Employment Aptitude Assessments and Personality Assessments

The pre-employment aptitude assessments used by IHD Corporation are the DISC II behavioral style profile and The Achiever, which measures mental aptitudes and personality dimensions. The assessments are used by Baskin Robbins, Brinks Home Security, Bureau of National Affairs, Centex Corp., Consolidated Restaurant Operations, Darling Homes, Dixie Marathon Paper Co., First Command Financial Planning, General Mills, Kraft, Northwest Airlines, Reynolds & Reynolds, Tandy Corp., Toyota, Trane, TD Industries, Frymire Engineering, Rasa Floors, Southwest Carpets and many others. The Achiever is validated on a concurrent and reliability basis and has been used by companies both domestic and foreign for over 40 years each. Results of the IHD Assessment System:

Increases Retention
Increases Productivity
Improves Efficiency
Increases Revenues
Raises Standards
Enhances Morale

Statistics speak for themselves:

Consolidated Restuarant Operations

"According to our records, Consolidated Restaurant Operations has been using IHD Corporation assessment instruments since early 1999. We had experienced a management turnover in 1998 of 45%, and, I am pleased to announce that during the last eight years that number has decreased to the point where our final 2006 turnover rate will be 19%, a first in company history.

I would highly recommend IHD's system to any company looking to make improved hiring decisions, reduce turnover, and better supervise as well as develop their human capital. Much success to you in 2007."
--Rob Weaver, Director of Human Resources, Consolidated Restaurant Operations
CRO operates The Spaghetti Warehouse, El Chico, Good Eats, Cantina Laredo, Lucky's Cafe, Mesquite Grille, Silver Fox Steakhouse, III Forks Steakhouse, and Cool River Cafe.

Edge Tech Corporation:
"EDGE has utilized the services of Leroy and his company since 1993, and we have come to rely heavily upon the data generated by profiling our potential employees.

In my role as head of Human Resources since 1996, I have evaluated literally dozens of companies who offer resources in the same general arena as Leroy Hamm offers. However, we have found nothing that remotely approaches the quality of output, and the accuracy of information, that we achieve when we consistently profile potential new hires. Hiring job candidates who had obvious red flags and later failed, made believers out of us."
--William E. Thompson, Executive Vice President, EDGE Tech Corp

Luma Corp:
"I thought you would like to see some year-end figures. LumaCorp Inc. began using the IHD Corporation assessments about 2 years ago for our Property Managers. At that time, the annual turnover for this position was 74%. Our Property Managers turnover in 2006 has dropped to 42%. Due to these outstanding results we have extended the use of the assessments to several other positions.

As Human Resources manager for Luma Corp Inc., effectively recruiting and hiring the most qualified person for a position is one of the most important challenges that I face. The use of IHD Corporation's assessments has enabled us to hire the right "fit" for available jobs and promote our current employees into positions where they will succeed. Additionally, the seminars and training sessions you conducted have helped our managers become more effective by providing them the skills to handle stress, conflict and employee interaction problems.

I highly recommend your services to any business that wants to make the best hiring decisions possible and increase the effectiveness of existing employees."
--Kristi Gandy, Human Resources Manager, Luma Corp Inc.

See more IHD Corporation Testimonials

Other companies who use The Achiever, our personality assessment tool:

Alliant FoodService	Baskin-Robbins
Brinks	Carlson Companies
Columbia/HCA	Fulmer Supermarkets
Gencom American Hospitality	General Mills Corp.
Great American	Holiday Inn
Hospitality	LaQuinta
McGraw-Hill	Oshkosh B'Gosh
Pepsi-Cola	Snyder's of Hanover
Toyota	U.S. Navy

Procedure for Administering Assessment(s):

Have applicant enter responses in computer.
Generate report.
Compare applicant's results to nationally developed norm or corporate model for specific job description.

What are Mental Aptitude and Personality Tests?

Mental aptitude tests examine a person’s ability to handle problems and solve them. They also indicate how quickly an individual can develop the skills necessary for the job. Not an IQ test, the mental aptitude test is an assessment of how quickly a person can integrate information and make it useful. Areas covered in one of the most widely used assessments, The Achiever, include:

mental acuity (thinking, problem-solving, and reasoning ability)
business terminology
knowledge of news and events
language and vocabulary skills
numerical perception (how quickly and accurately an individual processes data)

Anyone would be hard pressed to say these traits are not job related. Because of the cost of pre-employment testing, many companies use mental aptitude testing for management and sales where job-related test results combined with the interview and reference checks can be a powerful tool in increasing your odds in hiring the right person for the job. Because of the repetitive nature of most hourly positions, only math and scanning accuracy are necessary.

The personality section of The Achiever examines the following job-related characteristics:

Energy (Restless vs. Calm)
Flexibility (Flexible vs. Rigid)
Organization (Disorganized vs. Organized)
Motivation (Security vs. Recognition)
Communication (Reserved vs. Interactive)
Level of assertion (Cooperative vs. Authoritative)
Competitiveness (Team Player vs. Individualistic)
Sensitivity (Sensitive vs. Tough)
Degree of skepticism (Trusting vs. Skeptical)

Benchmarking:

The system of measurement divides the response populations into nine parts. For instance, the personality dimension titled energy ranges from restless to calm on a scale from one to nine. For each job-related dimension, a benchmark can be developed from testing the top performers and identifying consistent characteristics that they possess. Bottom performers can also be assessed to see what job related characteristics are consistent with them and therefore important to stay away from.