Our Assessments will help you put the right person in the right position and help you retain them. They will also provide information to improve communication, relationships, and results.

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Assessments

You will receive an independent and objective analysis of your candidate, and a report that tells you:

  • Which candidate fits your job best
  • Which candidate is the best choice for transfer or promotion
  • How to focus training and management of your employee to achieve greater success faster
  • Which candidates you should avoid hiring or promoting (based on the requirements of the job)

Additionally, our assessments will give you:

  • Objectivity in the selection and promotion process
  • Applicable questions to ask in an interview
  • A clear basis for comparison with other candidates
  • Insights into how to best manage direct reports
  • A basis for specific training and development programs
  • A way to benchmark against your most successful performers

 


 

LMI Chicago, Inc. has collaboratively partnered with Candidate Resources, Inc. to offer the full family of Achiever™ assessments. CRI has been an industry pioneer and leader for over 50 years. All assessment can be customized to each job. Our tailored approach has made LMI and CRI a trusted partner for Human Resource professionals across a wide range of industries. We offer the following individual assessments to meet your needs.

  • Executive Achiever®
  • Achiever®
  • Sales Achiever®
  • Guardian®
  • Performer®
  • Scoreboard®
  • Best Hire®

Additionally, we offer the following Organizational Assessments

  • Development Needs Inventory®
  • Organizational Needs Inventory®

If you are ready to put the right person in the right position, bring in more high performers, and keep them longer, just click the button below to get started with your first assessment for free.

Try One for Free

 


 

Why use pre-hire assessments?

A recent study by McKinsey & Company revealed that “A” performers tend to be 50-100% more productive than “C” performers. Clearly, identifying the “A” performers can enhance an organization’s performance. So, how does an employer identify the “A” performers? And once identified, how does an employer retain them?

Assessing applicants and employees can clear the air by providing the following benefits:

  • Reveals an individual’s true talents
  • Clear basis for comparison with other candidates
  • Comparison of abilities with those required by the job
  • Questions to ask in an interview
  • Introduces objectivity into the selection process
  • Evidence of due diligence in the event of litigation
  • Ability to benchmark successful performers
  • Basis for developing specific training and development programs
  • Insight for managers to know how to best manage subordinates

If you are ready to put the right person in the right position, bring in more high performers, and keep them longer, just click the button below to get started with your first assessment for free.

Try One for Free

 


 

Training Industry Watch List

LMI has been listed in the 2020 Assessment and Evaluation Watch List by Training Industry for our unique strengths and capabilities.

Selection of this year’s top 20 companies were based on diversity of capabilities, quality and innovation. Use LMI Assessments to help your clients improve their organizations and the people who are part of it.

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The Achiever

The Achiever is a unique test that combines mental and personality measurement in one instrument. Its scores are arranged in a normal distribution that easily relates to job requirements and benchmarks of successful performers. The Achiever measures aptitudes and 10 personality traits and uses the stanine scoring system to compare an individual’s scores to a benchmark and the Normal Distribution.

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Profile Evaluation System (PES)

The Profile Evaluation System — which benefits business, industry, government, education, and other services — characterizes individuals on a number of psychological traits that are important for job performance. Results allow companies and individuals to maximize the fit between their employment demands and the abilities, aptitudes and personalities of employees or potential employees. When this fit is optimal, employees are more comfortable and productive, and in turn, inefficiency and turnover are minimized.

Hiring the right people is important, but managers should also develop the management and leadership skills of their present employees. Information about individuals and their tendencies is extraordinarily valuable in these contexts as well.

The PES identifies strengths and areas for development so that companies can make sound employment, retention, assignment, training, and promotion decisions. To help with this, the PES features 16 job-related characteristics and includes two validity scales.

Based on the knowledge that strengths in some dimensions can compensate for challenges in others, the system assesses over 100 possible combinations or correlations of personality traits and mental aptitudes. The PES also allows users to customize patterns and benchmarks for the positions within an organization. Managers can use the results to determine which employees’ mental aptitudes and personality dimensions best reflect the characteristics required of certain jobs. When employers use the system in conjunction with other coaching, hiring and interviewing tools, the PES results can help ensure they are treating employees and applicants fairly and without regard to race, color, religion, gender, or national origin.

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Organizational Needs Inventory (ONI)

Leaders can use the ONI to create an environment that will attract and retain better associates and, in turn, achieve better operating results. To do that, leaders must recognize that the first step is making dramatic changes in the way organizations are designed and managed. Learning how things actually are and what they can be is next. Then comes a plan for the future … a plan that is based upon a clear sense of direction and purpose. Finally, a plan of action is implemented to begin moving toward the desired future. The ONI instrument was designed to facilitate this process.

The ONI consists of a 126-item survey in which participants describe conditions as they exist at present (“actual”) and as they would exist under ideal circumstances. In most instances, an LMI affiliate administers the survey to ensure its reliability and the autonomy of participants. LMI then processes the confidential responses and prepares a comprehensive report that pinpoints areas of concern.

The ONI report consists of an Executive Summary, Factor Scores, and Item Scores.

Executive Summary — This report details the members’ perceptions of the organization.

Factor Scores — These scores focus attention on specific group factors, such as years with the company, gender, age, and position within the company.

Item Scores — The Item Scores focus on specific, concrete beliefs, perceptions, and practices.

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Developmental Needs Inventory (DNI)

The Development Needs Inventory — a 360-degree instrument that is administered over the internet — was designed to help managers, supervisors and other leaders to understand their strengths and development needs better. Customized to meet the client’s needs, it consists of 10 Standard Scales and up to 13 Optional Scales. The results of the DNI, along with the Interpretation and Feedback Session, gives participants a sound basis for setting development goals and tracking their development over a period of time. The information facilitates individual growth and progress, increasing the overall effectiveness of the organization.

The Development Needs Inventory was designed with one primary objective in mind … to help leaders lead more effectively. Other objectives which support this primary objective are:

  • To identify a leader’s strengths and most pressing development needs.
  • To help leaders plan for their own leadership development, moving from understanding to action.
  • To assist leaders in making intelligent choices among alternative leadership practices.
  • To call attention to the critical relationship between a company’s structure, culture, and typical leadership practices and the success and failure of a given leadership style.
  • To provide a framework for transitioning from a traditional bureaucracy to a flexible, rapid response team or for making informed choices on why no transition is needed.
  • To help leaders lead in ways that get results that are personally satisfying, morally sound, and that empower, rather than overpower, subordinates.

The DNI serves three purposes:

  1. To help you better understand your own managerial practices, providing a basis for increasing effectiveness as a leader and for planning a more realistic career.
  2. To help you understand how other people in the organization view your leadership practices and determine whether you see yourself as others see you. Armed with these insights, you can test the validity of your own self-perceptions, improve your human relations, lead and manage more effectively, and plan your career more realistically.
  3. To serve as a basis for setting personal development goals and for tracking your development over a period of time.
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27475 Ferry Road
Warrenville, IL 60555

630-717-2744

info@lmi-chicago.com