The PSI assessment series helps employers successfully identify individuals most likely to make strong employees.  The PSI is recognized for delivering results and assisting organizations in improving their businesses by improving the caliber of their staff.  The PSI assessments have been shown to help:

• Strengthen customer service
• Increase productivity
• Decrease employee theft
• Minimize work-related accidents
• Cut costs caused by counterproductivity
• Reduce turnover

Normative data is based on relevant groups.

The PSI assessment series is supported by over 100 validation studies - all of which are available upon request.

The PSI report includes a score for each of the individual assessment scales.  Many PSI versions also include an overall Employability Index which provides a composite measure of an applicant's suitability for hire.  The PSI report also includes Significant Behavioral Indicators - a narrative list to help pinpoint areas for further investigation. Follow-up interview questions are also provided in many PSI versions.

Dimensions of Measurement

• Honesty - The likelihood that an applicant will not steal cash and merchandise from work.
• Drug Avoidance - The likelihood that an applicant will not use or sell illicit drugs on the job.
• Tenure - The likelihood that an applicant will not leave the organization prematurely.
• Nonviolence - The likelihood that an applicant is not prone to violent or argumentative behavior that could adversely impact customers and coworkers.
• Employee/Customer Relations - An applicant's tendencies for being courteous and cooperative with customers and coworkers.
• Customer Service Attitude - An applicant's tendencies to be courteous, cooperative, friendly, and attentive toward customers.
• Customer Service Aptitude - An applicant's understanding of effective practices in dealing with customers in a variety of situations.
• Sales Aptitude - An applicant's drive and sales technique as well as sales interest and sense of responsibility for personal sales performance.
• Stress Tolerance - An applicant's ongoing experience with stress and the ability to tolerate stress.
• Risk Avoidance - An applicant's tendencies to engage in high-risk, dangerous, and thrill-seeking behavior.
• Safety - An applicant's attitudes toward safety that may cause or prevent on-the-job accidents.
• Supervision Attitudes - The likelihood that an applicant will do the work assigned and respond appropriately to supervision.
• Work Values - An applicant's attitude toward work and productive on-the-job habits.
• Responsibility - The likelihood that an applicant will not engage in counter-productive, careless, or irresponsible behavior in the workplace.
• Productivity - The likelihood that an applicant has the potential to perform well on the job and become a productive member of your organization.
• Math - Basic arithmetic ability as it relates to totaling orders, counting change, and figuring discounts.
• Candidness - The extent to which an applicant is trying to present socially desirable responses instead of actual attitudes and opinions.
• Accuracy - The degree to which an applicant understood and carefully completed the assessment.