Candidate Assessments
Assessing Individuals, Teams and Organizations
The Level Breaker Assessment Center is a resource that can satisfy the majority of your assessment requirements.
We use assessment tools to improve employee selection, productivity, team development, and employee satisfaction. We also use assessments personally, with our family, in all consulting, coaching, and training engagements to give us more insight and a competitive edge.
We use assessments to improve:
Hiring & Selection
On-boarding new employees
Sales Performance
Leadership Coaching & Team Development
Individual and Team Communications
We know that great success comes when an individual is properly matched to the requirements of a specific position, team, and environment. Unfortunately, all too often, this doesn’t happen which leads to frustration, slow startup, poor performance, attrition, lost clients, and opportunities. According to Peter Cappelli, Professor of Management and Director of its Center for Human Resources at the Wharton School, "Businesses have never done as much hiring as they do today. They've never spent as much money doing it. And they've never done a worse job of it."
The first part of building a HIGH-Performance organization is to make sure you have the right people for the job on your team. The Levelbreaker© Assessment enables you to use state-of-the-art tools to build a complete Ideal Position Profile and a selection process for any position. The Levelbreaker© Job Modeling process enables you to build an “Ideal Candidate profile” for any position for new hires and/or promoting the best candidates.
What makes our approach unique is our ability to build a “custom” model that includes the behaviors, values, motivators, competencies, and capacity for success for a specific position. We use your knowledge and our tools to build a superior solution. We do it quickly and cost-effectively.
The job modeling and selection process eliminates many of the pitfalls of hiring in today’s complex and competitive market. For business owners, it's especially useful in Succession Planning to ensure that you select the best candidate for each role. You can use the reports and selection process to make the most informed decision.
On-going value: The tools utilized also provide on-going value when combined with on-boarding, training and coaching and can be instrumental for accelerating job performance and ensuring employee satisfaction. All of the tools can be used for creating "personalized” development programs. Individual and team assessments are available for leadership, management, sales and virtually anyone interested in improving selection, company communications, team building and performance.
Selection Tools
The challenges in today’s highly competitive market for hiring, developing and retaining top talent has never been greater or more crucial to success. The costs of attrition are enormous and vary from position to industry but on average are close to $50K per position, based on Career Builder study, and this doesn't even include the cost of lost clients or opportunity loss!
According to Peter Cappelli, Professor of Management and Director of its Center for Human Resources at the Wharton School, "Businesses have never done as much hiring as they do today. They've never spent as much money doing it. And they're never done a worse job of it."
Our selection tools come from over 30 years working with many of the TOP Assessment companies which enabled us to select Assessments 24/7 as our primary source for assessment tools. The difference between Assessments 24/7 and other assessment companies was there desire and willingness to integrate the world's top assessments for behavior, motivators, thinking, Emotional Intelligence, and Competencies. This unique approach, when combined with Job Modeling/Job Fitness System, enables you to understand the whole person and their compatibility and potential for performance excellence and job satisfaction with the role you are looking to fill.
*Our assessment library includes a wide variety of assessment tools for virtually any application.
Our core assessments include:
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The DISC Fitness Benchmark System The DISC Fitness Benchmark System which is best described as an insightful DISC-based, on-screen tool for measuring “candidate fitness” to the specific needs of your job openings. You’re empowered to measure every job candidate’s DISC score against any existing or custom-made benchmarks. The result is an algorithmic “match” that reveals which candidates are already excellent job fits and which will struggle.
The DISC Fitness Benchmark System Features:
Create individual DISC benchmarks tailored to a specific job
Compare multiple job candidates to a single job
Compare multiple job candidates to a variety of jobs
Compare individuals to other individuals
Compare individuals to groups, teams or even entire organizations
Generate unlimited Employee Fitness Reports (PDF) at no additional charge
Regular additions of new job benchmarks
As-needed webinar training
There are four fantastic ways to utilize the DISC Fitness Benchmark System:
Leverage our existing library of benchmarks: The DISC Fitness Benchmark System starts you with a selection of general, occupationally-focused benchmarks for common positions like outside sales, operations manager, or even CEO.
Create custom high-performer benchmarks: A great way to predict future success is to assess your current high performers using DISC. Our system automatically creates a benchmark for you based on the style strengths of your best employees – ensuring you a shorter path to success and retention.
Use our job-needs questionnaire: This system-generated benchmark is created by asking stakeholders (current employees, immediate supervisors, and human resources professionals) a series of job related questions in order to produce a benchmark that is most likely to capture the characteristics of a successful job candidate.
Create custom benchmarks from multiple sources: All of our system capabilities are fantastic, but sometimes a combination of each can produce the most valuable benchmark of all. Utilizing the tools, and making additional adjustments with even more job performance data can take your benchmarks – and thus your hiring practices – to even greater heights.
The Executive Summary Assessment
The Executive Summary Assessment is used to see the whole person and includes (3) assessments: The DISC 360 Behavioral Assessment, the Harvard Values and Motivator Assessment and The Hartman Axiology Assessment, created from the Nobel Prize nominated Dr. Robert Hartman.
It's the most complete and comprehensive assessment for understanding an individual and their potential for success in a specific role and culture.
The Executive Summary is a multi-dimensional tool that demystifies human performance questions with concrete performance answers and recommendations.
This revolutionary instrument works by measuring and integrating:
The applicant’s critical thinking capacity via The Hartman Value Profile.
