Psychological tests have been found to be one of the most valid and cost effective means for identifying the most suitable applicants for the job (Schmidt & Hunter, 1998). When properly conducted, selection testing can save companies hundreds of thousands of dollars each year. Using extremely conservative assumptions, Hunter and Schmidt (1984) calculated that the U.S. gross national product could be increased between $80 and $100 billion (in 1981 dollars) if selection testing were introduced throughout the workplace.
SIGMA offers a wide range of both personality-based and cognitive selection measures.
The LSP is a uniquely powerful assessment used in the selection and succession planning of managers and executives. The LSP has recently been optimized and can now be tailored to reflect the specific requirements of your organization and its leadership needs.
Become qualified to use the LSP through Identifying Effective Leaders, our convenient, online qualification course.
This dependability/integrity measure identifies job candidates most likely to be productive, accurate, provide excellent customer service, and stay with your organization for the "long haul". In addition, it identifies applicants who are most likely to engage in counterproductive work behavior such as theft, sabotage, absenteeism, and safety violations.
The MEIA-W examines emotional intelligence in work settings. Use the MEIA-W as part of the employee/leadership selection process and for development purposes.
Research indicates that cognitive ability is the single greatest predictor of success for virtually every job. The PAF is a convenient, impartial measure of general mental ability and intelligence.
The SFPQ is a brief, cost-effective personality measure that encompasses and extends the "Big 5". It is ideal for use in business settings and in research. Among other qualities, the SFPQ draws on an improved model for "Conscientiousness", and has received an exceptionally positive review from the Buros Mental Measurements Yearbook (2000). In addition, items were carefully selected to minimize the effects of social desirability response bias, an issue affecting other popular measures of the Big 5.
The call-center version of the ESQ targets the selection of reliable, productive, committed, customer-service oriented call center personnel.
The SPI-S is a comprehensive assessment that combines an aptitude measure, the Personnel Assessment Form - Form A (PAF-A), with the power of the Sigma Survey for Sales Professionals (3SP).
The SSPO helps select applicants with the cognitive skills necessary to use sound practical judgment in police situations.
The 3SP helps organizations identify and place top applicants for sales positions. The report predicts candidates' expected performance on 28 outcomes that are critical for success in sales.
The SSSO is a test for screening job applicants for the position of security officer. It is designed to identify job applicants possessing the cognitive skills necessary to use sound practical judgment in security situations, and to write meaningful and credible security incident reports.
Need help setting up your selection process? SIGMA's Consulting Service can help you set up and conduct a successful testing program. Contact us for more details.
Simplify your employee selection process with online testing at SigmaTesting.Com.
SIGMA is attending the annual ASTD conference in San Diego on June 1-4, 2008. We look forward to seeing you there.
SIGMA's CEO, Ted Jackson, has recently been named Vice Chair of ATP's Clinical Division.
Customize your 360 feedback process by determining which SigmaRADIUS competencies best match your organization and leadership roles.
Employee Turnover Research: An overview of current research involving employee turnover.
Faking & Selection Tests: An investigation of the forced-choice solution used in the ESQ.
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