Assessments for Hiring Talent: Smart Tools for Employee Selection

Did you know that most hiring decisions are made within the first 4.3 minutes of an interview? Perhaps that’s why there’s only a 17% chance of hiring a top performer, based on the interview alone. In the war for talent, you need the right tools to take your employee selection process to the next level.

Predict the right “job fit” and likely “top performer” candidates

Profile XT®

The Profile XT® (PXT) is a multi-purpose assessment tool that measures 20 performance indicators and answers “the astronaut’s question”—Does this candidate have the “right stuff” for the job? Known as a “total person” assessment, the Profile XT will help you put the right people in the right jobs and help you duplicate top performer talent.

Common Uses for the Profile XT® include:

  • Hiring
  • Employee Selection
  • Promotion fit
  • Developing peak job performance models
  • Succession Planning

This highly popular assessment solution answers 4 critical questions: 1. Can they do the job? 2. How will they do the job? 3. Do they want to do the job? It also helps save you time during the hiring process and avoid costly hiring mistakes.

Prior to assessing candidates, we help you develop “top performer” performance models for your jobs against which potential candidates are measured.

Predict which job applicants will be honest, reliable, hard-working employees

Step One Survey II®

The Step One Survey II® (SOSII) is a brief, pre-hire assessment tool that helps organizations reduce hiring risk and increase your probability of only hiring people likely to become “good employees” in the general sense. The assessment provides valid insight into an applicant’s work ethic, reliability, integrity, propensity for substance abuse, and attitudes toward theft —including property, data, and time. It is designed to help answer these 4 questions:

  • “Can this applicant be trusted?”
  • “Is this applicant drug free?”
  • “Is this applicant dependable?”
  • “Will this applicant be a long-term, hard-working employee?”

The (SOSII) has demonstrated dramatic effects of reducing turnover, absenteeism, tardiness, on-job injuries, and jobsite theft. It also provides a structured applicant interview guide to use in the hiring process before an employment decision is made.

Discover how to get the best performance out of each and every employee

The Birkman Method®

The Birkman Method is an assessment tool that helps you hire the right person, promote people into positions where they will succeed, build higher performing teams, develop your leaders, and reduce interpersonal workplace conflict. This “what makes people tick” assessment measures 5 dimensions that reach beyond mere self-described behavior to identify the underlying motivations that truly drive and inspire individuals. It also uncovers hidden strengths and talents in individuals that will benefit your organization, while also bringing to the surface those traits that need change to prevent them from derailing professionally.

Common Uses for The Birkman Method® include:

  • Hiring / Selection
  • Coaching
  • Management development
  • Team building
  • Conflict management
  • Succession Planning

This powerful assessment tool provides unique insight into factors that impact individual and team effectiveness and actionable tools to help individuals succeed.

Predict on-the-job sales performance of salespeople and sales managers

Profiles Sales Assessment™

Profiles Sales Indicator™ (PSA) is an assessment tool that measures how well a person fits specific sales jobs in your organization. It also predicts on-the-job performance in seven critical sales behaviors: prospecting, call reluctance, closing the sale, self-starting, teamwork, building and maintaining relationships, and compensation preference.

Common Uses for the Profiles Sales Indicator™ include:

  • Hiring / Selection
  • Promotion fit
  • Developing peak job performance models
  • Development
  • Succession Planning

Amid the war for talent in today’s competitive environment, this powerful assessment tool will help you hire or promote top performers, place them in jobs where they can perform at top levels, motivate and manage them to produce even more, and keep them longer—because they fit their job.
A unique “job modeling” feature and can be customized by company, sales position, department, manager, geography, or any combination of these factors.
Prior to assessing candidates, our experts help you develop peak performance models for your jobs using questions to direct you in comparing job candidates.

Predict which candidates will deliver consistent & high levels of customer service

Customer Service Profile™

The Customer Service Profile™ is a customer service assessment that measures how well a person fits specific customer service jobs in your organization. It measures what your existing employees and new job candidates believe is a high level of customer service and where they do or do not align with your organization’s customer service philosophy.

It also predicts on-the-job performance in seven critical customer service dimensions: trust, tact, empathy, conformity, focus, flexibility and measures vocabulary and numerical proficiency.

The Customer Service Profile™ will help drive employee selection that will increase customer satisfaction, reduce complaints, and build customer loyalty. We offer a general industry version of this assessment, as well as vertical specialties in hospitality, healthcare, financial services, and retail.

Prior to assessing candidates, our experts help you develop peak performance models for your customer service jobs by providing multiple questions against which potential candidates are measured.

Assessments from Global Peak Solutions can help you screen candidates for job fit, reliability, and team compatibility.. Just as important, your new employee selection system can help you identify smart, talented people that will deliver the performance and results you need. Learn how it works.


Talent acquisition tools can more than double your chance of choosing A-level employees. They’ll also help you uncover essential info that an interview alone is unlikely to reveal.


Predict in advance which employees would make good leaders. And assess what training or support people will need to help them grow and maximize their potential.


Determine whether your top employees are likely to stay. Then learn what kind of support or incentives will work best for keeping each top performer engaged and safely on your team.