The applicant’s likely action steps, based on their values & motivators, via the Harvard based research.
The applicant’s DISC Behavior style utilizing a newly integrated model developed to specifically identify the individual’s level of effective interpersonal workplace dynamics.
Our Selection tools include: The Executive Summary Assessment, Individual Behavioral Assessments for Sales, Team Building, Selection, Coaching and Training, the Harvard built Motivators assessment which provides additional insight on what motivates and drives an individual.
Our Axiology Assessment, developed by Noble Prize nominated Dr Robert Hartmann, is used to understand an individual’s thinking patterns and how they might respond to different situations and requirements of a particular role or position and the Sales IQ is for understanding an individual’s knowledge of the best practices for a professional sale executive.
We use a combination of all four assessments to create job models so you can compare an individual or group of individuals to the requirements of the job or each other so you can make the most informed selection or promotion decisions. The reports also provide significant guidance for coaching and training.
Each Executive Summary report provides users actual answers and specific recommendations, calibrated to any job or role …
DOWNLOAD A SAMPLE REPORT HERE >
DISC 360 Behavioral Report
The DISC assessment is a resource we use to better understand an individuals communications style, decision style and preferences. It is used for individuals and organizations who desire to improve team performance, communications, sales and leadership.
You can use the DISC Assessment in many applications including:
Change Management – DISC teaches specific behaviors for transforming resistance into receptivity.
Coaching – Discover how to use the DISC to help others reach their real potential consistently!
Conflict Resolution – See how to use the DISC to magically dissipate tension & mistrust!
Customer Service – Use the DISC to show how one can determine how to exceed expectations.
Diversity Training – Present how having contrasting DISC Styles is a major positive position.
Hiring – Learn how to train others to use the DISC to find the right fit the first time around!
Leadership Programs – You’ll be amazed yourself how you can truly empower using the DISC!
Management Skills – Show your Managers how to easily motivate their staff!
Managing Up – Use the DISC to clearly describe the behaviors needed to win receptivity!
Mergers, Acquisitions – Using the DISC to help others understand their coping needs.
Mentoring – Discover how to exponentially propel your fast trackers with success!
New Employee Orientation – Teach your new members how to be communication experts
On-Boarding – Provide essential DISC insight so new member is set-up for success!
Performance Development Plans – Show the employee there IS a better way to communicate!
Retreats -Facilitate a session where powerful personal & professional insights are discovered.
Sales Training – You’ll be able to even show your Sales Managers how to increase their sales!
Team Building – Learn how to masterfully transform a dysfunctional team with the DISC!
Productive Meetings – Plan meetings with styles in mind to ensure best outcomes.
Career Matching – Match your employees’ natural strengths with the best possible job fit.
DOWNLOAD A SAMPLE REPORT HERE >
The Motivators Assessment
The Motivators Assessment explains “why.” Motivators are the reasons we want to act. They help people to better understand their values or belief system. They explain how our internal motivators filter and guide decisions specifically toward the results that reflect them, and they combine uniquely for each person to influence their priorities and decision making. Motivators reveal our viewpoint, our mindset, and our paradigm of thought.
Through building a greater understanding of the motivator dimensions it becomes easier to see how they influence and guide our behaviors.
The Motivators Values Assessment measures seven dimensions of motivation:
Aesthetic – the drive for balance, harmony and form.
Economic – the drive for economic or practical returns.
Individualistic – the drive to stand out as independent and unique.
Political – the drive to be in control or have influence.
Altruistic – the drive for humanitarian efforts; help others altruistically.
Regulatory – the drive to establish order, routine and structure.
Theoretical – the drive for knowledge, learning and understanding.
DOWNLOAD A SAMPLE REPORT HERE >
The Sales IQ Assestment
The Sales IQ answers the question do they know how to sell effectively? As importantly, do they know what to do at each stage of the sales process? It enables individuals and managers to get an unbiased understanding of their sales knowledge and sales habits. The Sales IQ Model was developed with TOP Performers in multiple industries. It enables you to compare yourself or team members against a best practices model.
This award-winning skills test measures each professional’s understanding of the sales strategies required to successfully win, retain and grow clients. With 48 questions selected at random, from a pool of over 100, Sales IQ Plus is never the same test twice!
You can re-administer it to continually identify and track the strengths, struggles and blindspots and it can be used to measure the success of your sales training. Jointly developed by best-selling sales authorities, Jeffrey Gitomer (The Sales Bible), Jim Cathcart (Relationship Selling) and Dr. Tony Alessandra (The Platinum Rule), the Sales IQ Plus plays an integral role in the sales development successes of organizations around the world.
It’s a great resource for tailoring your training
Coaching and managing can be tailored to the different needs of each salesperson after your sales force has completed the Sales Skills Index assessment. It can be used both before and after measurement, complementing all other sales performance material.
Use in Selecting Candidates that Bring the Right Skills
Sales IQ presents questions that portray “real life” sales situations. The Sales IQ covers seven different steps in the sales process so you cantypically identify an individuals strengths and weaknesses quickly and tailor a development program to the specific area in need.
Each situation was developed and validated by sales professionals to reflect real sales strategies used by today’s sales force.
Use the Sales IQ to:
Simplify sales training
Allow managers and coaches to be focus on areas that produces results
Builds confidence
Identify the sales knowledge needed to sell a specific product/service in a given market
Identify new sales applicant’s strengths and weaknesses
Identify specific training or management needs of a salesperson or sales force