Step One Survey II® (SOSII)

SOSII is a brief pre-hire assessment that measures an individual’s basic work-related values. It is used primarily as a screening tool early in the candidate selection process.

This assessment provides valid insight into an applicant’s work ethic, reliability, integrity, propensity for substance abuse, and attitudes toward theft — including property, data and time.

ProfileXT® (PXT)

The PXT assessment measures how well an individual fits specific jobs in your organization. The “job modeling” feature of the PXT is unique, and enables you to evaluate an individual relative to the qualities required to perform successfully in a specific job. It is used primarily for employee selection, on-boarding, managing, and strategic workforce planning.

This assessment reveals in-depth, objective insight into an individual’s thinking and reasoning style, relevant behavioral traits, occupational interests, and match to specific jobs in your organization. It helps your managers interview and select people who have the highest probability of being successful in a role, and provides practical recommendations for coaching them to maximum performance. It also gives your organization consistent language and metrics to support strategic workforce and succession planning, talent management, and re-organization efforts.

E-Skills® (ESk)

Wiley provides comprehensive assessments to measure essential knowledge and skills. We use powerful technologies, such as performance-based testing which simulates popular software products like Microsoft Office, to ensure accurate, reliable, assessment of knowledge, skills, and abilities. Our skills assessments cover: software skills, clerical skills, call center skills, accounting and finance, medical, nursing, legal, industrial, computer literacy, retail, food services, information technology, staffing, and human resources.

Profiles Sales Assessment® (PSA)

Profiles Sales Assessment^TM (PSA) measures how well a person fits specific sales jobs in your organization. It is used primarily for selecting, on-boarding and managing sales people and account managers. The “job modeling” feature of the PSA is unique, and can be customized by company, sales position, department, manager, geography, or any combination of these factors. This enables you to evaluate an individual relative to the qualities required to perform successfully in a specific sales job in your organization. It also predicts on-the-job performance in seven critical sales behaviors: prospecting, call reluctance, closing the sale, self-starting, working with a team, building and maintaining relationships, and compensation preference.

Customer Service Profile® (CSP)

Customer Service Profile^TM (CSP) measures how well a person fits specific customer service jobs in your organization. It is used primarily for selecting, on- boarding, and managing customer service employees.

The CSP also looks at what your current and future employees believe is a high level of customer service, while at the same time showing whether or not they align with the company’s perspective. We have a general industry version of this assessment as well as vertical specialties in hospitality, healthcare, financial services, and retail.

Profiles Performance Indicator® (PPI)

The Profiles Performance Indicator^TM is a DISC-type assessment that reveals aspects of an individual’s personality that could impact their fit with their manager, coworkers and team, and their job performance. It is used primarily for motivating and coaching employees, and resolving post-hire conflict and performance issues.

The PPI specifically measures an individual’s motivational intensity and behaviors related to productivity, quality of work, initiative, teamwork, problem solving, adapting to change, as well as response to conflict, stress, and frustration. The output from this assessment serves as an “operator’s manual“ for an employee, which helps managers better motivate, coach and communicate with the employee. It also helps to predict and minimize conflict among co-workers and provides crucial information to improve team selection and performance.

A powerful feature of the PPI is the Team Analysis Report designed to help managers form new teams, reduce team conflict, improve team communication, improve ability to anticipate problems, and better team leadership. It helps evaluate overall team balance, strengths and weaknesses, and team members’ personality characteristics along 12 key factors: control, composure, social influence, analytical, patience, results orientation, precision, expressiveness, ambition, teamwork, positive expectancy, and quality of work.

CheckPoint 360°® (CP360)

The CheckPoint Management System is a 360-degree assessment. It is used primarily to evaluate the effectiveness of your managers and leaders. This assessment combines feedback from direct reports, peers, supervisors, and even customers, with a personalized program for developing specific leadership skills based on that feedback. This process highlights a manager’s job performance in eight universal management competencies: communication, leadership, adaptability, relationships, task management, production, development of others, and personal development.

The CheckPoint 360°^TM helps managers identify and prioritize their own development opportunities. And, it helps the organization to better focus management training and development investments, proactively uncover misaligned priorities between senior executives and front-line managers, and surface management issues that could lead to low employee productivity, morale, satisfaction, and turnover.