Empathy
 Employee
Development/Coachi
ng
 Flexibility
 Futuristic Thinking
 Goal Orientation
 Interpersonal Skills
 Leadership
 Management
 Negotiation
 Personal
Effectiveness
 Persuasion
 Planning and
Organizing
 Presenting
 Self-Management
 Teamwork
 Written
Communication

6. Emotional Quotient (EQ)
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Emotional Intelligence (EQ) is the ability to sense,
understand and effectively apply the power and acumen
of emotions to facilitate higher levels of collaboration and
productivity. Our research indicates that successful
leaders and superior performers have well developed
emotional intelligence skills, making it possible for them
to work well with a wide variety of people and to respond
effectively to the rapidly changing conditions in the
business world. The assessment measures emotional
intelligence (EQ) examine five key areas as they pertain to
intrapersonal and interpersonal relations:
 Self Awareness — Understanding one's moods,
emotions and drives; also their effect on others
 Self Regulation — Ability to control or redirect
disruptive impulses and moods; also to think
before acting
 Motivation — Passion to work for reasons
beyond money or status; pursuit of goals with
energy and persistence
 Empathy — Ability to understand the emotional
makeup of other people
 Social Skills — Proficiency in managing
relationships and building networks

7. Acumen Capacity Index
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Acumen indicators help people understand
themselves, and how they analyze and interpret
their experiences. A person’s Acumen, or keenness
and depth of perception or discernment, is directly
related to his or her level of performance. The
stronger a person’s Acumen, the more aware that
person is of his or her reality internally and
externally. This assessment measures and examines
the dimensional balance of six areas as they pertain
to internal and external factors:
 Understanding Others
 Practical Thinking
 Systems Judgment
 Sense of Self
 Role Awareness
 Self Direction

8. Gap Analysis
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 Summarizes Results versus
Benchmark Target for all
components of each Report.
 Provides Compatibility Level
by Science and Report
 Debrief/Recommendations
provided by Consultant for
each candidate
Excerpt from sample Gap Chart

9. Key Accountabilities:
 Define, Prioritize and Weigh Key Accountabilities Through discussion, we will define a
comprehensive yet succinct group of 3-5 key accountabilities for the position. These will
be ranked by importance and time requirement.
Job Benchmark:
 Based on the Key Accountabilities, we will define thresholds in conjunction with Key
Stakeholders in the client organization through a web-based Job Report. This will create
the baseline for comparison to Assessment results.
Assessment:
 Short-list candidates will complete each Assessment through a secure web-based portal.
Results are retained by consultants and shared through Gap Analysis and
Recommendation process.
Gap Analysis and Recommendations:
 Consultant will compare candidate Report results to the Job Benchmark for each of the
Five Sciences using a Gap Report. The results will be shared in summary and debrief
format with the client, allowing client to determine the best job fit and identify
development opportunities for successful candidate.
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Position Benchmarking – Key Phases

10. Benchmark the Job
•Define targets for each
science
•Key Accountabilities
•Job Benchmark
Assess Individuals
•Web-based instruments for
short-list candidates
•Tri-Metrix DNA, EQ, ACI
Gap Report and Review
•Job Benchmark vs.
Assessment Results
Analysis and Inputs
•Briefing on Job Fit and Gaps
Selection Decision
Onboarding
•Development
Recommendations
•360 Feedback Tool
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Benchmarking Process Overview
(Selection – Internal and External)

11. Benchmark Job Groups
•Define targets for each
science
•Key Accountabilities
•Job Benchmark
Assess Individuals
•Web-based instruments for
short-list candidates
•Tri-Metrix DNA, EQ, ACI
Gap Report and Review
•Job Benchmark vs.
Assessment Results Reports
Development Planning
•Review Recommendations
•Incorporate into
Performance Process
Group Diagnostic
•Organizational Survey
•Define group trend and
action plans
Sustainability
•360 Feedback tools
•Repeat high gap profiles
•Incorporate into
Performance Process
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Benchmarking Process Overview
(Employee & Organization Development)

12.  Targeted Five Science Reports
(Executive level, Mid-Level, Entry, Sales, Customer Service, etc.)
 Combined Report Profiles
 360 Survey Instruments (customizable)
 Sales Skills Index
 Organizational Surveys
 Customer Feedback Surveys
 Organizational Stages of Growth
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Additional Diagnostics and Tools

13. Common Solutions
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 External Selection
 Internal Selection
 Employee Development
 Leadership Development
 Organizational Competencies
 Sales Team Development
 Job Benchmarking
 Performance Management
Processes
 Performance Coaching
 Team Building
 Organizational Culture
 360 Survey Tools
 Client Certification Programs
 Training Program Strategy
 Risk Avoidance
 Succession Planning
 Outplacement
 Organizational Strategy

14.  Research and Licensing Partner: TTI Success Insights (www.ttisuccessinsights.com)
 Adverse impact: A study completed in 2014 concluded that there is no evidence to
suggest that any TTI assessments measuring could cause adverse impact with regard
to gender, race, disability or veteran status. All subgroups were EEOC compliant, well
within the guideline of 80 percent, and well within the first standard deviation from
the population mean.
 Safe to use for hiring: Under the disparate Impact rule, an employer may not use an
employment practice that, even though neutral on its face and applied to all
applicants or employees, disproportionately excludes members of a protected
category. TTI's assessments were found not to exclude any protected category,
allowing users of TTI assessments as part of their hiring process identify the best
individuals for the job.
 EEOC compliant, Safe Harbor-approved: TTI’s products are Safe Harbor-approved,
non-discriminatory and are fully EEOC compliant. TTI’s complete and comprehensive
Adverse Impact Study validated the use of assessments within employment practices.
www.hunterross.com : 561-692-7405
Research, Compliance & Validity