The High Impact Player Assessment® is a new yardstick for screening job applicants in a complex, knowledge-based economy. The key differences between it and other pre-employment instruments are it:
Uses cut off scores: The assessment screens applicants to a pool of qualified candidates based on their match to specific job requirements. Candidates are not ranked against one another, because each candidate is qualified to do the job. Most tests and assessments try to rank candidates against each other based on non-predictive factors.
Measures success factors: Cognitive ability is not always adequate for sustainable success on the job. Characteristics such as self-directedness, persistence, and customer orientation are also required to be successful. Incorporating these factors into the HIP Assessment, makes it the only comprehensive instrument on the market.
Up to 85% predictive: Many organizations use personality tests to screen candidates believing that a job is associated with a specific personality type. The only predictive variable in a personality test is conscientiousness, which is up to 40% predictive. By using cognitive abilities and success factors in relationship to job requirements, the HIP Assessment is a reliable and predictive solution.
Measures useable cognitive ability: Other cognitive ability tests measure cognitive potential and do not look at the practical capacity to use the ability. The HIP Assessment looks at applied cognitive ability.
Cost-effective to administer: The assessment is on-line, allowing completion at the candidate's convenience. Many cognitive ability tests are paper and pencil based or require proctoring; making them extremely expensive and inconvenient.