This Contact Center Retention Predictor is designed to identify candidates who are likely to stay in contact center positions for at least 90 days. This assessment consists of a variety of item types and is not intended to predict on-the-job performance. Short and long forms of the Contact Center Retention Predictor are available. The assessment
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The Professional/Individual Contributor solution is for mid to upper-level, non-managerial positions. Sample tasks for these jobs include, but are not limited to: meeting with clients to determine their needs, analyzing data sets, and working with co-workers to complete projects. Potential job titles that use this solution are: Accountant, Lawyer, or Teacher. Time Recommended: 60 minutes
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The Cognitive Index measures a candidate’s ability to efficiently use reasoning and problem solving skills to determine solutions. The assessment contains a variety of items designed to measure Deductive Reasoning, Inductive Reasoning, Information Ordering, Math Reasoning, and Written Comprehension. The assessment produces an overall score of cognitive competence. Time Allowed: 20 minutes Questions: 40 Question
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The Financial Accounting test measures a candidate’s knowledge of American financial accounting rules and procedures. This test is designed for experienced accounting professionals. Average Testing Time (minutes): 34 Time Allowed (minutes): 90 Maximum Number of Questions: 30 Number of Sittings: One Designed for Unproctored Environment: Yes Question Format: Multiple Choice – Adaptive Product Category: Finance
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The Sales Aptitude assessment consists of two types, the Sales Aptitude Call Center Sales test and the Sales Aptitude Professional Sales test. Both are designed to assess the candidate’s attitudes and skills related to situations frequently encountered by professional salespersons. The Sales Aptitude Call Center Sales test is designed to predict a candidate’s performance in
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Research shows that managers and supervisors have a huge impact on retention. Organizations need to develop a proactive talent management strategy in identifying, developing and retaining team leaders and mid-level managers. Identifying the management and leadership potentials from within
Personality is a key component in helping organizations select the right people, both when recruiting externally and when promoting and developing internally. The Global Personality Inventory (GPI) is designed to provide businesses with information on the aspects of an individual’s behavioural style that will impact on their performance at work. The GPI can be used
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