We're excited to announce the release of a major update to HireSelect! Below, is the e-mail we sent to customers describing some of the new features:
As a kid, it was fairly well ingrained in me that when taking a test, the goal was to try to achieve the highest possible score. If I received low scores on a test, then it meant I didn't sufficiently understand some concept in algebra or properly comprehend the significance of a novel like Catch-22. In other words, tests served to point out deficiencies, so the higher the test score, the better. However, with pre-employment testing, and personality tests in particular, this is not necessarily true.
Criteria's employment test portfolio includes three personality tests: the Criteria Personality Inventory (CPI), the Customer Service Aptitude Profile (CSAP), and the Sales Achievement Predictor (SalesAP). The CSAP and SalesAP are actually the same test instrument and measure the same personality traits, but they produce different score reports and recommendations because customer service and sales positions require different personalities. For example, personality traits such as Assertiveness and Competitiveness are traditionally associated with sales roles, while traits like Cooperativeness and Patience are associated with customer service roles.