BWI - BRAD WORTHLEY INTERNATIONAL

1. Customer Service Pre-employment Test
   This pre-employment test is critical for hiring the right person the first time for jobs dealing with customer service and customer interaction (including Call Centers & Help Desks).  It provides you with scores to help point out the high performers and narrative responses to really help you make your final hiring decisions.  The report will summarize the person’s strengths and developmental concerns to help you make the best hiring decisions.  It also provides you with recommended questions for a potential second interview based on their results.  This test has 217 questions and takes approximately one hour for the candidate to take.  It evaluates:
   
   

   Agreeableness Assertiveness Conscientiousness Customer Service / Responsiveness Emotional Stability / Resilience	Empathy Extroversion Flexibility Integrity Openness	Optimism / Enthusiasm Orderliness Relationship Sales Teamwork Work Drive
   Plus Their Overall Cognitive Aptitude (Abstract Reasoning, Numeric Reasoning, Verbal Reasoning)

2. Sales Ability Pre-employment Test
   This pre-employment test is essential for hiring powerful and confident people for internal or outside sales positions.  It provides you with scores to help point out the high performers and narrative responses to really help you make your final hiring decisions. The report will summarize the person’s strengths and developmental concerns to help you make the best hiring decisions.  It also provides you with recommended questions for a potential second interview based on their results.  This test has 195 questions takes approximately one hour for the candidate to take. It evaluates:
   
   

   Closing Ability Competitiveness Customer Service Dependability Emotional Stability	Extroversion Image Management Money Motivation Optimism Relationship Sales	Sales Boldness Selling Confidence Work Drive
   Plus Their Overall Cognitive Aptitude (Abstract Reasoning, Numeric Reasoning, Verbal Reasoning)

3. Leadership Skills Pre-employment Test
   This pre-employment test is essential for hiring people who know how to inspire and motivate people.  It provides you with scores to help point out the high performers and narrative responses to really help you make your final hiring decisions.  The report will summarize the person’s strengths and developmental concerns to help you make the best hiring decisions.  This test has 235 questions takes approximately one hour for the candidate to take. It evaluates:
   
   

   Agreeableness Assertive Leadership Dependability Detail Mindedness Emotional Stability / Resilience Extroversion	Impression Management Integrity Intrinsic Motivation Managerial Human Relations Openness to Change Optimism / Enthusiasm	Orderliness Self-Confidence Task Structure Team Orientation Work Drive
   Plus Their Overall Cognitive Aptitude (Abstract Reasoning, Numeric Reasoning, Verbal Reasoning)

4. Leadership Developmental Test (Current Employees)
   This test is used for current employees in order to help them develop their leadership skills.  It provides them with a feedback tool with which to help point out their strengths and opportunities for improvement.  This test measures a person’s orientation to the future such as their preference for stability or change and whether they are vigilant or optimistic.  The report will highlight the person’s strengths, weaknesses, best-fit work situations, worst-fit situations, suggestions for development and provide a detailed summary at the end.  This test has 157 questions and takes approximately 30 minutes for the employee to take. It evaluates a candidate’s personal working style such as their emotional reaction or resilience, extrinsic or intrinsic motivation, and their work centered compared to non-work centered style. It looks at their interpersonal style such as independent vs. collaborative, introverted vs. extroverted and straightforward vs. image-conscious style.  It also tests a person’s management style such as accommodating vs. assertive leadership, big picture vs. detail orientation, participative vs. directive and role-relations vs. human relations oriented.

Each of the above tests are taken on-line (no mailing or faxing) and come with a very comprehensive report that is delivered via e-mail to the hiring manager within minutes of the completion of the test.  You may view sample reports for each of the tests above by clicking on download icon next to each test above.

The Personal Style Inventory Tests have been under development for twenty years and were created by John Lounsbury PhD., licensed Industrial-Organizational Psychologist is a professor of psychology at the University of Tennessee, and a Fellow in the American Psychological Association.  The tests have been used in 38 countries around the world in a wide variety of industries.  For more details and validation studies, click here.

To proceed to pay for and administer the above tests, click here.

If you are a job candidate and you have been asked to take a test, click here.

Benefits to Testing

Scores on the Sales Test	Actual Employee Sales
15th Percentile	$40,000
50th Percentile	$80,000
85th Percentile	$120,000
95th Percentile	$175,000

Comparison of the “Sales Ability Pre-employment Test” scores to employee annual sales

Are All Employees Created Equal? No!

Here is how your best workers help your company to be successful…

• Superior workers profit easily from instruction so the investment in training dollars is spent wisely.
• Superior workers are dependable and reliable so you can count on them.
• Superior workers reach full production quicker so you are losing less money during an orientation phase.
• Superior workers are more effective in performing their tasks.
• Superior workers make fewer errors so they are more efficient in their everyday work, cut waste, and reduce equipment breakdowns.
• Superior workers are observant and thoughtful about their work so they help improve the processes and save even more money in the long run.
• Superior workers need less supervision.
• Superior workers make better team members because they fit in well with other people on the job
• In short, superior workers are an excellent investment of company resources.

It's simple! An investment in selection testing reaps
tremendous financial benefits year after year.

In addition to pre-employment selection, there are other valuable uses of personality measure. Listed below are some of the applications of the Personal Style Inventory Tests:

• Recruitment, including training recruiters in personality appraisal.
• Individual counseling and employee assistance interventions
• Training needs assessment
• Professional development
• Placement into different  jobs and career paths
• Career planning
• Improving work group and team functioning
• Promotion testing
• Conflict resolution
• Succession planning
• Pre-retirement planning
• Personal feedback and development
• Partnerships and mergers