FAQs

Our assessments provide you with objective information that help you make a better hiring decision. Assessments can help you reduce turnover and increase overall productivity. Research shows that assessments are far more accurate and powerful predictors of job performance than other widely used employee selection techniques such as the interview alone.

Because WrightOne specializes in pre-employment assessments, we offer a wide array of personality assessments, aptitude assessments, and skills assessments. Depending on the nature of the role, we also have specific assessments that measure sales capabilities, critical thinking and advanced quantitative reasoning.

It’s important to have realistic goals and expectations for what a pre-employment assessment program can achieve for your organization. Integrating pre-employment assessments into your hiring process doesn’t mean that you’ll never make a bad hire again. Instead, what you will experience is a greater chance that a candidate will be qualified for the position and that they will be productive in the role.

Our pre-employment assessment tests are offered on a low cost, per use basis. For more information, contact us.

Personality assessments are particularly effective for evaluating applicants for sales positions, because sales roles often involve extensive interaction with other people. While sales roles differ widely depending on the industry and the complexity of the role, extensive research demonstrates that certain personality traits tend to be accurate predictors of sales success in almost any industry.

Studies in this area indicate that cheating is far less common than you might expect. Candidates are far more likely to “pad” their resume or look up “best answers” to interview questions than to cheat on an assessment. If this is still an issue for you, we can also arrange for assessments to be administered at your facility.

Certain types of tests are NOT legal to use as part of any hiring process because of the Americans with Disabilities Act (ADA). The ADA prohibits the use of a pre-hire assessment that may be construed as a “medical exam” or an assessment of mental health in a pre-employment setting. All of our assessments are legally valid and ADA compliant.

Well, if you are using our service, that will probably happen a lot less often. In addition, we offer coaching and training that can help turn around poor performers.