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Why Should You Use Assessments?

Assessments work because they bring scientific measurement to a variety of criteria including intellectual ability, thinking and processing, skill proficiency, work style, personality characteristics, and personal values.

Nine proven reasons why you should use assessments:

Assessment tools are not always designed to reveal apparent "right" or "wrong" answers. Individuals participate freely because they know they will not pass or fail, but uncover important information about themselves, and increase the likelihood of finding their own personal and professional happiness. A good assessment is designed, in part, to increase awareness of their own tendencies relating to how they interact with others. Our assessment systems come with support materials and action plans to help everyone, new or long-time employees, partners, friends, leaders, management, etc., maximize positive outcomes through building mutually beneficial relationships.

When used in business, quality assessments are flexible and capable of embracing optimization for a complete professional spectrum - customer service, vocational, technical, sales, management or executive needs. It's important for employees to have the necessary skills to demonstrate the attitudes and behaviors that would enable them to succeed within each company's unique environment.

When used in personal and professional relationships, great assessments reveal perceptions and perspectives that can either hinder or enhance our ability to connect, communicate and interact in a way that supports mutual growth and understanding.


For decades, clients that have relied on our assessments recognize that these are powerful resources capable of transforming individual effectiveness, company culture and profitability with uncanny speed. The benefits of using assessments can be profound!

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Improve Hiring and Selection

The right person in the right job is vital. A bad hire is not only costly, but also can be detrimental to an organization. Using assessments, you can identify strengths and potential risks of job applicants before the interview and make thoughtful, scientifically-informed decisions.


Increase Sales

Teach your sales team powerful behavior observation skills that work, applying them in an effective sales cycle. Help them to see their own sales strengths and development areas, and focus on going from good to great in their interactions with others.


Create World-class Leaders

Building a leadership team of forward-thinking, engaging, supportive and effective leaders isn’t always easy, and ensuring they continue to be the best leaders they can be for their teams requires constant awareness and continued focus on honing their skills.


Increase Productivity

Measure performance and identify critical company wide issues. Identify with scientific accuracy the gaps across the organization’s key performance areas: culture, operations, leadership, training, service.

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Model Team Building

Know which styles are going to work best together and what potential conflicts may arise. Build teams based on compatible skills, traits, and styles for maximum efficiency and improved culture.

Reduce Employee Turnover

Ensure employees needs and wants are met in a way that increases employee satisfaction, happiness and engagement, and helps them feel like what they are doing makes a difference in a way they value.


Make the right, bright decisions

Critical thinking and decision making is a vital success skill. In day-to-day decisions or strategic plans, identifying what risks may exist is essential in building a strong organization capable of innovation and responding effectively to change.

Create Connected Teams

Build effective, connected teams in an environment of coach ability and transparency by embracing how EIQ and emotional expression impact interpersonal relationships and business success.


Customize Employee Training

Discover how people learn best and tailor training toward their learning style. Target learning styles to make training more effective and "sticky" the first time, reducing costly retraining efforts and lost productivity.

Our Assessments Are Independently Tested and Validated for Accuracy

We Ensure Assessment Accuracy by Using Independent & Qualified Testing at Standards Set by the APA and EEOC

Scientifically Validated by a Trusted 3rd Party

The Trusted Industry Leader for Independently Tested Assessments.


The Assessment Standards Institute (ASI) reports the overwhelming majority of assessments sold today lack the studies & reporting to verify their accuracy and fairness. Of the small minority which do claim this reporting, most of those were conducted privately - not openly by an objective and qualified third party. Assessments is raising the bar within this otherwise unregulated industry. Our assessments are leading by example, with independently conducted validity, reliability, and disparate impact reporting that meets APA, EEOC, AREA, and NCME standards for excellence and professional compliance.

Our goal? To ensure the confidence and trust of both members and end-users alike, by providing the most scientifically accurate and compliant assessments available today. This is why we believe in a policy of total transparency, with every study's report available for your review, and available to be shared with your clients and colleagues. In an apples-to-apples comparison, we believe our assessments and reports will prove to be the top choice among industry professionals who value accuracy, compliance, and objectivity.

Independent & Verifiable Testing by a Qualified Institution

The Assessment Standards Institute (ASI) provides our assessments with verifiably objective testing and reporting that meet standards set by the American Psychological Association (APA) and the Equal Employment Opportunity Commission (EEOC). This battery of tests is both voluntary and verifiably transparent. Our goal? To ensure this assessment’s professional merit and scientific accuracy for you, the user. These reports are readily available upon request and include:

Construct Validity (APA Standards)

Construct validity is one of the most central concepts in psychology. It is the degree to which a test measures what it claims, or purports to be measuring. Researchers generally establish the construct validity of a measure by correlating it with a number of other measures and arguing from the pattern of correlations that the measure is associated with these variables in theoretically predictable ways.

Reliability - Cronbach’s alpha (APA Standards)

This technique is regarded as one of the most robust measures of reliability and presents the highest 'bar' from which to compare. The readers should note that Cronbach's alpha is the method selected for this instrument, because of its high standards. The reader is encouraged to compare reliability coefficients presented herein to other vendors, and also to ask those vendors which reliability formulas they used to compute their reliability coefficients. Cronbach’s alpha is a measure used to assess the reliability, or internal consistency, of a set of scale or test items. In other words, the reliability of any given measurement refers to the extent to which it is a consistent measure of a concept, and Cronbach’s alpha is one way of measuring the strength of that consistency.

Disparate Impact (EEOC Standards)

Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion. The use of tests and other selection procedures can be a very effective means of determining which applicants or employees are most qualified for a job. However, use of these tools can also violate the EEOC Guidelines if they disproportionately exclude people in a protected group by class, race, sex, or another covered basis. Importantly, the law does allow for selection procedures to select the best candidates based on job-related requirements. If the selection procedure has a disparate impact based on race, color, religion, sex, or national origin, the employer is required to show that the selection procedure is job related and consistent with business necessity. If discrimination exists, the challenged policy or practice should therefore be associated with the skills needed to perform the job successfully.

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